Lesson 1
INTRO TO RECRUITMENT AND
SELECTION
The recruitment and selection process starts with:
1. Organizational Analysis -the process of evaluating the total
organization, its objectives, human resources, effectiveness
and internal environment.
2. Job Analysis – the process of analyzing and listing the task
that are included in the job, all the steps taken to perform the
different task and all the requirements the respective task put
upon the jobholder.
3. Individual Analysis – this involves performance appraisal of
individuals doing the job in order to compare individual
knowledge, skills and competence requirements in relation to
the job objectives and possible potential for development.
Definition of Recruitment & Selection process
The process of searching and obtaining a pool of potential candidates
with the desired knowledge skills and experience to allow an
organization to select the most appropriate people to fill job vacancies
against defined positions descriptions and specifications.
The purpose of recruitment is to find the widest pool of applicants to
provide greater opportunity to select the best people for the required
roles in organizations.
Plays an important role in ensuring workers performance and positive
organizational results.
Important in shaping the effectiveness and future performance of the
organizations.
If the recruiters would be able to acquire workers who already
possess relevant, knowledge, skills and ability this will shorten the
training process and would save time and money.
interpersonal perception and some common potential mistakes.
a. Selective Perception
We furthermore, attribute positive or negative characteristics to the
stimuli: known as the “halo” and horns effect respectively.
b. Self-Centered Bias
A recruiter should avoid evaluating a candidate by reference
herself or himself this may be irrelevant to the post in question.
c. Early Information Bias
Apocryphal stories of interview panels making very early decisions
on candidate’s suitability and spending the remaining time
confirming the decision.
d. Stereotyping
This is a common short cut to understanding and individual’s
attributes which is a difficult and time consuming process, because
we are all unique and complex individual which means one differ
from the other.
Good Selection Practice
Prepare a detailed Job description and Job Specifications
Trained Selectors
Determine tools to be used for selection
Check competency of Recruitment specialist
Involve line managers at all stage.
Validate procedure
Help the appointed candidate to succeed by training and
development management
The importance of Recruitment and Selection for HR
Professionals
1. Determine the presents and future requirements for
manpower planning and job analysis activities.
2. Increase success rate of selection process by eliminating
under- qualified or over- qualified applicants
3. To reduce recruitment cost that may arise as a result of poor
section.
4. Increases organizational effectiveness by employing qualified
and competent hands that can meet the requirement of the
organization.
5. Identify and prepare potential job applicants.
6. Evaluate effectiveness of different recruitment techniques.
Recruitment Goals
Attract the qualified applicants
Encourage unqualified applicants to self- select themselves
out.
Different Career Paths Toward and Professionals Associations
Involved in Recruitment and Selection Practices
1. Recruitment Assistant
In charge of finding the most qualified candidates for job opening, an
entry level of employees and their duties may include administrative
task and also specific recruitment activities.
2. Recruitment Specialist
Responsible for screening, interviewing and placing workers, as well
as keeping up to date on local hiring laws and regulations.
3. Recruitment Supervisor
Supervises the activities of the employment department. Oversees a
company’s recruiting programs, policies, and procedures.
4. Recruitment Manager
Does not interview job applicants. The manager manages and leads
the recruitment process and the overall utilization of HR recruiters.
Key Responsibilities of Recruitment Manager
Designs, develops and maintain the recruitment process in the
organization.
Designs the selection matrix
Explores the market best practices
Build quality relationship with internal customers and external
recruitment agencies
Monitors and constantly reduces the cost of the recruitment
agencies.
Sets the social media communication strategy
Conducts job interviews for the managerial job positions
Monitors the Labor legislation
Manages and develops the team of HR Recruiters
Acts as a single point of contact
Designs training recruitment.
Strategic Recruitment Strategy
Flexible Setting Description
1. Regular Employment Is a continuous, predictable and scheduled
employment of six month or longer
2. Full- time Consist of regular schedule with 40 hours a week
3. Part Time Consist of regular schedule with 40 hours below in
a week
4. Contratual Performs service which employment is based on
contract and usually below six months.
5. Independent Contractors Performs specific service on a contract basis used in
a number of areas.
6. Temporary workers Based on the concept of try it before you buy. Such
firms supply workers on a rate per day per week
basis
7. Seasonal Employee Are hired to work on a part time basis by companies
need extra help during a particular season typically
Christmas season.
Sources of Applicants
1. Employee Referral
2. Word of Mouth
3. Advertising
4. Government Job Services
5. College or University Placement Offices
6. Posting Job Announcements on Bulletin Boards
7. Executive Search Firms
8. The Interest
9. Recommendations from Current Employees
10. Job Fairs
