Recruitment AND Selection Chapter No. 3
Recruitment AND Selection Chapter No. 3
Recruitment AND Selection Chapter No. 3
MANAGEMENT
RECRUITMENT
AND
SELECTION
CHAPTER NO. 3
AFTER STUDYING THIS CHAPTER YOU SHOULD BE ABLE TO:
BUSINESS OBJECTIVES
HR PLANNING
JOB ANALYSIS
RECRUITMENT
RECRUITMENT
OR
SOURCES OF
RECRUITMENT
INTERNAL EXTERNAL
SOURCES SOURCES
SOURCES OF RECRUITMENT
Promotions and
Transfers
INTERNAL Employee
SOURCES Referrals
Re-recruiting former
Employees & Applicants
Internal Recruiting
Data base
SOURCES OF RECRUITMENT Cont . . .
INTERNAL SOURCES
ADVANTAGES DISADVANTAGES
Labor
Unions
EXTERNAL
SOURCES
Media Sources
Employment Agencies
SOURCES OF RECRUITMENT Cont . . .
EXTERNAL SOURCES
ADVANTAGES DISADVANTAGES
New “blood” brings new May not select someone who will
perspectives “fit” the job or organization
Cheaper and faster than training May cause morale problems for
Professionals internal
No group of political supporters in Candidates not selected
company Longer “adjustment” or orientation
Organization already time
May bring new industry insights
INTERNET RECRUITING METHODS
INTERNET RECRUITING
METHODS
1. Job Boards
2. Employer Web
Sites
INTERNET RECRUITING
METHODS Cont . . .
ADVANTAGES DISADVANTAGES
Cost savings More unqualified applicants
Time savings Additional work for HR staff
Expanded pool of applicants members
Many applicants are not
seriously seeking employment
Access limited or unavailable to
some applicants
RECRUITING EVALUATION
Quantity of Quality of
Applicants Applicants
Evaluating Recruiting
Yield Ratio
Costs and Benefits
In a cost/benefit analysis to evaluate
recruiting efforts, costs may include
A comparison of the number of
both direct costs (advertising, recruiters’
applicants at one stage of the salaries, travel, agency fees, telephone)
recruiting process to the number at and the indirect costs (involvement of
the next stage. operating managers, public relations,
image).
RECRUITING EVALUATION Cont . . .
300 Applicants
Initial Contacts/Final Interview
(Yield ratio = 3:1)
50 Offers
Offers/Hires
(Yield ratio = 2:1)
25 Hires
CONSTRAINTS ON RECRUITMENT
Image of the
Company
Attractiveness of
Job
Internal
Organizational Policy
Recruitment Cost
BUSINESS OBJECTIVES
HR PLANNING
JOB ANALYSIS
RECRUITMENT
SELECTION
SELECTION
1
• The Process of making a “Hire” or “No Hire”
decision regarding each applicant for a job.
Or
2
• Selection is the process of choosing qualified
individuals who are available to fill the
positions in organization.
SELECTION PROCESS
Initial screening
Fail to meet minimum
qualification Passed
Completed application
Failed to complete job
application or failed job Passed
specification
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
1. Testing
2. Gathering Information
3. Interviewing
SELECTION METHODS Cont . . .
1. TESTING
Tests measure knowledge, skill,
and ability, as well as other
characteristics, such as personality
traits.
TESTING TYPES
Work
Cognitive Personality Physical Integrity
Ability Test Ability Test
Drug Test Sample
Test Test Testing
SELECTION METHODS Cont . . .
2. INFORMATION GATHERING:
Common methods for gathering information include
application forms and résumés, biographical data, and
reference checking.
SELECTION METHODS Cont . . .
3. INTERVIEWS:
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.
SELECTION METHODS Cont . . .
Situational
Interview
1. Structured
Interviews Behavioral
Interview
Types of
Interviews
2. Unstructured
Interviews
SELECTION METHODS Cont . . .
INTERVIEW EVALUATION
FORM
Kohinoor Mills Ltd.
Wateen Telecom
Fauz
SELECTION METHODS Cont . . .
KOHINOOR
MILLS LTD.
SELECTION METHODS Cont . . .
WATEEN
TELECOM
SELECTION METHODS Cont . . .
FAUZ
SELECTION METHODS Cont . . .
COMMON INTERVIEWING
MISTAKES