Recruitment Selection – Chapter 1  Campus Recruiting – this is becoming widespread especially in

highly developed firms

Recruitment  Employment Agencies – these are either public of private
businesses
- the way in which an organization tries to source / attract the
people from whom it will ultimately make selections
 Other Companies – it is not uncommon for companies to pirate
competitor’s employees by giving better offers
- process of IDENTIFYING, SCREENING, SHORTLISITING and
HIRING potential resources for filling up vacant positions in org.
 Relatives and Friends – some companies may prefer to hire
Selection more familiar people that complete strangers

- it is about choosing between job candidates  Professional Organizations –

- how to make a fair and accurate assessment of the strengths  Former Applicants – not all applicants are hired. Previous
and weaknesses of applicants applicants who showed great potentials but was overtaken by a
candidate might still be a available for the newly vacated
- to identify the candidate who is most likely to perform well in position
the job
 Labor Unions – provide a source of applicants due to the
network of connections
Purpose and Impact of Recruitment in an Organization

 it determines the current and future job requirements

 it increases the pool of jobs at a minimal cost II. Recruit from Within
 it links potential employees with employers
 it helps in reducing the probability of short-term employment  Job Promotion – promoting from within could make perfect
 it helps in increasing the success rate of selecting the right sense due to the fact that the potential candidate is already a
candidates member of the work team / managers already know their
performance level as well as their good and bad qualities

The Recruitment and Selection Process  Job Transfer – occurs when an employee moves from one job to
another that is relatively equal in pay, responsibility and status
Departing Employees Recruitment and New Employee
Selection
Temporary cover for a Manager’s time spent Introduction and job skills
vacant post and lower in analyzing the training
A structure got recruiting is necessary
productivity vacancy and specifying
the job
Determine whether recruitment is necessary - valuable
Administration cost for Time spent in Manager/ employee’s time
information can be obtained by conducting an exit interview
departing employee – briefing/working with spent in orientating new
with the person who is leaving. You can then look at how the
payroll, pension etc. external agencies person
post could be filled from within, for example, through
Lost skills and investment Direct cost of working Administration cost of new
in training with external agencies employee – payroll, redeployment or flexible working.
pension
Loss of goodwill from Direct advertising costs Cost of the new employee Analyze the job - this provides the information you will need in
customers being less than 100% order to specify the job and the person best suited to fill the
productive for weeks vacancy.
Possible downturn in Interviewing, selection, Cost of any new equipment
morale of remaining taking up
employees Write a job description or competency profile and person
specification – these state the competencies for the role, rather
than listing specific tasks and duties.
Types of Recruitment

I. Outside Sources Decide on the most appropriate application and selection -

You also need to decide at this stage how to select the
 Advertising – the usual manner of locating potential hire is candidate through interview alone, or using some form of
through advertising. Ex. Radio, television ads, direct mail and selection test.
print ads

 Walk-Ins – a person who does not apply in response to any type Decide how to Attract Candidates - it ensures you reach your
of advertisement but rather comes into a company potential recruits and mistakes can be costly

Market the Job - Once the decision on where to market has

 Internet Recruiting – one of the most popular ways of locating been taken, it is also important that you decide how to market.
and attracting job applicants This means ensuring that any advertisement is fair and
representative of both the job and your organization.
 Employee Referral Program – a type of recruitment approach
used by organization to find applications through the help of
their existing employees Sift and shortlist applications - means reducing the number of
applicants to a manageable number for selection.

 Head Hunters – these are search firms that help companies fill Hold selection interviews and/or events - the event itself must
executive positions be well managed, not only to analyze the match between
 candidate and job, but also to give a good impression of the
organization they may be joining.

Make a decision and offer - decision about who to appoint

must be based on facts and evidence, not gut reaction or
instinct. Once the decision has been taken, the successful
candidate can be informed face to face or by phone, and always
in writing.

Take up references - references can be obtained by phone or

letter but, as a manager, you need to be aware of the potential
pitfalls

Induct and train the new employee - thorough induction helps

to build loyalty and commitment, thus increasing the chances of
retaining their skills within the organization.

Involve the same people throughout the recruitment process -

this will help you achieve consistency and consensus

Manager’s Role

- which candidate has the most suitable starting skills

- which candidates has the potential to develop in the role
- which candidates could best enhance the team’s working
practices
- which candidate will benefit the team/department/org in the
long term

Mistakes manager can make:

- looking at the role in isolation, without considering any

organizational needs for flexibility and change
- leaving the process to chance – your gut instinct will tell u who’s
the best person to appoint at the time

Manager’s Role

- appointing the most highly qualified person for the job, rather
than the most suitably qualified one
- that candidates must impress you that the image you portray is
immaterial
- ignoring the need to take up references it'll just delay the
process
- throwing them in at the deep end on day one to let them find
their feet it's a good test of character.