recruitment and selection (final)
TRANSCRIPT
Recruitment and Selection Presented To; Dr. Muhammad Iqbal
Presented By; M.Omar farooq
Staffing Management • Myrna L. Gusdorf, MBA, SPHR • 2008
M.A Education (L & M)UNIVERISTY OF EDUCATION,
(Lahore; Township Campus)
Let’s Fill it out that Provided Questionnaire
Please, Keep it with you; at the end you have to
fill it out and do return it to me.
Best Regards12
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Learning Objectives> What is Recruitment, Selection &
Appointment ?> What Factors are Affecting
Recruitment & Selection ?> What is Effective Recruitment &
Selection ?> What are the Stages in Recruitment
& Selection ?> What is difficult in the Process of
Recruitment & Selection ?
©SHRM 200814
Recruitment, Selection & Appointment
• RECRUITMENT> The process by which applicants are
encouraged to apply for employment to college or School.
• SELECTION> The process through which the best
person for the particular post is chosen and offered employment.
• APPOINTTMENT> It is the final agreement process in which
employer and employee commit themselves to the contract of employment.
©SHRM 200815
Factors Affecting Recruitment
• External Authority;Leaders and Managers at individual context level may be considerably constrained by the fact that staff are nominated to their organization.
• Market Situation;
Economic Climate, Areas of employment, Population &
Demographic Situation & Number of Entrants into Profession.
• Legislation;Management of recruitment and selection has to be carried out within the framework of the relevant legislation.
• Local Condition;Institutional level in local reputation; expansion or contraction, Cost and availability and Accessibility of institution.
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Factors Affecting Selection Management
• Quality of Applicants;Selector can only make a choice from those who actually apply and it is the stage the care taken in job description will pay dividend.
• Quality of Selectors;Leaders and Managers could consider the Middle Managers and could be dependant on their expertise.
• Fallibility of Selectors;Judgment, Insisting on Personal Stereotype, Comparing Candidates and Preferring a Candidate.
• Micro Political Factor;A choice for the actually important one of agreeing that an accurate choice had been made.
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Effective Recruitment ???
Purpose of StrategyEqual Opportunity CommitmentApplicant must be kept informedCommitment about the use of
dataStatement about approach to
assessmentCommitment to Confidentiality
©SHRM 200818
EFFECTIVE MANAGEMENT OF SELECTION
• Personnel;Who will be involved- and the extent and nature of that involvement ?
• Criteria;Against which standards will candidates be assessed?
• Weight ;What should be the relative importance of the criteria?
• Instruments for Assessment;How will the candidates’ performance be assessed ?
• Matching;Making a decision on which person is the best suited to the post.
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What are the Stages in Recruitment & Selection ?
• The need to know about the job to be filled
• The need to know the type of person and qualities required to perform the job effectively
• The need to know the likely means of best attracting a range of suitable candidates
• Training for those who selected• Monitoring the Effectiveness
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Internal Recruitment
• Job Posting: The process of announcing job openings to employees.> Job information must be made available to all
employees.> Ensure minority workers and disadvantaged
individuals are aware of job opportunities.> Employee cynicism occurs when there is not
“equal” opportunity for open positions.• Employee Referrals:
> Some believe this is the route to the best employees.
> Can perpetuate discriminatory hiring practices.
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External Recruitment
• Employment agencies.• Executive search firms.• In-house recruiters.
• Local advertising:> Newspaper.> Multimedia.
• Internships.• Job fairs.
• College recruiting.
• Walk-in candidates.
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Internet Recruiting
• Advantages:> Inexpensive.> Quick and easy to post announcement.> Responses arrive faster and in greater quantity.> Will generate a wider range of applicants.> Applicants can be screened by computer.> Some selection tests can be administered by
computer.> Automated applicant tracking.
• Disadvantages:> Ease of submission will result in a lot of applicants,
many whom are not qualified.> May take more HR time to sort through the greater
quantity of applicants.
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Recruitment for Diversity
• An ethnically diverse workforce enhances creativity and may facilitate expansion into global markets.
• Recruiting must generate applicants from a wide variety of individuals.
• Train recruiters to use objective standards.
• Include pictures of minority and disabled employees on recruitment flyers.
• Make sure ads and interviews are bi-lingual.
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Evaluating the Recruitment and Selection Process
• Cost:> Did you stay within your recruitment
budget?• Time:
> How long did it take you to fill the position?
• Quality:> Were your applicants well qualified for
the job?• Longevity:
> What about turnover? Do your new hires stay for the long term?