Recruit and Selection

The recruitment process

Recruitment strategies in a diverse workforce
Labour market information
Recruitment sources
Hiring alternatives
Selection process
Steps in the selection process
Methods of employees selection
 Definitions:
Recruitment is the process of
acquiring applicants who are
available and qualified to fill
positions in the organization.

Selection is the process of choosing

from a group of applicants the
individual best suited for a particular
position.
 The Recruitment Process
Recruitment is the process of finding and attracting
capable applicants for employment. The Process
begins when new recruits are sought and ends when
their applications are submitted. The result is a pool
of application from which new employees are
selected.
The recruitment process begins when you know you
need someone new in the Department, either
because an existing staff member has left, or
because there is new work to be done. It doesn’t
finish until after the appointment has been made.
 Recruitment Strategies in a Diverse
Workforce
• Disadvantaged training programmes – No qualified or graduates available.
Companies and government department are offering training programmes.
• Internships and mentoring programmes – introducing students to the
opportunities available through education by means of internships and mentoring
programmes.
• Career exhibitions – the exhibitions emphasise special incentives designed to
attract older applicants such as bursaries, housing, transport and free education
for children.
• Telerecruiting – potential recruits are atracted through television advertisements.
interested persons telephone the employer and the interview is conducted over
the telephone.
• Diversity data bank – companies establish data banks containing CV data pm
different ethnic groups for jobs ranging from entry level to MBAs and
experienced professionals
 Labour Market Information
An organisation’s recruitment efforts must compare
favourably with it’s competitors. Within the local market a
firm can either compile its own survey of salaries and
positions or use published surveys for semi-skilled and
unskilled jobs, as well as clerical and other positions.
• Labour market source
– The unemployed
– Part-time employees
– Under-employeed individuals
– Pirating
• Operation of the labour market
 Recruitment Sources
• Once Management has determined an organization's staffing
requirements, the recruitment process begins. The first
decision is whether a particular job opening should be filled by
someone already employed (transfer or promotion) or by an
applicant from outside.
• Internal Applicants
– Promotion: A promotion within the organisation often leads to a
vacant position, which can then be filled from within the
organisation. One potential problem associated with internal
promotions is the creation of a glass ceiling. This internal barrier, for
example, women from being promoted beyond middle management
positions.
– Employee Relocation (transfer): Internal promotion within large
organizations often involves the relocation of an employee from one
city to another, for example, from Maseru to Mohale’s Hoek.
 Recruitment Sources
• Eternal Applicants
– One of the advantages of recruiting from the outside is that a greater
number of applicants can be recruited than could normally be recruited
internally. Recruitment of outside applicants for mid-level and higher
positions will eliminate infighting by employees jockeying for
promotions.
– In recent years, organizations have sought applicants from the outside to
minimize the promotion of employees to levels where they are unable to
perform successfully. The concept that every employee will be promoted
beyond their level of competence is called the Peter Principle. Whether
employees are recruited from outside or inside should be determined by
the availability of qualified employees in the organisation, the size of the
organisation and the desire to keep up with contemporary ideas and
methods. Employees should realize that external recruitment does not
mean that no one is qualified to fill the position internally. Rather, it
indicates the need for fresh ideas and new approaches t old problems.
 Internal Recruitment Methods
• Job Posting - One of the most popular methods of filling
position within organizations. Job-posting is an effective,
useful management tool, it can create severe employee
morale problems if not handled properly. Managers
should consider several aspects of the job-posting
process:
– First, the job-posting procedure should be clearly
explained to the employees and should be followed to
the letter each time a position is open.
– Second, job specification should be clear and should
include the years of experience, skills or training
employees must have to apply for a position. Vague or
incomplete job requirements are a major source of
employee dissatisfaction.
 Internal Recruitment Methods
• Job Posting
– Third, procedures should specify the exact period which posted
positions will remain open. E.g., A position may remain open for 14
working days after it is first posted, and application will be taken
until 16:30 hours on the last day.
– Fourth, the application procedure should be clear. E.g., an employee
may apply for a posted position through the HR Department or a
supervisor. If the employee applies directly to the HR Department,
supervisors feel that the chain of command has not been used.
– Finally, the HR department should ensure that applicants receive
adequate feedback once selection has been made. For example,
when nine applicants apply for a posted position and one is
accepted, the other eight employees may feel rejected. Although no
amount of communication will entirely eliminate this feeling, it is
imperative that the rejected employees receive feedback on the
selection process.
 External Recruitment Methods
• Direct Applicants – for most organizations by mail or by
individuals applying in person are the largest source of
applicants. Direct applicants can provide an inexpensive
source of good job applicants to the organisation,
especially for entry-level clerical and blue-collar jobs.
• Employee Referrals – employees can b encouraged to
help their employers locate and hire qualified applicants
by rewards, either monetary or otherwise, or by
recognition for those who assist the recruitment process.
• University/School Campus Recruiting – Pre-screening
programmes are designed to identify top students and to
begin to introduce then to employers. Professors/lecturers
may play a critical role in identifying such students.
 External Recruitment Methods
• Private employment/recruitment agencies – although
HR departments have increased their use of private
employment agencies, some use them only as a last
resort, as the expenses involved is usually excessive.
• Advertising – employers are increasingly relying on
recruitment advertising and have began using more
creative advertisements.
• Direct Mail – this technique is generally used to lure
professionals who are employed but willing to consider
a job with greater opportunities.
• Radio, TV and the Internet (e-recruiting) – other
media that can also be used to advertise posts include
radio, television and the internet.
 Hiring alternatives
• Assigning Overtime – is an attractive alternative
because it is temporary situation rather than a
permanent staff increase.
• Temporary Help – may be less costly than hiring
new permanent employees, particularly for
companies with great seasonal demands or for an
unforecasted temporary absence of important
personnel.
• Leasing Employees – companies may lease
employees for several reasons, e.g., small
businesses cannot afford a pension programme or
other benefits that compete with those of large
corporations.
 Selection Process
The selection process can be defined as the process
of selection and shortlisting of the right candidates
with the necessary qualifications and skill set to fill
the vacancies in an organisation.
The process of interviewing and evaluating
candidates for a specific job and selecting an
individual for employment based on certain
criteria. Employee selection can range from a very
simple process to a very complicated process
depending on the firm hiring and the position.
 Basic Elements of Selection Process
(5) Selection Instruments – What devices are available
for determining if the applicant possesses the desired
traits, characteristics and skills
(4) Job Specification – What traits, skills and qualities in
the individual are related to successful performances.
(3) Job Success Criterion – What distinguished
successful performance from unsuccessful performance?
How is it measured?
(2) Job Design – What are the duties and responsibilities
of the individual worker? What does the individual
perform for the organisation?
(1) Organizational Goals – Why does the organisation
exist? What are its goals and objective.
 Steps in the selection process
• Initial screening determines if the applicants
possesses the critical job specifications or
other requirements.
• Application blank is a formal record of an
individual’s application for employment.
• Pre-employment testing
• Interviews determine if the applicant have the
ability to perform the job, will the applicant be
motivated to be successful and lastly will the
applicant match the needs of the organization.
 Steps in the selection process
• Reference checks can be both an energy-
saving procedure and a cost-efficient means of
screening out undesirable applicants.
• Medical examinations. A job offer is usually
made possible on the applicant’s passing a
medical exam.