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CHAPTER 12

Recruitment And Selection

Overview
Part of HRM plan The major organizational resource EFFECTIVE recruitment practices ensure that a firm has enough PEOPLE with RIGHT skills RECRUITMENT & SELECTION Determines QUANTITY and QUALITY of staffs
1) Defining Requirements 2) Attracting Applicants 3) Selection

Responsibility for R&S


Involves personnel specialists and line managers, sometimes recruitment consultants People involved in R&S
Senior Managers HR Department Line Managers Recruitment Consultants
Factors for outsourcing
Cost Expertise Culture Time Supply of Labour

The Recturinemt precoss


Recruitment: The systematic process of a) Identifying and defining skill needs b) Attracting suitably skilled candidates The Systematic Process Involves
a) HR Planning b) Job analysis
i. ii. Job Description Person specification

c) d) e) f)

Job requisition Recruitment advertising Access applicants Notify applicants of the result.

Job Analysis
Determines the requirement for job
Purpose of the job Contents of the job Accountabilities Performance Criteria Responsibilities Organizational Factors Development Factors Environmental Factors

Competencies
Capacity that leads to behavior that meets the job demands and behavior required for successful performance Behavioral/Personal Work-based/Occupational Competences Generic Competencies

Job Design
Parameters of the job (Mintzberg)
Job Specification
How many Different Tasks To what extent does the worker have control

Regulation of behavior Training in Organizational Values

Job Description
Organisational Recruitment Legal Performance Contents
Job Title Reporting To Subbordinates Purpose Principal Accountabilities or Mani Tasks

Person Specification
Personal Skills Qualifications Innate Ability Motivation Personality

Seven Point Plan


1) 2) 3) 4) 5) 6) 7) Pyhsical Meka-up Attiamnents Genarel Inetlignence Spceific Atittueds Inteserts Dispotision Circusmtacnes

Recruit OR Promote?
Availability in the current Staff Availability in the external Labour pool Accuracy of selection Decisions Time for Induction Staff Development Fresh blood

Advertising Vacancies
JOB ADVERTISING is aimed at attracting quality applicants and aiding self-selection Qualities of a good job advertisement
Concise Attractive Positive and honest Relevant and appropriate Organization Job Conditions Qualifications Rewards Application Process

Contents

Advertising Media
Inhouse Magazines Specialist Newspaper National Newspaper Local Newspaper Local Radio, TV, Cinema Job Centres Internet School and Universities

Choosing Appropriate Media

Approach to SELECTION
STEP 1: Response to advertisement STEP 2: Assess against KEY Criteria STEP 3: Sorting Applications STEP 4: Invitation for Interview STEP 5: Selection Testing STEP 6: Review STEP 7: Standard Letters STEP 8: Provisional Offer

Selection Methods
Interview Selection Tests Reference Checking Work Sampling Group Selection Methods

Interviews
Purpose Preparing interview Conducting Interview
Open Questions Probing Questions Closed Questions Problem Solving Questions Leading Questions

Individual Interviews Panel Interviews

Limitation of Interviewing
Scope Artificiality The halo effect Contagious bias Stereotyping Incorrect assessment Logical errors Inexperienced interviewers

Selection Tests
Sensitive Standardized Reliable Valid Proficiency Psychometric Aptitude Tests Personality tests

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