MODULE 4: RECRUITMENT AND SELECTION

• RECRUITING

  • It is the process of discovering potential candidates for actual or anticipated organizational vacancies.
  • From another perspective, it is a linking activity bringing together those with jobs to fill and those seeking jobs.
  • It is the process of attracting right number of peoples, right kinds of peoples at the right place at the right time.
• Factors affecting Recruiting:

  • Organizational efforts and organizational size
  • Employment conditions in the area
  • Working conditions, salary and benefits offered
  • Organizational growth and decline
• Constraint on Recruiting Efforts:

  • Organizational image
  • Job attractiveness
  • Internal organization policies
  • Government influence
  • Recruiting costs
• Internal Search

  • Organizations that promote from within identify current employees for job openings.
  • These can occur by having individuals bid for jobs, using their HR management system, and utilizing employee referrals.
• Advantages of Promoting from WITHIN the organization:

  • Good public relations
  • Morale building
  • Knowledge of existing employee performance
  • Cost-savings
  • Candidates are well-known about the organization
  • Candidates have a stronger commitment to the company
  • Opportunity to develop mid- and top-level managers
• Disadvantages of Promoting from WITHING the organization:

  • Possible inferiority of internal candidates
  • Infighting and morale problems
  • Time wasted interviewing inside candidates who will not be considered
• Internal Recruitment Options:

  1. Promotion/Lateral Transfer
  2. Advertise Internally
• Promotion/Lateral Transfer => when candidate is identified.
• Advertise Internally => when organization believe in availability of persons within the organization and discover hidden talent that may have been overlooked.
• External Searches:

  • Advertisements
  • Employment Agencies
  • Schools, colleges, and universities
  • Job fairs
  • Professional organizations
  • Unsolicited applicants
• Advertisements:

  • When an organization wishes to communicate to the public that it has a vacancy.
  • Must decide type and location of ad, depending on job; decide whether to focus on job (job description) or on applicant (job specification).
  • The most common techniques that are used as ad like newspapers, trade and professional journals, internet job sites, radio & television, and marketing programs.
• Factors influence the response rate to advertisement:

  1. Identification of the organization
  2. Labor market conditions
  3. The degree to which specific requirements are listed
• Types of Employment Agencies:

  • Public or state employment
  • Private employment agencies
  • Management consulting firms
  • Executive search firms
• Public or state employment => services focus on helping unemployed individuals with lower skill levels to find jobs.
• Private employment agencies => provide more comprehensive services and are perceived to offer positions and applicants of a higher caliber.
• Management consulting firms => research candidates for mid- and upper-level executive placement.
• McKinsey is the leading consulting firm in the Philippines, serving leading companies and public sector organizations.
• Executive search firms => screen potential mid/top-level candidates while keeping prospective employers anonymous.
• Reasons for using a private employment agency:

  • When a firm doesn’t have an HR department and is not geared to doing recruiting and screening.
  • The firm has found it difficult in the past to generate a pool of qualified applicants.
  • There is a perceived need to attract a greater number of minority or female applicants.
  • The firm wants to cut down on the time it’s devoting to recruiting.
• Schools, colleges, and universities:

  • Educational institutions at all levels offer opportunities for recruiting recent graduates.
  • Most educational institutions operate placement services where prospective employers can review credentials and interview graduates.
  • May provide entry-level or experienced workers through their placement services.
  • May also help companies establish cooperative education assignments and internships.
• Job fairs attended by company recruiters seeking resumes and info from qualified candidates.
• Professional organizations:

  • The professional organizations include such varied occupations as industrial engineering, psychology, accounting, legal, and academics.
  • These organizations publish rosters of job vacancies and distribute these lists to members.
  • Labor unions are also in this category.
• Unsolicited applicants:

  • May provide a stockpile of prospective applicants if there are no current openings.
  • Direct applicants who seek employment with orwithout encouragement from other sources.
  • Courteous treatment of any applicant is a goodbusiness practice.
• Advantages of Promoting from OUTSIDE the organization:

  • Import new ideas.
  • Reduce employee training and development, particularly, if they have been trained elsewhere.
  • Hiring outsiders can indicate a change of business outlook.
  • Internal person may not be available.
• Disadvantages of Promoting from OUTSIDE the organization:

  • It takes lots of time and energy
  • It is costly
  • It may not build the morale
  • It can not encourages good individuals who are ambitious
  • Candidates have weak commitment to the company
  • No opportunity to develop mid- and top-level managers
• Online Sources:

  • Most companies use the Internet to recruit employees.
  • Job seekers use online resumes and create Web pages about their qualifications.
• Advantages of Online Sources:

  • Cost-effective way to publicize job openings
  • More applicants attracted over a longer period
  • Immediate applicant responses
  • Online prescreening of applicants
  • Links to other job search sites
  • Automation of applicant tracking and evaluation
• Recruiting Alternatives:

  • Temporary help services
  • Employee leasing
  • Independent contractors
  • Head Hunting
• Temporary help services:

  • Temporary employees help organizations meet short-term fluctuations in HRM needs.
  • Older workers can also provide high-quality help.
• Employee leasing:

  • Trained workers are employed by a leasing company,which provides them to employers when needed for a flat fee.
  • Typically remain with an organization for longer periods of time.
• Independent contractors:

  • Do specific work either on or off the company’s premises
  • Costs of regular employees (i.e. taxes and benefits costs).
• Head Hunting:

  • It is one way of searching highly qualified seniormanagers through informal interview process.
  • The method is useful to bring potential personswho are well placed in different organizationswho normally do not apply in response toformal advertisements.
• Home-Country Nationals: when searching for someone with extensive company experience to launch a product in a country where it has never sold before.
• Host-Country Nationals: when a foreign subsidiary is being established and HQ wants to retain control yet hire someone with local market knowledge.
• Job Searching takes training, commitment, endurance, and support. Start searching well before you plan to start work.
• SELECTION

  • It is a part of the recruitment process of filling vacant job positions.
  • It is the process of shortlisting or choosing suitable candidates from the applications and rejecting others that are not up to the mark.
• The Selection Process:

  1. Initial screening interview
  2. Completing the application
  3. Pre-employment testing
  4. Comprehensive interviews
  5. Conditional job offer
  6. Background investigation
  7. Medical investigation
  8. Job offer
• Initial screening interview:

  • Job description information is shared along with a salary range.
  • Weeding out of applicants who don’t meet general job requirements.
  • Screening interviews help candidates decideif position is suitable.
• Completing the application: gives a job-performance-related synopsis of what applicants have been doing, their skills and accomplishments.
• Legal considerations in completing the application:

  1. Omit items that are not job-related
  2. Includes statement giving employer the right to dismiss an employee for falsifying information
  3. Asks for permission to check work references
  4. Typically includes "employment-at-will" statement