recruitment & selection

Recruitment & Selection Policy

BUSINESS OBJECTIVES

RECRUITMENT

HR PLANNING

JOB DESCRIPTION JOB SPECIFICATION

JOB ANALYSIS

HUMAN RESOURCE MANAGEMENT

SELECTION

The Process of generating a pool of qualified candidates for a particular job.

RECRUITMENT IS A TWO WAY STREET

RECRUITMENT

RECRUITMENTOrganization is Looking

for a Qualified Applicants

Applicants are Looking for the Potential

Emplacement Opportunities

SelectionSelecting

the right candidateRejecting

the wrong candidate

Selecting the wrong candidate

Rejecting the correct candidate

POSITIVE OUTCOME

NEGATIVE OUTCOME

SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION

Proposed Recruitment and selection Policy for large Scale Organization: Selection

Shortlisting:Meet essential criteria

Undertaken By

Interview:Board of InterviewQuestion patternIntervierw stage


Skills Assessment Travel Reimbursement Appointment• Choice of candidate• Formal Offer


Confidentiality:1. Application Detail

2. Data Protection act

Documentation:1. Short term appoinment

2. Where only one person is suitable

3. When recruitment exercise Would be genius

Sources of Recruitment•Internal Sources

Internal Search

HRIS Intranet portalsNotice

boards Circulars

Sources of Recruitment•External Sources

External Search

Advertise-ments

Employee referrals

Educational institutions

Interested applications

Employment agencies

ORGANIZATION

Generate candidate pool via internal or external recruitment

methods

Vacant or New position occurs

Evaluate Candidates via Selection process

Impress Candidates

Make Offer

RECRUITMENT PROCESS

Proposed Recruitment and Selection policy of medium scale organizationControl the size

of applicant

s

Job fairs in their

recruitment.

Recruit from

campus.

Online cv-posting system

Non-management recruitment

Cv of applicants

sorting

Online database

development

Skip reference

Cultural behavior

test, achievemen

t test, aptitude

test

Age limitatio

n

Proposed Recruitment and selection policy for Small Scale Organization:

Policy & Purpose Scope

Proposed Recruitment and selection policy for Small Scale Organization:Recruitment and selection process

1. Identify need for an opening 2. Prepare a job description 3. Decide on specifications 4. Decide on the selection stages 5. Review resumes contained in company database

6. Create and publish a job posting 7. Receive applications 8. Proceed through all

selection stages 9. Run background checks if applicable

10. Select the most suitable candidate 11. Make an official offer

Proposed Recruitment and selection policy for Small Scale Organization: The evaluation of recruitment methods might include:• Number of initial enquiries received which resulted

in completed application forms. • Number of candidates at various stages of the

recruitment and selection process, especially those short-listed.

• Number of candidates recruited. • Number of candidates retained in the organization

after six months.

1. Job descriptions meet business requirements;

2. Candidates are assessed against consistent selection criteria at every stage;

3. The recruitment process is lawful;4. The candidate can be confident it is

a genuine job offer; and5. The process can be followed by all

stakeholders.

Five good reasons for having such a Recruitment and Selection policy are to ensure:

It is easier to go down a hillthan up, but the viewIs best from the top.Arnold Bennet

Initial screening

Completed application

Medical/physical examination if required (conditional job offer

Comprehensive interview

Employment test

Permanent job offer

Reject Applicant

Background Examination if required

Conditional job offer

Passed

Passed

Passed

Passed

Passed

Able to perform essential elements of job

Fail to meet minimum qualification

Failed to complete job application or failed job specification

Failed Test

Failed to impress interviewer and / meet job expectations

Problem encountered

Unfit to do essential elements of job

SELECTION POLICY

Proposed Recruitment And Selection Policy

Revocation of an offer:

Inaccurate

information

Non-eligible to

work

False or unsatisfac

tory

Does not accept until

deadline

Notified formally

Proposed Recruitment And Selection Policy

Forces Affecting Recruitment and selection policy

EXTERNAL FORCES

•Supply & Demand •Unemployment rate •Labour Market •Sons of soils •Political - Social Image

INTERNAL FORCES •Size of the firm •Cost Growth & Expansio

Its better not to select then selecting a bad candidate

OVERVIEWRecruitme

nt&

SelectionPolicy

RECRUITMENT

RecruitmentGoals

Attract the Qualified ApplicantsEncourage

Unqualified Applicants to self select themselves

out

Recruitment(2 way process)

Organization is looking for a

Qualified ApplicantsApplicants are also

looking for the Opportunities

Strategic Recruitment

Decisions

Internal Recruitment

Sources

Organizational Data

BaseJob Posting Promotions

& TransfersEmployee Focused

Employee Referrals

Re-recruit Former

Employee

External Recruitment

Sources

Colleges & Universities

Professional Organizatio

nsEmployee Leasing

Unsolicited Applications

Media Sources & Job Fairs

Placement Agencies

Internet Recruitment

SourcesJob Boards Employer

Web Sites

Recruiting Evaluation

Quantity of Applicants

Quality of Applicants Yield Ratio

Image of the

CompanyAttractiveness of Job

Internal Org. Policy

Recruitment Cost

Constraints on Recruiting

SELECTION

Basic Selection Criteria

Formal Education

Experience and Past

PerformancePhysical

Characteristics KSAPersonality

Characteristics

Other Characteristics

Selection process

• Initial Screening• Completed Application• Employment Test• Comprehensive

Interview• Conditional Job Offer• Background

Examination• Medical or Physical

Examination• Permanent Job Offer

Selection Methods

Testing Gathering informatio

nInterviews

TestingCognitive

Ability TestPersonality

TestPhysical

Ability TestIntegrity

Test Drug Test Work Sample Test

Information Gathering

Application Forms Resumes Biographica

l DataReference Checking

Defamation of

CharacterNegligent

Hiring

Interviews StructuredUnstructur

ed

Situational

Behavioral

Common Interviewing

Mistakes

Snap Judgments Halo Effect Horn Effect

NegativeEmphasis Cultural Noise Biases

Budgeting Regular vs. Flexible

Organizational vs.

OutsourcingInternal vs.

External

Management Quality Circle

RECRUITMENT

“If an HR person is trying to choose people for an organization, knowing their values is very important-if they are not consistent with the organization’s values they are not likely to stay very long.”

Professor, Roger Collins.

THOUGHT OF THE DAY

Questions?

Thank You

recruitment & selection

Recruiting & HR