L5 - Recruitment & Selection

• Recruitment


  Practices or activity carried out by the organisation with the primary purpose of identifying and attracting potential employees
• Selection


  The process by which organisations decides who will and will not be allowed into an organisation
• Strategic Recruitment & Selection

  • Strategic Business Objectives
  • Human Resource Planning
  • Job Analysis
  • Job Description
  • Job Specification
• Employees (Talents) are the most important assets of an organisation
• Human Capital represents a critical resources because of its capacity to exploit other resources for strategic advantages
• People (Talents) are the Source of Competitive Advantages
• Resource Based View


  Resource Capability-Valuable, Rare, Inimitable, Non-Substitutable and Effectively Organised
• Recruitment and Selection are the central HR function
• Recruitment


  Searching and Attracting Potential candidates
• Selection


  Choosing the most suitable candidates using various selection techniques/measures such as interview, IQ Test and Reference Check, medical check etc.
• Recruitment and selection are important for any organization because they affect the quality and performance of the workforce
• A good recruitment and selection process can help an organization to: Achieve its strategic goals and objectives by hiring people who have the right competencies and motivation, Reduce turnover and increase retention by hiring people who are satisfied and committed to their jobs, Enhance its reputation and brand image by hiring people who share its values and vision, Save time and money by hiring people who are productive and efficient
• Person - Job Fit

  Matching job demands to the different attributes of a person
• Person – Organisation Fit

  Recruit and Select based on organisation Strategy, Culture and Structure Fit. Matching employees behaviour to the culture, structure and strategy of an organisation
• Job Design / Job Description

  • Scientific Management (Frederick Taylor)
  • Human Relations Theory (Elton Mayo)
  • Theory X and Theory Y (Douglas McGregor)
• Job descriptions = Now no longer needed. / Employee are now employed based on capabilities
• Job Design: Design Job that are interesting / rewarding / flexible/ empowering ,safe, fair work etc.
• Studies confirm that Job design is one of the leading causes of work stress
• Work from Home ( WFH) / 4 Day Work
• Manage employee based on output rather than how they work or where they work
• Trust Employees / Give Autonomy / Feedback / Health and Safety, Psychological Safety, Meaning in the Work
• Matching Employee to the Employer
• Internal Source of Recruitment

  • Present Permanent Employees
  • Present Temporary / Casual or Part-time
  • Retrenched / Retired Employees
  • Dependents of Present / Deceased / Disabled Employees
• External Source of Recruitment

  • Campus Recruitment
  • Private Employment Agencies / Consultants
  • Public Employment Agencies
  • Professional Associations
  • Data Banks
  • Casual Applicants
  • Similar Organisation
  • Trade Unions
  • Walk-in
  • Employee Referrals
  • Consult-in
  • Head Hunt
  • Executive leasing and Contracting
  • Mergers and Acquisition
  • E-Recruitment (LinkedIn, PNG Job Seek-Head Hunters)
• Advantages of Internal Recruitment

  • May aid morale of employees
  • Easier to assess applicants ability
  • Good performance is rewarded
  • A succession for promotion is developed
  • Necessary only to hire at base level
  • Avoids 'leak plugging' strategy
  • Less costs involved in attracting a pool of applicants
• Disadvantages of Internal Recruitment

  • Danger of inbreeding
  • Discontent among those not promoted
  • Political infighting for promotion
  • Effective appraisal program required
  • Criticism from those outside the organisation who can not get in
  • Old culture maintained
  • Cloning by those doing the selection
• Advantages of External Recruitment

  • New ideas bought into the organisation
  • No claims of favouritism from inside leading to resentment
  • Forces insiders to compete – keeps skills and education up to date
  • More compatible with the concepts of EEO / Affirmative Action Strategies
  • Can be very effective in changing corporate culture quickly
  • Can provide a more diverse workforce
• Disadvantages of External Recruitment

  • Outsider may not fit in to organisational culture
  • Morale of those passed over declines
  • More training and development required of new recruits
  • A longer orientation period necessary
  • Can be a very expensive exercise
  • Evaluation of past work history more difficult
• Internal Recruitment Techniques


  • Information Technology (Email, Websites, Facebook)
  • Job Posting on notice boards
  • Promotions
  • Employee Referrals
• External Recruitment Techniques


  • Advertising (Newspapers, Professional Journals)
  • Recruitment Agencies (Private Consultant, Executive Search Firms)
  • Educational Institutions (Universities, Colleges)
  • Employee Referrals
  • Unsolicited Application Forms
  • Professional Organisations
  • Executive Leasing and Contracting
  • Online recruitment (social media)
• Types of Employee (Permanent, Contract and Part-Time Employee)
• Recruitment Policy


  HR Policies and procedures are the foundation of establishing credible workforce management. Where there are clear and consistent policies and procedure, employees and managers understand what is expected of them and act within those parameters.
• Policy


  A formal statement of a principle or rule that employee of an organisation must follow. Each policy addresses an issue important to an organisation's goals or operations.
• Procedure


  Tells an employee how to carry out or implement a policy, giving step by step instructions for carrying out the policy procedures can take the form of a guideline, process maps and information sheets (where documents provides procedural advise)
• Selection: What to Assess?

  • Ability, Personality, Motivation
• Many managers make selection decision based on intuitions which is bad for organisation as this may have may negative impact on organisations
• Making selection based on science is better as it may allow organisation to recruit and select a best talent. Use tools / techniques which are proven by science such as interview or IQ test to better select a talent. Selecting the right talent has strategic impact on or
• Procedure


  Tells an employee how to carry out or implement a policy, giving step by step instructions for carrying out the policy
• Procedure


  Can take the form of a guideline, process maps and information sheets (where documents provides procedural advise)
• What to Assess in Selection

  • More talented individuals are endowed with these three qualities