Business Psychology

Recruitment and Selection

Learning Objectives Define: Recruitment and Selection Primary Purpose Stages of Employment Internal and External Recruiting Selection Process Basic Selection Criteria Five Selection Standard Techniques for Selection Job Analysis Assembling Staff

HRM Activities( ) Labor relations.( )Training and development.( ) Pay and benefits.( )Recruitment & selection.( )Performance appraisal and

feedback.

HRM Activities1. Recruitment & selection.2. Training and development.3. Performance appraisal and

feedback.4. Pay and benefits.5. Labor relations.

What is Recruitment? The activity of employing workers to fill

vacancies or enrolling new members.   The process of attracting, screening, and

selecting qualified people for a job at an organization or firm.

For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies.

What is Recruitment? The practice or activities carried on by

the organization with the primary purpose of identifying and attracting potential employees.

What is Recruitment? Is concerned with reaching out and

attracting a supply of people from which to select qualified candidates for job vacancies.

Recruitment a positive function of which its negative counterpart is known under the term Selection. Recruitment finds workers and makes use of those available, seeks to gather without any discrimination. Selection on the other hand, picks and chooses among them those that are likely to be productive and therefore able to contribute their worth to the organization.

Recruitment and Selection Recruitment and selection refers to the chain and

sequence of activities pertaining to recruitment and selection of employable candidates and job seekers for an organization.

Every enterprise, business, start-up and entrepreneurial firm has some well-defined employment and recruitment policies and hiring procedures.

The human resources department of large organizations, businesses, government offices and multilateral organizations are generally vested with the responsibilities of employee recruitment and selection.

Primary Purpose To find the most competent applicants. To choose the individuals who are best

qualified for employment. To place them in jobs for which their

talents, skills, training and experience best suit them.

Stages of Employment Recruitment Verifying that a vacancy exists. Drawing up a job specification. Finding candidates, selecting them by

interviewing and other means such as conducting a psychometric test.

Making a job offer.

Recruiting individuals to fill particular posts within a business can be done either by: Internal Recruiting External Recruiting

Methods for internal recruiting Job Posting Supervisory Recommendation Union Halls

Methods for external recruiting General Labor Pool Referral Direct Applicants

What is Selection? Consists of the processes involved in

choosing from applicants a suitable candidate to fill a post. 

Selection Process Concerned with identifying the best

candidate or candidates for jobs from among the pool of qualified applicants developed during the recruiting process.

Selection Process Two (2) Selection Errors

False Positive False Negative

Basic Selection Criteria Education Skills and Abilities Experience

Five Selection Standards Reliability Validity Generalizability Utility Legality

Techniques for Selection Studying the Different Jobs in the

Company and Writing the Job Description and Specification.

Techniques for Selection The exact nature of the work in the

vacant position. Its duties and responsibilities The requirements of the job, such as

mental effort, skill and physical demands.

Techniques for Selection Job Description

A description of the duties and responsibilities attached to the jobs enables the employment officer to determine the special qualifications which an individual must possess in order to the job successfully.

Techniques for Selection Job Specifications

Amount and type of experience needed to perform the job, special training on the job and jobs related to it, special abilities and aptitudes, age, physical qualifications, and other requirements.

Explore the possible services for recruiting personnel.

Techniques for Selection Information Sheet and Personal Data

To be filled out by an applicant is another aid to better selection and placement of the new employees.

Serves as a beginning by providing a permanent record of specific data on the prospective employee as to age, height, experience, educational qualification etc. that should be placed in a particular position.

Today business people recognize the need for keeping some kind of personnel file of the employees.

Techniques for Selection Psychological Testing

Business organization employ psychologist whose job is to conduct psychological tests .Companies have seen the values of psychological, testing and have setup some methods of appraising the traits and abilities of the more promising job applicants.

Some jobs require traits which can be test the most readily appraised by the psychological testing devices for measuring such abilities, mechanical aptitudes, intelligence, and personality.

Values of Psychological Testing (Selection Technique) It aids in weeding out those individuals

not fit to perform certain jobs. It often reveals hidden talent and will

show the range of capacities and abilities, providing valuable information for the employee’s permanent file.

The presence of an active presence of an active testing center creates respect for the company, and it may even act as a pre selection device.

Beach and Clark Emphasizes however that if a testing

program is to be effective. The test must be administered and its results must be valid and reliable.

Also, the test must be administered and its result must be interpreted by someone professionally trained in that field.

Job Analysis Defines the labor needs of an

organization and indicates the problems of recruitment and selection.

Contents of Job Analysisa. Job Identificationb. Location of the jobc. Equipmentd. Description of the kind of work the

employee performs and the reason why.e. Responsibilities for decisionsf. Authorities exercisedg. Physical and mental efforth. Description of the working environmenti. Identity of employeej. Name of the Job analyst

Assembling Staff A major task of organizing related to the

assembling of a staff to work in the organization is charged with the primordial responsibility to carry out the plans of an enterprise.

Multimedia ImagesPictures

Recruitment and Selection Strategies

What is the real cost of a bad hire?

The EndChapter 7