RECRUITMENT & SELECTION
Group 2
Mr. Christian Nievera
Ms. Sarah Patricia Vadil
Ms. Rosemarie Reas
INTRODUCTION
People are integral part of any organization. No organization
can run without its human resource. In highly complex and
competitive situation, choice of right person at the right place has
far reaching implications for an organization’s functioning.
Employee well selected and well placed would not only
contribute to the efficient running of the organization but offer
significant potential for future replacement.
RECRUITMENT
- Is a process of searching for prospective employees and
stimulating them to apply for jobs of an organization. (Edwin B.
Flippo)
- Recruitment forms the first stage in the process which
continues with selection and ceases with the placement of the
candidates. (Kempner)
PURPOSE and IMPORTANCE
- Determine the present and future requirement of the organization in
conjunction with its personnel planning and job analysis.
- Increase the job pool of job candidates at minimum cost.
- Help increase the success rate of the selection process by reducing the
number visibly under qualified or job qualification.
- Help reduce the probability that job applicants, once recruited selected
will leave the organization only after a short period of time.
- Meet the organizations legal and social obligations regarding the
composition of its workforce.
- Being identify and preparing potential job applicants who will be
appropriate candidates.
-Increase organization individual effectiveness in the short term and long
term.
- Evaluate the effectiveness of various recruiting technique and sources for
all types o job applicants.
FACTORS INFLUENCING RECRUITMENT
1. INTERNAL FACTORS
- These are also called as “endogenous factors”.
- are factors within the organization that affect recruiting personnel in the
organization.
RECRUITMENT POLICY
SIZE OF ORGANIZATION
HUMAN RESOURCE PLANNING
COST OF RECRUITMENT
GROWTH AND EXPANSION
2. EXTERNAL FACTORS
- these are the forces which cannot be controlled by the organization.
SUPPLY AND DEMAND
LABOR MARKET
IMAGE/GOODWILL
POLITICAL-SOCIAL-LEGAL ENVIRONMENT
UNEMPLOYMENT RATE
COMPETITORS
SOURCES OF RECRUITMENT
The searching of suitable candidates and informing them about the
opening in the enterprise is the most important aspect of recruitment
process.
There are two (2) classifications of sources of recruitment
1. INTERNAL SOURCE
2. EXTERNAL SOURCE
INTERNAL SOURCE
Internal recruitment seeks applicants for positions from those who are currently
employed.
PRESENT EMPLOYEE
TRANNSFER
PROMOTION
EMPLOYEE REFERRALS
FORMER EMPLOYEES
PREVIOUS APPLICANTS
EXTERNAL SOURCE
PROFESSION OR TRADE ASSOCIATIONS
ADVERTISEMENTS
EMPLOYMENT EXCHANGES
CAMPUS RECRUITMENT
WALK-INS
CONSULTANTS
CONTRACTORS
RADIO & TELEVISION
ACQUISITIONS AND MERGERS
COMPETITORS
E-RECRUITING
RECRUITMENT PROCESS
Recruitment process involves a systematic procedure
from sourcing the candidates to arranging and conducting
the interviews and requires many resources and time.
Five (5) process of recruitment are as follows:
1. Recruitment Planning
2. Strategy Development
3. Searching
4. Screening
5. Evaluation and Control
JOB ANALYSIS
- the process to identify and determine in detail the particular job duties and
requirements and the relative importance of these duties for a given job.
- this is the process where judgments are made about a data collected on a job.
Two (2) parts of Job Analysis :
1. Job Description
- a list that a person might use for general tasks, or functions, and
responsibilities of a position.
2. Job Specification
- a statement of the essential components of a job class including a summary
of the work to be performed, primary duties and responsibilities and the
minimum qualifications and requirements necessary to perform the essential
function of the job.
RECRUITMENT PLANNING
- The first step involved in the recruitment process is planning. Here,
planning involves to draft a comprehensive job specification for the vacant
position, outlining its major and minor responsibilities, the skills, experience
and qualifications needed; grade and level of pay; starting date; whether
temporary or permanent; and mention of special conditions, if any, attached to
the job to be filled.
STRATEGY DEVELOPMENT
- Once it is known how many with what qualifications of candidates are
required, the next step involved in this regard is to devise a suitable strategy
for recruiting the candidates in the organization.
SEARCHING
- This step involves attracting job seekers to the organization
SCREENING
- Though some view screening as the starting point of selection, we
have considered it as an integral part of recruitment. The reason being
the selection process starts only after the application have been screened
and shortlisted.
EVALUATION and CONTROL
- Given the considerable cost involved in the recruitment
process, its evaluation and control is, therefore, imperative.
Costs generally incurred in a recruitment process includes:
Salary of recruiters
Cost of time spent for preparing job analysis, advertisement
Administrative expenses
Cost of outsourcing or overtime while vacancies remain
unfilled
Cost incurred in recruiting unsuitable candidates
METHODS OF RECRUITMENT
Direct Method
- In this method, the representatives of the organization are sent to the
potential candidates in the educational and training institutes.They establish
contacts with the candidates seeking job.
Indirect Method
- includes advertisements in newspapers, on the radio and television, in
professional journals and technical magazines.
Third Party Method
- these include use of private employment agencies, management
consultants, professional bodies/associations, employee
referral/recommendations, voluntary organizations, trade unions, data banks
and labor contractors to establish contacts with the job-seekers.
