Recruitment Selection BUSINESS OBJECTIVES HR PLANNING Job Analysis

Recruitment & Selection

BUSINESS OBJECTIVES HR PLANNING Job Analysis Job Description Job Specification RECRUITMENT

Recruitment Ø The process of generating a pool of qualified candidates for a particular job Or Ø The process of discovering potential candidates

Recruitment Goals • Attract the qualified applicants • Encourage Unqualified applicants to selfselect themselves out

Recruitment is a Two way street Organization is looking for a qualified applicants Recruitment Applicants are looking for the potential emplacement opportunities

Strategic Recruiting Decisions Budgeting Recruiting Source Choices: Internal vs. External Strategic Recruiting Organizational. Based vs. Outsourcing Regular vs. Flexible Staffing

Sources of Recruitment

Internal Sources Re-recruiting former Employees & Applicants Employee Referrals Employee focused Organizational Data base Internal Recruiting Sources Job Posting Promotions and Transfers

Internal Sources Advantages Disadvantages 1. Employee & Employer 1. Miss Good outside Talent relation 2. No New Ideas 2. Build moral 3. Need for more trainings for 3. Cheaper enhancing Skills & Technology 4. Know your candidate better 5. Already Socialization

External Recruiting Schools colleges & universities Placement Agencies Media Sources and Job Fairs Unsolicited Applications External Recruiting Sources Professional organizations Employee Leasing

External Recruiting Advantages 1. 2. 3. 4. New Ideas Spark Can handle rapid Growth Get people with updated Knowledge, education and training 5. Shakeup the organization Disadvantages 1. 2. 3. 4. Expensive Time consuming Hiring Mistake Reduce promotion Opportunities

Internet Recruiting Methods Job Boards Internet Recruiting Methods Employer Web Sites

Internet Recruiting Methods Advantages 1. Cost savings 2. Time savings 3. Expanded pool of applicants Disadvantages 1. More unqualified applicants 2. Additional work for HR staff members 3. Many applicants are not seriously seeking employment 4. Access limited or unavailable to some applicants

Recruiting Evaluation • Quantity of applicants – `As the goal of a good recruitment program is to generate a large pool of applicants from which to choose, quantity is a natural place to begin evaluation • Quality of applicants – In addition to quantity, the issue arises as to whether or not the qualifications of the applicant pool are sufficient to fill the job openings. Do the applicants meet job specification and do they perform the jobs well after hire? • Yield ratios – A comparison of the number of applicants at one stage of the recruiting process to the number at the next stage.

Constraints on Recruitment • • Image of the company Attractiveness of Job Internal Organizational Policy Recruitment Cost

BUSINESS OBJECTIVES HR PLANNING Job Analysis Job Description Job Specification RECRUITMENT SELECTION

Selection • The Process of making a “Hire” or “No Hire” decision regarding each applicant for a job • Selection is the process of choosing qualified individuals who are available to fill the positions in organization • Effective selection benefits to an organization – It can improve the effectiveness of other human resource practices and prevent numerous problems. – For example; motivated employees who fit with the organizational culture can reduce disciplinary problems and diminish costs associated with replacing employees who quit.

Basic Selection Criteria • Education • Competencies • Experiences • Knowledge, Skills, Abilities • Personality, Interest, performance • Other characteristic essentials to job performance

Fail to meet minimum qualification Initial screening Passed Failed to complete job application or failed job specification Completed application Passed Employment test Failed Test Passed Comprehensive interview Failed to impress interviewer and / meet job expectations Problem encountered Background Examination if required Passed Reject Applicant Unfit to do essential elements of job Medical/physical examination if required (conditional job offer Able to perform essential elements of job Permanent job offer The Selection Process Conditional job offer

RED FLAG • Warning sign that may require further investigation. – The gaps in employment – Vague answers – Vague reasons for leaving jobs – Lack of employment history – Inconsistence in salary history – When all employer listed out of business

Common Interviewing Mistakes • • • Stereotyping Halo Effect and Horn Effect Contrast Effect Pressure to hire Non-Verbal Expressions