DEBRE MARKOS UNIVERSITY

INISTITUTE OF TECHNOLOGY

DEPARTMENT OF CONSTRUCTION TECHNOLOGY &

MANAGEMENT

CONSTRUCTION HUMAN RESOURCE MANAGEMENT

(COTM 4161)

PROGRAM: BSC IN COTM

TARGET GROUP: - COTM 4TH YEAR STUDENTS

 Chapter five: Recruitment and Selection

Chapter outline
5.1. Recruitment Strategies
5.2. Online and Social Media Recruitment Tools
5.3. Processes for Selecting the Best Candidate
 Introduction
 Recruitment and Selection are closely connected
functions of an organization.
 Both the activities aim at obtaining suitably qualified
employees.
 Recruitment is referred to all activities directed towards
locating potential employees.
 The process of recruitment starts after job analysis,
through which an organization decides what kind of
skills, knowledge and abilities are needed for the
position, the type of employee sought must be carefully
considered
 Recruitment
• Recruitment is the process of generating a pool of
qualified candidates for a particular position.
• Recruitment is the process of searching for
prospective employees and stimulating and
encouraging them to apply for jobs in an organization.
• Therefore, recruitment is the process of attracting
individuals just in time, in sufficient number and with
appropriate qualifications, and encouraging them to
apply for the jobs
 5.1 Recruitment Strategies

•Recruitment strategies to attract top talent of

employee
 Create a candidate person for hard to fill roles.
 Ensure a seamless candidate experience.
 Develop a successful employee referral program.
 Work on reducing bias.
 Understand what talent wants to the position
 Factors governing recruitment

 Like most of the human resource functions,

recruitment is affected by both the internal and
external factors.
 These factors could facilitate or limit the recruitment
processing attracting large number of qualified job
candidates
 Internal Factors affecting recruitment
• Working conditions of the organization
• Promotional Opportunities
• Company pay package (Salary level, and type
and extent of benefits)
• Company product
• Role of trade unions
• Cost of recruitment
• Company size
• Companies growth rate
• Organizational culture
 Cont.
• Career planning and growth
• Geographical spread of the company operation
• Image of the organization (Company name and fame)
• Ability and skill of the management to stimulate the
candidates
• Quality of the recruitment process.
• Other Personnel policies and practices
 External Factors affecting recruitment
• Personnel policies and practices of other organizations
regarding working conditions, salary scale, benefits,
promotional opportunities, employee relations etc.
• Information system like, employment exchange, Tele-
recruitment (internet)
• Career opportunities in other organization.

• Government regulations

• Labor market conditions

 Cont.
• Supply and demand factors
• Scio-economic factors
• Organizational policy regarding filling up certain percentage of
vacancies by internal candidates
• Local candidates (sons of soil)
• Influence of trade unions
• Government regulation regarding reservations of certain number
of vacancies to candidates based on community, religion, caste,
sex and
• Influence of recommendations, nepotism etc
 Sources and Methods of Recruitment

There are two general sources of recruitment:

• Internal, when the business looks to fill the vacancy
from with its existing work force, and
• External, when the business looks to fill the vacancy
from any suitable applicant outside the business
 Internal Sources of recruitment

• Internal recruitment seeks applicants for positions currently

employed workers of an organization
• Vacant positions in organizations could be filled by those existing
employees through transfers and promotions
• Promotion is moving an employee from a lower position or job
status to a higher position or job status. This is done when
individuals have the potential and capacity to carryout the
requirement of the higher position and job status.
• Transfer is moving one person from the existing position to
another position with equal status
 Cont.

• Recruiting Former Employees :- Former employees are also an internal

source of applicants. Some retired employees are willing to work on a
part-time basis or may recommend someone who would be interested in
working for the company.
• An advantage with this source is that the performance of these people is
already known.
• Employee Referrals :-Employees can develop good prospects for their
families and friends by acquainting them with the advantages of a job with
the company, furnishing cards of introduction, and even encouraging them
to apply.
 Previous Applicants;- Although not truly an internal source, those who
have previously applied for jobs can be contracted by mail, a quick and
 Advantages of internal recruitment
• It is a relatively cheap way of recruiting (vacancies can be
advertised at little cost and it can also save time).
• Organizations typically have a better knowledge of internal
applicants’ skills, knowledge and abilities.
• Inside job candidates have better knowledge of the
organization’s policies, procedures and other special
characteristics and its operation. Thus, they require less
orientation and training than external candidates.
• Recruiting from within can have a significant positive effect
on employee motivation and morale when it creates
promotion opportunities.
• It enhances employee commitment and job satisfaction
 Disadvantages of internal recruitment

• Internal recruiting simply promulgates the old ways of doing

things; that creative problem solving may be hindered by lack
of new blood or a sort of “managerial inbreeding”
• Infighting for promotions can become overly intense and have
a negative effect on the morale and performance of
employees who are not promoted.
• An organization can suffer if it uses inferior internal sources
just for the reason of boosting the morale of current
employees (promotion based on seniority)
 External sources recruitment
• External sources lie outside the organization.
• External recruiting is attracting applicants from
various outside organizations.
• It is needed in organizations that are growing rapidly
or have a large demand for technical, skilled, or
managerial employees.
• External sources provide large pool of candidates
 Employers require external sources:

• To fill entry-level jobs (jobs for the beginners)

• To acquire skills not possessed by current employees
• To obtain employees with different background, to
provide new ideas
 Sources of external recruitment
• Schools, colleges and Universities
• The unemployed
• Competitors and other organizations
• Private and public employment agencies
• Professional Associations
 Advantage of external recruitment

• Large number of applicants (a pool of talent is much

larger than the internal sources).
• Can bring new ideas (insights and perspectives) to
organization
• Expand external relation of an organization
• Avoid internal promotion politics
 Disadvantage of external recruitment
• Attracting, contacting and evaluating potential
employees can be more difficult and can be very costly.
• Employees hired from the outside need a longer
adjustment or orientation period. As a result, it might
take a significant time before they can perform with
their full potential.
• It can be one reason for the reduction of morale of
internal employees who feel qualified to do the job.
 Recruitment Methods

• Internal Methods
• External Method
 Internal Recruitment Methods
• Job posting and bidding is an internal method of recruitment
in which notices of vacant positions are posted in central
locations throughout the organization and existing
employees are given a specified length of time to apply for
the available positions.
• Job posting is a process where announcements of positions
are made available to all current employees through
organization newsletters, bulletin boards, and so on.
• Example: promotions and transfers
 External Recruitment Methods
 There are different External Recruitment Methods
 Job Advertisement: Advertisement is widely accepted
and frequently used method of recruitment, through it
mostly provides one way communication.
 It provides the candidates in different sources, the
information about the job and company and company and
stimulates them to apply for jobs.
 External Recruitment Methods
 College Recruiting: It involves recruitment from
educational institutions that offer opportunities to recruit
recent graduates.
 Employment Agencies: employment agencies are used by
many organizations for identifying potential workers. There
could be public or private employment agencies. Those
agencies have information on job seekers in terms of
qualifications, skills, interests, etc and can be good sources
of employment by organizations.
 External Recruitment Methods
 Employee referrals: Some organizations with a good record of
industrial relations encourage their employees to bring suitable
candidate for various openings in the organization.
 Walk-ins /Write-ins or Unsolicited application: The most
common and least expensive approach for job candidates is
direct applications where job seekers submit unsolicited
application by letter (e.g., a resume), telephone, or simply show
up in person seeking employment.
• Candidates apply casually for jobs through mail or hand-over the
Applications in Personnel Department.
 External Recruitment Methods
 Internet (websites): Recent trends indicate that, integrating
the internet and the HRM information system is becoming a
popular recruitment method. Internet recruitment is becoming
an increasingly popular means of staff recruitment
 Apprenticeship/Internship: An apprenticeship is a special
form of recruiting in which a student is placed in a temporary
job. In this arrangement, there is no obligation by the
company to hire the student permanently or by the student to
accept a permanent position with the firm following
graduation
 5.2 Online and Social Media Recruitment Tools
 Social media recruiting is the process of using social media
platforms, like LinkedIn, Twitter, Facebook, and Instagram, to
share job postings, network with professionals, and research
potential job candidates.
 By adding social media to your recruitment strategy, you
can attract active and passive candidates, target your specific
and ideal talent pool, boost your employer brand and company
culture, and save on recruiting costs.
 5.3 Selection

 Selection is a later stage of the recruitment process which

involves choosing competent and qualified applicants for
the job.
 The purpose of selection is to identify and employ the
best-qualified individuals who can successfully perform
the job.
 Selection is the process of choosing from a pool of
applicants those individuals best suited for a particular
position of an organization.
 Therefore, the objective of selection is to choose the
individual who can successfully perform the job from the
pool of qualified candidates.
 5.3 Process for Selection best candidate

Preliminary Selection/
Employment
Selection Testing

Diagnostic/
Comprehensive
Interview

Reference and Physical

Background
Checking Examination
 1. Preliminary Selection

 Application form: Completing an application form is

normally the first step in most selection processes.
• The application provides basic employment information for
use in later steps of the selection process and can be used to
screen out unqualified applicant
 Preliminary Interview: A preliminary interview is usually
conducted after the application form has been completed.
• It is a brief, exploratory, interview that is normally
conducted by human resource department
 2. Employment Testing

 This step helps to gather further and detailed information

about applicants and thus be able to assess their
suitability to the job.
 Employment tests can be divided into two main types:

 Testing Ability: those designed to measure applicants’

ability
 Testing Psychological Disposition: those that set out to
assess their psychological disposition
 3. Diagnostic /Comprehensive Interview

 An interview is a procedure designed to solicit

information from a person’s oral responses to oral
inquiries
 A selection interview is a selection procedure designed to
predict future job performance on the basis of applicants’
oral responses to oral inquiries
 Diagnostic/comprehensive interview is the most widely
used selection procedure for organizations
 The purpose of this interview is to supplement
information obtained in other selection procedures
Top Qualities Employers Seek in Job
Candidates
Interviewing Tips
4. Reference checking/ background investigation
 It involves contacting individuals who are listed as
references to the applicant.
 Many employers request names, addresses, telephone
numbers or references for the purpose of verifying
information and perhaps, gaining additional background
information on an applicant.
 Personal reference checks may provide additional
information about the applicant and allow verification.
 An effective and comprehensive background
investigation relates to the previous employment,
education, personal references, criminal history, credit
history, etc
 5. Physical Examination

 Physical evaluation is normally required only for the applicant

who is offered the job, and the job offer is contingent on the
applicant passing the physical examination.
 The exam is given to determine whether the applicant is
physically capable of performing the job and also to determine
his/her eligibility for group life, health, and disability insurance
 6. Final Selection Decision
 The final step in the selection process is choosing the individual for
the job.
 If the above steps of the selection process are successfully
accomplished, the best suitable individual to the job can be chosen.
 PLACEMENT: Having made the decision on who to appoint and an
offer (verbal or written) to the successful candidate, it is then
incumbent upon employ to undertake a further set of related
activities.
 Once the offer is accepted by the successful applicant, it becomes a
legally binding agreement
 Summary
Based on job analysis and design, an organization can determine the kinds of employees it
needs. With this knowledge, it carries out the function of recruiting and hiring employees.

Recruitment Selection
The process through which The process by which the
the organization seeks organization attempts to
applicants for potential identify applicants with the
employment. necessary knowledge,
skills, abilities, and other
characteristics that will
help the organization
achieve its goals.
Thank you