the set of activities and processes used to legally obtain a sufficient number of qualified people at the right place

and time so that the people and the organization can select each other in their own best short and long term interests getting the BEST people you need for the job

Selection for one of these positions can be through direct involvement in politics or through sponsorship uses government positions to reward loyal party members for their work in elections

growth of the Merit Systems in government came about as a reaction to the excesses of patronage. POSITION ANALYSIS -include discussions and careful review of position description to determine whether the current specifications are consistent with the skills the agency needs

Identify vacancy Conducting interview and decision making Prepare job description and person specification

Arrange interviews

Advertising the vacancy

Short-listing

Managing the response

PASSIVE ADVERTISEMENT/RECRUITMENT -presume that persons interested in public employment know when, where, and how to apply. -Most of the candidate pools in this type usually compose of friends and relatives of current employees who pass the word that the agency is hiring.

ACTIVE ADVERTISEMENT/RECRUITMENT -Positions are advertised in newspapers and the electronic media. -recruit prospective employees on campuses through job fairs, giving scholarships, and internships

Recruiting from internal sources Pros: ability of the recruit is known so it is easy to assess potential for the next level Insiders know the organization, its strengths and weaknesses, its culture and, most of all, its people. cheaper and quicker than advertising

Cons: Sometimes it is difficult to find the right candidate within and the organization may settle for an employee who possesses a less than ideal mix of competencies. Infighting, inbreeding, and a shortage of varied perspectives and interests may reduce organizational flexibility and growth, and resistance to change by those who have an interest in maintaining the status quo may present long term problems.

Recruiting from external sources a. Informal recruiting methods -tap a smaller market than formal methods -use of referrals -commonly used for hiring clerical and other base-level recruits because it is cheaper
b. Formal methods -entail searching the labor market more widely for candidates with no previous connection to the organization

-Posting vacancies externally through the various arms of the media or via employment agencies reaches a wider audience and may turn up a greater number of potential candidates from which the organization can choose

OPEN LIST -flow of applicants is continuous as long as there is still vacancy -caveat: time consuming and expensive CLOSED LIST -position is posted and prospective employees take an exam in a previously announced date -has a deadline set

A series of specific steps used to decide which recruits should be hired. process begins when recruits apply for employment and ends with the hiring decision eliminating those who do not satisfy the principles or standards and identifying those who are most qualified.

Reception of applicants

Preliminary Interview

Uniform Application Form

Employment Tests

Interview and Ranking

Final Selection by Supervisor

Reception of applicant - The importance of giving the applicant a favorable impression at this stage Preliminary interview - may be used to check quickly on language skills, qualifications, willingness to do shift work, union membership, and the like It is brief and centered on very specific job requirements.

Application form -provides the agency with necessary information that could help later when deciding who to get, like an applicants education, trainings, criminal records, among others. Tests- Exams normally are not tailored to specific positions. Instead, personnel experts seek to develop exams suitable for assessing abilities applicable to a range of positions

Interview and Ranking -used for assessing worker compatibility, communication skills, and the speed with which the candidate can formulate and deliver an answer -Types: a. structured interview -makes use of predetermined outline that ensures that all relevant information on the candidate is systematically covered

b. Unstructured Interviews- are less formal and follows no particular protocol. -go with the flow c. Situational Interviews- respond to hypothetical questions

Selection Medical Exam Placement