recruitment

• Recruitment?


  It's the process used by businesses to identify vacancies in the business and attract suitable candidates for it.
• The recruitment procedure?


  The Human Resource Manager(HRM) should prepare a job analysis in order to identify recruitment needs.

  HRM should indicate the job specification to attract suitable candidates.

  Choose the method of recruitment to reach the suitable candidates.

  The advertisement should be prepared with relevant information.

  Place the advertisement in the selected media that will ensure that the best candidates apply.
• Job analysis?


  The human resource manager evaluates the job, that includes the drafting of the job specification/job description in order to identify recruitment needs.
• Job description?


  Describes duties/responsibilities of a specific job.
• Job specification?


  Written description of specific qualification / skills / experience needed for the job
• Methods of recruitment?


  External recruitment and Internal recruitment.
• External recruitment advantages?


  New candidates bring new talents into the business.

  A business has a larger pool of candidates to choose from.

  There is a better chance of getting a suitable candidate with the required qualifications who do not need much training which reduces costs.

  Minimises conflict among employers who may have applied for the post.
• External recruitment disadvantages?


  External sources of a business can be expensive.

  Information on CV's may not be reliable.

  New candidates generally take longer to adjust to a new work environment.

  The selection process may not be effective and an incompetent candidate my be chosen.
• Internal recruitment advantages?


  Cheaper to fill the post. Provides opportunities for career paths within the business. Placement is easy, as management knows the employees' skills. The employee already has an understanding of how the business operates.
• Internal recruitment disadvantages?


  The number of applicants is limited to current staff only. Current employees may not bring new ideas to the business. Employees who do not really have the required skills for the new job may be promoted. Promoting a current employee may cause resentment amongst other employees. Staff that is not promoted may feel demotivated which may hamper productivity.
• Sources of external recruitment?

  Recruitment agencies, Printed media, Electronic media, Social media, Networking, Word-of-mouth, Walk-ins.
• Sources of internal recruitment?

  Internal e-mails, Word of mouth, Office notice boards, Recommendation by current staff, Business newsletters.
• Selection procedure / steps? (FIRST 6 STEPS)

  1. Determine fair assessment criteria on which selection will be based.
  2. Receive CV and other personal documents.
  3. Sort the received documents according to the selection criteria,
  4. Determine which applicants meet the minimum job requirements and separate these from the rest.
  5. Check information in the CV's and contact references.
  6. Preliminary interviews are conducted if many suitable applications were received.
• Selection procedure / steps (LAST 6 STEPS)

  1. Reference checks should be made to verify the contents of CV's.
  2. Compile a shortlist of potential candidates identified.
  3. Invite and conduct interviews with shortlisted candidates.
  4. Test candidates who have applied for the senior positions.
  5. A written offer is made to the selected candidate.
  6. Inform unsuccessful applicants about the outcome of the application.
• Screening definition?


  Check application documents against the requirements of the job.
• Purpose of an interview?

  To determine the candidates suitability for the job.

  Matches information provided by the applicant to the job requirements.

  Obtains more information from the candidate.
• Role of the interviewer while PREPARING for an interview?

  • the interviewer should develop a core set of questions based on the skills required.
  • Check the CV of every candidate for anything that may need to be explained.
  • Book and prepare the venue for the interview.
  • Inform all shortlisted candidates about the date and place of the interview.
• Role of the interviewer DURING and interview?

  • Allocate the same amount of time to each candidate.
  • Make the interviewee feel at ease.
  • Explain the purpose of the interview to the panel and the candidate.
  • Provide an opportunity for the candidate to ask questions.
  • Close the interview by thanking the candidate for attending the interview.
• Role of the Interviewee?

  • Greet the interviewer with a solid handshake and a friendly smile.
  • Listen carefully to the questions before responding.
  • Make eye contact and have good posture.
  • Ask clarity seeking questions>
  • Show confidence and have a positive attitude.