INTRO

• Recruitment and selection refer to the process of attracting and choosing candidates for employment
• Recruitment and selection


  Form a core part of the central activities underlying human resource management: namely, the acquisition, development, and rewards of workers
• Recognizing the Power of Perception in Recruitment and Selection
• Selective Perception


  When recruiters select particular objects or aspects of people for attention. They attribute positive (Halo Effect) and negative characteristics (Horn Effect)
• Self-Centered Bias


  When recruiters evaluate a candidate by referencing themselves. This is irrelevant to the post in question and runs risk of a clone effect in changing business environment
• Early Information Bias


  Hearing apocryphal (fictitious, inaccurate, mythical, unsubstantiated, untrue) stories of interview panels making very early decisions on candidate's suitability and spending the remaining time confirming the decision
• Stereotyping


  It attributes individual's characteristics to those of the group they belong to
• Attracting Candidates


  It is primarily a matter of identifying, evaluating and using the most appropriate sources for getting applicants
• If there are difficulties in getting applicants, must conduct an Organizational Analysis, knowing the strengths and weaknesses that includes reputation, pay, employee benefits and working conditions, attractiveness of the job, location, security of employment, career prospect etc.
• Good Selection Practice


  • Detailed job descriptions and job specifications prepared in advance and endorsed by personnel and line management
  • Trained Selectors
  • Determine tools to be used for selection
  • Check competency of Recruitment specialist
  • Involve line managers at all stages
  • Validate procedures
  • Help the appointed candidate to succeed by training and development management
• The Importance of Recruitment and Selection for HR Professional

  • Determine the present and future requirements for manpower planning and job analysis activities
  • Increase success rate of selection process by eliminating under-qualified and over-qualified applicants
  • To reduce recruitment cost that may arise as a result of poor selection
  • Increase organizational effectiveness by employing qualified and competent hands that can meet the requirement of the organization
  • Identify and prepare potential job applicants
  • Evaluate effectiveness of different recruitment techniques
• Recruitment Goals


  • Attract the qualified applicants who possess necessary knowledge and skills that will fill the positions needed in organization
  • Encourage unqualified applicants to self-select themselves out this will help the company save time and resources
• Recruitment Process (Organizations)


  1. Vacancy or New Position

  2. Generate candidate pool through Internal or External Recruitment Methods

  3. Evaluate candidates via Selection Process

  4. Make Offer

  5. Impress Candidates
• Recruitment Process (Applicants)


  1. Receive Education and choose Education

  2. Search for Job openings

  3. Acquire Employment and Experience

  4. Apply for Job

  5. Impress Company during Selection Process

  6. Evaluate jobs and companies

  7. Accept or Reject Job Offer
• Different Career Paths Toward and Professional Associations Involved in Recruitment and Selection Practices

  • Recruitment Assistant
  • Recruitment Specialist
  • Recruitment Supervisor
  • Recruitment Manager
• Key Responsibilities of Recruitment Manager

  • Designs, develops and maintain the recruitment process in the organization
  • Designs the selection matrix for choosing the optimum recruitment channel and recruitment source
  • Explores the market best practice in the recruitment and staffing and implement appropriate best practice in the organization
  • Builds a quality relationship with the internal customers and external recruitment agencies
  • Monitors and constantly reduces the costs of the recruitment process
  • Sets the social media communication strategy for different job profiles and functions in the organization
  • Conducts job interviews for the managerial job positions
  • Monitors the labor legislation and implement required changes to keep the process compliant
  • Acts as a single point of contract for managers regarding recruitment topics
  • Designs training recruitment for HR Recruiters and line managers
• Strategic Recruitment Strategy - Flexible Staffing

  • Regular Employment
  • Full-Time
  • Part Time
  • Contractual
  • Independent Contractors
  • Temporary workers
  • Seasonal Employee
• Ethical Considerations When Hiring New Employees: Employ people who will fit in with their organization's culture, Avoid Discrimination
• Sources of Recruitment


  • Internal Recruitment
  • External Recruitment
• Sources of Applicants


  • Employee Referral
  • Word of Mouth
  • Advertising
  • Government Job Services
  • College or University Placement Offices
  • Posting Job Announcements on Bulletin Boards
  • Executive Search Firms
  • The Internet
  • Recommendations from Current Employees
  • Job Fairs