Professional Documents
Culture Documents
Shillingi, Venance
A student pursuing MBA(Corporate Management)
Mzumbe University
E-mail:sshtz@yahoo.com
1.0 Introduction
Page 1 of 13
2.0 Selection and Recruitment are compared
Selection is different from recruitment, where recruitment
technically precedes selection. Recruitment involves identifying the
sources of manpower and stimulating them to apply for jobs in the
organizations. On the other hand, selection is the process of choosing the
best out of those recruited. Recruitment is positive as aims at increasing
the number of applications for wider choices or for increasing the
selection ratio.
1
P.242-243
Page 2 of 13
where the outcome for recruitment is application pool which becomes
input for selection process, on the other hand, the outcome of selection
process is in the form of finalizing candidates who will be offered jobs.
2
Tanzania Revenue Authority
3
The National Microfinance Bank Limited
4
Local Government Authorities.
5
(2006. P.7.16)
Page 3 of 13
Firstly, someone should have the authority to select, where this
authority comes from the employment requisition as developed through
analysis of the workload and workforce.
Page 4 of 13
necessary information about the nature of the job and the
organisation, at the same time, the necessary information is also
elicited from the candidates about their education, skills,
experience, salary expected and the like. It helps to determine
whether it is worthwhile for a candidate to fill up the application
form. At this juncture, test of authenticity for candidate’s relevant
certificates is done.
Page 5 of 13
A selection in interview serves three purposes:
Page 6 of 13
Also Graham (1998) added that, a clear, unbiased and
comprehensive description of candidate’s abilities and behavior by his or
her employer would be of enormous value in selection, particularly if the
employer also supplied job specification, but unfortunately this ideal is
never realised, for several reasons:-
(a) Most candidates are employed at the time of their application, and
do not wish their employers to know they are looking elsewhere.
(c) By the time an offer has been accepted, selection is over and the
reference is too late to affect it.
4.0.8 Employment.
Employment is offered in the form of an appointment letter
mentioning the post, the rank, the salary grade, the date by which the
candidate should join and other terms and conditions in brief. In some
organizations, a contract of service is signed by both the candidate and
the representative of the organization. It is at this point where a selected
Page 7 of 13
applicant is handled with a letter of offer for a job, as Graham argues that,
the initial offer of a job needs special care, particularly as regards the
following points:-
a) The wage or salary offered must not only be appropriate to the job
and attractive to the candidate but consistent with the earnings of
present employees.
b) The job must be named and any special conditions stated, for
instance, the first year you will be under training at the head office,
then you will be transferred to up-country branches.
4.0.9 Induction.
The process of receiving employees when they begin work,
introducing them to the company and to their colleagues, and informing
them of the activities, customs and traditions of the company is called
induction( (Graham, 1998, p. 219). At this juncture various induction
courses are done to new recruit in order to acclimatize them with the new
working environment. In Tanzania for instance, this exercise is much
emphasized in public service, where various secular have been released
to emphasize the issue.
7
(Graham, 1998, p. 219)
Page 8 of 13
Therefore, it is essential to follow up newly engaged employees to
ensure that they have settled in and to check on how well they are doing,
if there any problems, it is much better to identify them at an early stage
rather than allowing them to fester8.
8
(Armstrong M. , 2006, p. 437)
9
WARAKA WA UTUMISHI NA: 4 WA MWAKA 2005 KUHUSU
MAFUNZO ELEKEZI YA AWALI KWA WATUMISHI WA UMMA
(ORIENTATION COURSE)- attached in this paper.
10
Tanzania Revenue Authority, CRDB Bank Limited, The National Microfinance Bank
Limited.
Page 9 of 13
case of Ms.Kachenje should short list not less than 90 candidates to
compete for 30 posts if is intending to fill all vacancies from the available
applicants.
Second step, is to prepare for interview, where at this step the type
of interview is established, it can be in groups or individually; written or
oral interview; instruments and guidelines are prepared on how to go
about the interview; and then questions for interview are prepared,
whether open or closed as well as the place for interview is prepared. In
respect to questions; may for instance, be prepared by Human Resource
department or respective department which has the technical expertise in
respect to job advertised, where those questions are submitted to Human
Resource department for verifications and approval of those questions if
they serve the required purpose. Also, is better to let the applicant
interview the panel, as evaluation goes both ways. While the applicant
might not get the job if he or she doesn’t perform well, you might not get
a great employee if you don’t put your best foot forward too.
Page 10 of 13
practitioner for medical examination, this is to avoid selecting employee
who might fail to perform the thought duties of the job, or if he or she
needs special treatment in order to perform the expected duties. This
exercise is very essential, although is not given more weight by many
employers in Tanzania especially in civil service sector, however, Ms.
Kachenje should put into consideration the issue of HIV victims as my
bring some challenge from various groups including government which
does not encourage mistreating HIV victim in respect to employment.
Also, Recruiting and selecting the right people for your business is a
challenge, and every situation is unique. If one is innovative, persistent
and realistic, and can communicate the strengths of his business and the
Page 11 of 13
benefits of the positions one offers, one should be successful in attracting
high quality employees to build careers with his or her organisation.
Bibliography
Armstrong, M. (2006). A Handbook of Human Resource Management
Practice (10th Edition ed.). London: Kogan Page Limited.
Page 12 of 13
Dessler, G. (2005). Human Resource Management (10th Edition ed.). New
Jersey: Pearson Prentice Hall.
Page 13 of 13