Recruitment & Selection

1. Recruitment & Selection

2. BUSINESS OBJECTIVES HR PLANNING Job Analysis Job Description Job Specification RECRUITMENT

3. Recruitment • The process of generating a pool of qualified candidates for a particular job Or • The process of discovering potential candidates

4. Recruitment Goals • Attract the qualified applicants • Encourage Unqualified applicants to self-select themselves out

5. Recruitment is a Two way street Organization is looking for a qualified applicants Recruitment Applicants are looking for the potential emplacement opportunities

6. Strategic Recruiting Decisions Budgeting StrategicRecruiting Regular vs. Flexible Staffing RecruitingSource Choices:Internal vs. External Organizational-Based vs. Outsourcing

7. Sources of Recruitment

8. Re-recruiting former Employees & Applicants Organizational Data base Employee Referrals Internal Recruiting Sources Job Posting Employee focused Promotions and Transfers Internal Sources

9. Internal Sources

10. External Recruiting Placement Agencies Schools colleges & universities Media Sourcesand Job Fairs External Recruiting Sources Professional organizations Unsolicited Applications Employee Leasing

11. External Recruiting

12. Internet Recruiting Methods Job Boards Internet RecruitingMethods Employer Web Sites

13. Internet Recruiting Methods

14. 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.

15. Constraints on Recruitment • Image of the company • Attractiveness of Job • Internal Organizational Policy • Recruitment Cost

16. BUSINESS OBJECTIVES HR PLANNING Job Analysis Job Specification RECRUITMENT Job Description SELECTION

17. 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.

18. Basic Selection Criteria • Education • Competencies • Experiences • Knowledge, Skills, Abilities • Personality, Interest, performance • Other characteristic essentials to job performance

19. Initial screening Fail to meet minimum qualification Passed Completed application Failed to complete job application or failed job specification Passed Employment test Failed Test Passed Passed Conditional job offer Comprehensive interview Failed to impress interviewer and / meet job expectations Background Examination if required Problem encountered Passed Reject Applicant Medical/physical examination if required (conditional job offer Unfit to do essential elements of job Able to perform essential elements of job Permanent job offer The Selection Process

20. 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

21. Common Interviewing Mistakes • Stereotyping • Halo Effect and Horn Effect • Contrast Effect • Pressure to hire • Non-Verbal Expressions