Learning Center
Plans & pricing Sign in
Sign Out


VIEWS: 1,368 PAGES: 30

Explains inn breif about the Recruitment-and-Selection-Process.

More Info

 Once an organization identifies its
  human resource needs through
  employment planning, it can begin the
  process of recruiting potential
  candidates for actual or anticipated
  organizational vacancies.
 Recruiting is the process of discovering
  potential candidates for actual or
  anticipated organizational vacancies.
What is Recruiting ?
•Successful human resource planning designed to
identify an organizations human resource needs.
•Once these needs are known an organization will do
something to meet them
•Staffing function assume that demand for certain skills,
knowledge and abilities is greater than the current
supply then recruiting is necessary
Recruiting Goals
   To provide information that will attract a
    significant pool of qualified candidates
    and discourage unqualified ones from
              Internal Search
Organizations may attempt to develop their own
employees for positions beyond the lowest level. It
can occur though internal search. There are several
advantages of it
    » It establishes good public relations
    » It builds morale
    » It encourages individuals who are ambitious
    » It can be good selection because information about the
      individual available
    » It is less costly
    » Those choose knows the organization
    » Promotion within can act as training device

When recruitment occurs from existing employees
         then it is internal recruitment.

   When recruitment occurs excluding existing
    employees then it is external recruitment.
       Some advantages of
       internal recruitment
   All information on current
    employees can be available

   selection less costly

   positions filled up faster
    Some advantages of internal
      recruitment (contd..)
 internal    promotion  can   be
  motivator signaling that good
  performance are rewarded.
 candidates already familiar with
  organization norms etc., which
  helps to save time and expenses
  for induction
     Disadvantages of Internal
 Utilize internal inferior sources while
  excellent candidates may be available
 Occasionally it is necessary to bring new
  blood to broaden current ideas, knowledge
  and enthusiasm
 In many organizations it is standard practice
  to open the new job to compete
          External Searches
 Advertisements – where the advertisement
  is placed.
 Blind box advertisement –where there is no
  specific identification of the organization
 Job analysis process is the basic source of
      Employment Agencies
 Public organization: manpower bureau,
  overseas employment services
 Private employment agencies : manpower
  recruitment firms
 Management consultants: Manpower
  Associates, Report Bangladesh
     Other Forms of Recruitment

 Educational institutions at all levels offer
  opportunities for recruitment
 Professional organizations e.g. Engineering
  Institute, Institute of Chartered Accountants
 Unsolicited applicants some organization
  keep inventories of such applications and call
  them as and when necessary
 Referrals and recommendations from other
       Cyberspace or online
 Internet recruitment through websites
 Many companies are having their websites
  which become natural source of recruitment
 It can provide detail about the organization
  for attracting large number of employees
 Aggressive candidates are also using
  internet for their job candidacy
 It is low cost unprecedented source
Some advantages of External

   Import new ideas

   Reduce     employee    training    and
    development, particularly if they have
    been trained elsewhere

    Hiring outsider can indicate a change
    of business outlook
   Internal person may not be available
     A journey to best recruitment
   Best recruitment requires some steps to
    follow up properly. Some steps should
    follow for the best recruitment and selection
    process are..
   Indicating qualification
   Skills
   Competencies
   Other relevant information
   Brief job summary
   nature of jobs
   place of posting
   compensation packages
   Professional references
         Screening Applications
   Based on qualitative or quantitative short listing
   service record should be consulted before short
    listing internal candidates.
   consideration may be given for gender/diversity
   screening process may be conducted in accordance
    with benchmark (required skills, competencies,
    education and experiences) for each position.
                  Written test
   must set questions by taking inputs from interview
   final question should prepare and write out by
    trusted person.
   confidentiality must be ensured
   type of questions will depend on the level of
   generally, questions should be on core business,
    on management-related issues and job specifies.
          Work Simulations
 verbal or physical activities that replicate
  actual work.
 must be specific to job
 Example could be to ask the candidate to
  conduct a meeting in a participatory manner
  or interact with customer or beneficiaries.
            Interview panel
 may consist of 3 to 5 experience persons.
 have adequate knowledge
 have specific skills and competencies
 at least one woman may participate
 line manager or his/her designate and HRM
  representative’s participation is mandatory.
    Practical test or Demonstration
 positions like driver, technicians,
  electricians etc required practical test.
 sometimes educational qualification is
  considered for better performer.
 It generally occurs after written test
 Could be on an individual basis
 or could be with a panel
 a grading system may apply for each
 Interview when worried, upset, ill or under
 Hold the interview in a noisy place
 Keep applicants waiting unnecessarily
 Give the impression of being abrupt or
 Allow outside interruptions
 Seek information you already have
      Panels for future vacancies
   panels of suitable applicants should be
    preserved from which future smilar
    vacancies can filled which may reduce the
    cost of recruitment
Some more recruitement steps are..

   Notifying Unsuccessful Applicants
   Reference Check
   Medical Tests
   Salary negotiation
   Interview Records
   Appointment Letter
Five effects of Bad recruitment
                           Skills to do
                             the job

      Not team
        Player                                     Not my job
    Problems with                                   syndrome
                            Bad Hire

                                          Part of the
         Un-Professional                   problem
                                           Not the
Five effects of Ideal recruitment
                         Able &


         Professional               Problem
         Behavior &                  Solving
          Demeanor                  Abilities
Present recruitment and selection practice (in
 Bribe in the name of donation
 Biased recruitment
 Unfair selection
 Quota based recruitment
 Unwillingness to recruit female candidates
 Political recruitment
 Recruitment biased by religion, groups and
  ethnic priority
 Not following a standard system

 Be clear about what you want
 Use a thorough recruitment process
 Advertise carefully
 Interview thoroughly
 Assess appropriately
 Always recruit the right person for the job
 Pre screening may be outsourcing

To top