RECEUITMENT PROCESS

PRESENTED BY: ASIM RAFIQ

TODAYS AGENDA
WHAT

IS RECRUITMENT

RECRUITMENT

GOALS RECRUITING SOURCES THE SELECTION PROCESS EMPLOYMENT TESTS INTERVIEWING ANALYSIS

RECRUITMENT PROCESS DEFINATION

THE

PROCESS OF DISCOVERING POTENTIAL JOB CANDIDATES.

RECRUITMENT GOALS
TO

COMMUNICATE THE POSITION IN SUCH A WAY THAT JOB SEEKERS RESPOND. PROVIDE ENOUGH INFORMATION ABOUT THE JOB THAT UNQUALIFIED APPLICATNS CAN SELELCT THEMSELEVES OUT OF THE JOB CANDIDACY.

TO

RECRUITMENT SOURCES
The

Internal Sources

The

External Sources

INTERNAL SOURCES

Employees

Referrals/Recommendations

A RECOMMENDATION FROM A CURRENT EMPLOYEE REGARDING A JOB APPLICANT

WHY PREFER INTERNAL SOURCES

It

builds good public relations. It builds morale. It encourages good individuals who are ambitious. It is less costly. Those chosen internally already know the organization. It improves the probability of a good selection, since information on the individuals performance is readily available.

THE EXTERNAL SOURCES

Advertising Employment Agencies School, Colleges and Universities Professional Organizations Unsolicited Applicants

RECRUITMENT ALTERNATIVES
Temporary Employee

Help Services

Leasing Contractors

Independent

THE SELECTION PROCESS

Initial screening Application form Employment Tests

Background Investigations

Interviewing

Short listing

Conditional Job offer

Medical Fitness

Permanent Job Offer

Consideration for Disables

EMPLOYMENT TESTS
Performance

Simulation Tests

Focus on actual job activities

Work

Sampling

To actually perform a small segment of the job to assess the qualities of candidates applying for posts which require a complex set of skills, together with specific professional/academic knowledge.

Presentations

EMPLOYMENT TESTS
Case

Studies

used for candidates for managerial posts, or for posts requiring knowledge of specific procedures, regulations or legislation.

Group

Selection Methods

Leaderless group discussions; Command or executive exercises (e.g. outward bound); Group problem solving.

EMPLOYMENT TESTS
Assessment

Centers

An assessment centre may also require candidates to engage in a group exercise during which assessors observe their interpersonal skills.

Psychometric

Tests

Tests of ability, aptitude or intelligence; Questionnaires to measure "personality"; Questionnaires to establish interests and preferences.

INTERVIEWING
The purpose of a selection interview is to: Collect evidence against the person specification in order to predict how successfully the candidate would perform in the job. Give candidates information about the job to facilitate their decision making. Research shows that structured interviews are significantly more likely to serve this dual purpose and lead to successful appointments. A structured interview will also: Ensure consistency throughout the interviews. Help promote a positive image of the University. Enable the panel to make the best use of available time in reaching a decision.

INTERWIEING FAULTS
Do remember that the interview has limitations and risks. Here are some common ways by which it can be flawed. Inadequate preparation. A subjective process where judgement may be base on first impression. The panel may not be consistent in their treatment of different applicants.

INTERWIEING FAULTS
The

skills tested may be only those of selfpresentation, which may be irrelevant or form only a minor part of the skills needed for the job.

HOW TO IMPROVE
Once these shortcomings are clear, steps can be taken to overcome them: consistent, well-understood recruitment procedures. the interview may be backed up by a practical exercise or test. interviewers can also improve their own effectiveness by careful planning. interviewers and those involved in short-listing can being completely familiar with the job description and selection criteria.

HOW TO IMPROVE
Interviewers

can reflect on the good and bad aspects of interviews they have attended. Interviewers can themselves more aware of factors that cloud their own perceptions and judgement so that they can overcome them. Interviewers can ignore irrelevancies and ask themselves repeatedly whether something theyve observed about a particular candidate is directly relevant to the person specification and selection criteria.

ANALYZING THE RECRUITMENT PROCESS

The main questions you should ask yourself are:
What

worked well? What was not effective? Were the objectives achieved? Was the planning appropriate? What was the balance of the talking time? How much information was obtained? What should be improved next time?

QUESTION AND ANSWERS SESSION

DO

NOT FEEL HESITANT TO CLARIFY YOURSELF BY ASKING QUESTIONS?