2. Indirect Recruitment: Recruitment through media or platforms that reach a broad audience. 3.

3. Interview: To assess the candidate’s experience, skills, motivations, and personality in more
 Examples: depth.
o Advertisements in newspapers, magazines, or online platforms. - Types of Interviews:
o Social media campaigns. - Structured Interviews: Pre-determined set of questions for consistency.
o Company-sponsored events or webinars for brand awareness. - Unstructured Interviews: More conversational and flexible.
3. Third-Party Recruitment: Hiring is outsourced to external agencies or organizations specializing in - Panel Interviews: Multiple interviewers assess the candidate.
recruitment. - Behavioral Interviews: Focus on how the candidate has handled situations in the past.
 Examples: 4. Medical Examination: To ensure the candidate is physically and mentally fit for the role.
o Recruitment agencies or consultants. - Process: A medical test is conducted, often including a general health check-up, and possibly
o Employment exchanges. more specific tests depending on the nature of the job (e.g., vision tests, hearing tests, or drug tests).
o Temporary staffing agencies. Certain roles may require more specialized exams to meet legal or safety requirements.
5. Reference Check and Background Verification:
RECRUITMENT POLICIES - Purpose: To verify the candidate’s background, work history, and professional conduct and to To
Key Components of Recruitment Policies: ensure that the candidate's qualifications, past employment, and other personal details are
1. Equal Opportunity: Ensure that all candidates, regardless of gender, race, religion, age, or accurate.
disability, have equal access to job opportunities. This may include checking the candidate’s education, employment history, criminal record
2. Merit-Based Selection: Hiring decisions are based on candidates' qualifications, skills, and 7. Hiring Decision: - After reviewing all the information from the previous stages (application, tests,
experience rather than personal biases. interview, references, and background checks), the hiring manager or committee makes the final
3. Compliance with Laws: Adhere to labor laws, anti-discrimination regulations, and other legal decision. They offer the position to the chosen candidate and negotiate salary and benefits. If the
requirements. candidate accepts the offer, they move forward with onboarding and joining the company.
4. Internal Recruitment Preference: Encourage promoting or transferring existing employees
before seeking external candidates. METHODS OF COLLECTING JOB ANALYSIS INFORMATION
5. Transparency: Clearly communicate job roles, requirements, and selection criteria to all Questioner, Checklist, interview, observation, technical conference, occupational information
applicants. network O-NET, task inventory analysis.

PROCEDURE OF RECRUITMRNT TESTING refers to the use of various assessments or tools designed to measure a candidate’s skills,
1. Recruitment Planning: Identify hiring needs and create a detailed job description, including abilities, knowledge, and potential to perform successfully in a given role.
qualifications, responsibilities, job location, compensation, and benefits. Here are the main types of testing commonly used in recruitment:
2. Strategy Development: Plan the recruitment strategy, choose sources (e.g., campus hiring, job 1. Aptitude Tests: To measure a candidate’s natural abilities and potential to learn new skills.
portals), and decide on advertising methods to attract candidates effectively. o Examples: Numerical reasoning: Tests ability to work with numbers and data
3. Searching: Use internal sources like promotions and referrals or external sources like interpretation. Abstract reasoning for recognition and problem-solving skills.
advertisements, campus hiring, or recruitment agencies to find candidates. 2. Skill Tests: Purpose: To assess specific technical skills or job-related abilities.
4. Screening: Shortlist candidates by reviewing applications or using tools like ATS. Evaluate o Examples: Typing tests for administrative roles , Coding tests for IT professionals.
qualifications, experience, and skills to identify suitable applicants. 3. Personality Tests: To evaluate a candidate’s behavior, personality traits, and how they might
5. Interviewing and Selection: Conduct interviews (in-person or virtual) to assess skills and fit within a team or company culture.Examples: Myers-Briggs Type Indicator (MBTI):
suitability. Perform background checks and select the best candidate. Measures personality types. Big Five Personality Traits: Assesses openness,
6. Job Offer: Extend an offer letter detailing salary, benefits, start date, and job expectations. conscientiousness,
7. Onboarding: Welcome the new hire, introduce them to the organization’s policies and culture, Use: Helps employers understand how a candidate may interact with others, handle stress, and
and provide the resources needed to succeed. adapt to workplace environments.
8. Evaluation: Review the recruitment process's efficiency and effectiveness, gathering feedback to 4. Psychometric Tests: Purpose: To measure cognitive abilities, personality, and behavioral
improve future hiring practices. traits.
The selection process is a systematic procedure used by organizations to choose the most suitable o Examples: IQ tests: Assess intelligence and cognitive capabilities.
candidate for a job position. It involves multiple steps designed to assess the candidate’s  Emotional Intelligence (EI) tests: Measure self-awareness, empathy, and
qualifications, skills, and overall suitability for the role. Here’s a detailed explanation of each stage: social skills.
5. Situational Judgement Tests (SJTs): Purpose: To evaluate how a candidate would respond to
SELECTION PROCESS hypothetical, job-related situations. Examples: Candidates may be presented with scenarios,
1. Screening of Applications: Purpose: To review resumes and applications to determine if the such as how to handle a difficult customer, and asked to choose the best course of action.
candidates meet the basic qualifications and requirements for the job. - Process: The recruiter or 6. Work Samples: Purpose: To assess a candidate’s ability to perform specific tasks related to
hiring manager shortlists candidates by evaluating their education, experience, skills, and other the job. Examples: For example, a graphic designer might be asked to create a design or a
relevant criteria based on the job description. This process can also involve using Applicant Tracking writer to produce a sample article.
Systems (ATS) to filter applications. 7. Integrity Tests: Purpose: To assess a candidate’s honesty, ethical behavior, and likelihood of
2. Selection Tests: Purpose To assess the technical skills, cognitive abilities, and psychological traits engaging in counterproductive or unethical behavior.Ex. Questions about previous
of the candidate. workplace behavior, dealing with conflicts, or how they might handle situations involving
- Types of Tests: dishonesty.
- Aptitude tests (e.g., logical reasoning, numerical ability, verbal skills). Interview type preliminary interview – informal, unstructured. Core interview- background
- Skill tests (e.g., typing tests, programming tests, or proficiency tests). information interview, stress interview, formal , panel, group. Decision making interview.
- Personality tests (assessing behavior, preferences, and cultural fit).