Recruitment & Selection by azymf

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									Recruitment
     &
 Selection
              BUSINESS OBJECTIVES


                   HR PLANNING


                    Job Analysis


Job Description                    Job Specification




                  RECRUITMENT
                Recruitment

 The process of generating a pool of qualified
  candidates for a particular job

                        Or

 The process of discovering potential candidates
        Recruitment Goals

• Attract the qualified applicants

• Encourage Unqualified applicants to
  self-select themselves out
Recruitment is a Two way street



 Organization is   Recruitment   Applicants are
 looking                         looking for
                                 the potential
 for a qualified                 emplacement
 applicants                      opportunities
  Strategic Recruiting Decisions

                    Budgeting




   Recruiting
Source Choices:   Strategic            Regular vs.
  Internal vs.    Recruiting        Flexible Staffing
    External




                  Organizational-
                    Based vs.
                   Outsourcing
Sources of Recruitment
             Internal Sources
Re-recruiting former                Organizational
     Employees                        Data base
   & Applicants



Employee                Internal
Referrals              Recruiting          Job Posting
                        Sources


    Employee                        Promotions and
     focused                           Transfers
             Internal Sources

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

 Placement Agencies                Schools colleges &
                                      universities



Media Sources          External
                                           Professional
and Job Fairs         Recruiting           organizations
                       Sources


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


   Job Boards
                      Internet
                     Recruiting
                      Methods


Employer Web Sites
   Internet Recruiting Methods
      Advantages          Disadvantages
1. Cost savings       1. More unqualified
2. Time savings          applicants
3. Expanded pool of   2. Additional work for HR
   applicants            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              Initial screening
         qualification
                                                     Passed
       Failed to complete job       Completed application
      application or failed job
            specification
                                                      Passed
                                      Employment test
              Failed Test
                                                      Passed
                                                                    Passed   Conditional job
                              Comprehensive interview
                                                                                 offer
               Failed to impress
            interviewer and / meet
               job expectations
                                  Background Examination
                 Problem                if required
               encountered
                                                        Passed
Reject Applicant
                                  Medical/physical examination if
      Unfit to do essential       required (conditional job offer
        elements of job                              Able to perform
                                                     essential elements
                                                     of job

                                    Permanent job offer



                          The Selection Process
     Recruitment for
     permanent &
     temporary employees
                                                                     Offer
                                                                   Acceptance
                                      Assessment
       6-8 weeks                      center, test
       Consist of 7                       &
       key elements                   interviews                   Yes       No


                                                          Recruitment             If offer is not
       Identify                                           forwards the            accepted,
                                      Candidate
       hiring need                                        accepted                recruitment
                                     Finalization
       and prepare                                        offer to
                                       & offer                                    reserves the
       hiring plan
                                      approval            concerned               right to
                                                          regional                withdraw
       Prepare                                            operations.             offer
       Job                 Yes
No     Description                    Offer
                                     placeme
                                        nt




      Sourcing
      and                         Offer email is                         Recruited
      vacancy                     sent to selected
      announce                    candidate                                 or
      ment                                                               Rejected


      Screen and                 Recruitment & Selection Process
      shortlist
      applicants                            In Telenor
WHAT SELECTION METHODS ARE
     COMMONLY USED?
• The three most common methods used
  are:
  – Testing

  – Gathering Information

  – Interviewing
                     Testing

• Tests measure knowledge, skill, and
  ability, as well as other characteristics,
  such as personality traits.
  – Types of Test
     • Cognitive Ability Testing. Cognitive ability
       testing measures learning, understanding, and
       ability to solve problems. e.g. Intelligence Tests.
     • Personality testing measures patterns of thought,
       emotion, and behavior. e.g. Myers Briggs
                     Testing
• Physical Ability Testing -assesses muscular strength,
  cardiovascular endurance, and coordination.
• Integrity Testing - are designed to assess the
  likelihood that applicants will be dishonest or engage
  in illegal activity.
• Drug Testing - normally requires applicants to provide
  required sample that is tested for illegal substances.
• Work Sample Testing (Assessment Center) -
  measures performance on some element of the job.
                        Testing




*1 .5 never; 2 .5 rarely; 3. 5 occasionally; 4. 5 often; 5. 5 almost always
         Higher scores thus represent more widespread usage.
Testing
Testing
        Information Gathering
      Information Gathering
• Common methods for gathering information
  include application forms and résumés,
  biographical data, and reference checking.

  Application Forms and Résumés:

  – Generally ask for information such as address and
    phone number, education, work experience, and
    special training.

  – At the professional-level, similar information is
    generally presented in résumés.
         Information Gathering
Biographical data:
Historical events that have shaped a person’s behavior and
identity.
Reference Checking:
Involves contacting an applicant’s previous employers,
teachers, or friends to learn more about the applicant Issues
with reference checking
Defamation of character:
Which occurs when something untrue and harmful is said
 about someone
 Negligent hiring:
 Occurs when an organization hires someone who harms
 another person and the organization could reasonably have
 determined that the employee was unfit.
                  Interviews
                Interviewing

 The interview is the most frequently used selection
  method.
 Interviewing occurs when applicants respond to
  questions posed by a manager or some other
  organizational representative (interviewer).
 Typical areas in which questions are posed include
  education, experience, knowledge of job procedures,
  mental ability, personality, communication ability,
  social skills.
          Types of Interviews
         Types of Interviews
Structured Interviews
Uses a list of predetermined questions. All applicants are
asked the same set questions. There are two types of
structured interviews.
Situational interview
In which the interviewer asks questions about what the
applicant would do in a hypothetical situation
Behavioral interview
In which the questions focus on the applicant’s behavior in
past situations.
Figure 6.4 Creating Structured
     Interview Questions
          Types of Interviews

• Unstructured Interviews-open ended
  questions are used such as “Tell me
  about yourself”.

• This allows the interviewer to probe and
  pose different sets of questions to
  different applicants.
Interviews
                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

								
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