staffing- recruitment, selection, and placement

7/30/2019 Staffing- Recruitment, Selection, And Placement

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DEPARTMENT OF BUSINESS

ADMINISTRATION ANDENTREPRENEURSHIP, BAYERO

UNIVERSITY, KANO.

HUMAN RESOURCESMANAGEMENT

BES 4303



43 3

COURSE FACILITATORS:

DR. BALARABE A.

JAKADA

MUSA B. ABDULLAHI



STAFFINGRECRUITMENT,

SELECTION ANDPLACEMENT



Introduction

For an effective personnelmanagement, an organization musthave an accurate and contingent

information as to the number of people needed to perform various

jobs and the qualifications neededby these people for effectiveperformance of the jobs.



Definition

Staffing is one of thefunction of HRM for

identifying positions andvacancies and obtaining

the right personnel to fillthem.



Recruitment

This is concerned with the process of searching for prospective employeesand stimulating them to apply for

job(s) in an organization. In otherwords, it is the process of creating a

pool of applicants from which to selectwhen the need arises.



Sources of Recruitment

•There are two sources

of recruitment:1.Internal Sources

2.External Sources



Internal Sources

Reviewing of personnel records.Use of appraisal forms.

Recommendation from sectional head.

All these can generally be carried out inthe following ways:

a. Promotion b. Transfers c. Recalls fromLayoffs

d. Demotions; and e. Upgrading



External Sources

Unsolicited ApplicationWalk-in (Applicants)

Government Employment Agenciese.g. NDE, CSCs etc.

Private Employment Agencies e.g.

Management consultants etcAdvertisement or Solicited Application

Educational Institutions



External Sources

Employee

Recommendation orReferral

Aid and Labour Unions Professional Contacts



Consideration in Recruitment

o Cost of Alternative sourcesbetween internal and external,

solicited and unsolicited etc.o Candidate’s expectations based

on experienced andqualifications

o Organizational Policy



Consideration in Recruitment

Other considerations apart from thethree mentioned, are:

The nature of the labour market

The Labour Market Boundaries i.e.interaction of the forces of DD and

SS to affect prices of labour. Organization’s attractiveness

General Economic Conditions



Advantages

Internal Recruitment External Recruitment Saves time and

Costs.

Acts as a moralebooster toemployees.

Errors of Wrongselection areminimized.

Recruitment of newpotentials

Overcomeproblems of nepotism,favoritism, god-

fatherliness. Broaden the image

of the organizationoutside



DisadvantagesInternal Recruitment External Recruitment

Leeds to inbreeding Due to

manipulation andfraudulent acts,wrong people couldbe selected

Leeds to frustration

to some employeesthat are due forpromotion butdenied.

Selection Error mayoccur

It takes time to adjustto the new

environment It is costly and time

consuming

There might beantagonism betweenold employees andnew employees



THESELECTIONPROCESS



Introduction

The optimum utilization of each and everyemployee is essential if maximum job

satisfaction from the employee and

productivity for the organization are to beachieved. Once manpower standards areestablished and job’s specification written

together with the recruitment process,

then the SELECTION and PLACEMENTincluding transfers and promotions can

operate on a sound footing.



Definition

Personnel Selection is theprocess whereby applicants

are segregated into variouscategories according to their

acceptability foremployment



Importance of selection

Applicants who have beenselected carefully usually learn job

tasks easier.

They tend to become highproducers and are usually happy in

their jobs. It reduces the need for and the

cost of training and development.



SELECTION INSTRUMENTS

There are basically five majorselection instruments:

Application Blanks

Interviews

Physical Examination

Formal TestsAssessment Centre



Application Blank

Here, information needed from applicantscan be divided into:

Identifying information

Personal information Physical Information

Educational Qualification

Employment Experience

References

Comments and Remarks



Application Blanks

The main essence of

application blank is to testthe applicant’s abilities to

write, organize their

thoughts and to present

facts clearly and succinctly.



Interviews

This selection device enables the person

responsible for hiring to appraise directly theapplicant and his behavior. It provides acorrect sample of the applicant’s behavior,

motivation, and interpersonal skills. It has acombined effect of permitting theinterviewer to know more about theapplicant, his background, interests and

values, while also providing an opportunityfor the applicant to know more about theorganization and the job.



Types of interview

Depth or Unstructured

Interview Patterned or Structured

Interview Stress Interview



Advantages of Interview

It is the most flexible tool of selection andas such it can be used for many different

types of jobs and people. It can emphasize

on the applicant’s formal qualification orseek to measure his personality. E.g.Personnel Manager may seek to assess

personality while the line manager maylook for technical ability and experience.



Shortcomings of Interview The interviewers may be ill-prepared for the

interview in terms of knowing about theorganization, the job, and questions that willbring-out the suitability or otherwise of the

applicant. Tendency to ask overlapping questions and ignore

others that they should have asked.

Halo-effect

Contrast effect

Order effect



Interview- Non Verbal

Components

Another important aspect of interview is the non-verbal

components i.e. The part not saidwith words like body movements,gestures, eye contact, and physical

appearance. Often interviewers putmore importance on the non-verbalcues than the verbal



Guides for Conducting Interview

The interviewer should listen to the candidate in apatient and friendly but intelligently criticalmanner.

The interviewer should not display any kind of authority.

The interviewer should not give advice or moraladmonition.

The interviewer should not argue with thecandidate



Guides……………….

The interviewer should put the applicantat ease.

Ask specific questions

Never criticized or register disapproval

of what the candidate says or does.

Use pauses to let the candidate saymore, resist talking during the pauses to

give him time to reflect



Guides……….

Ask the question and then

stop talking let the candidatedo the structuring.

Give the candidate adequate

information about the jobs andthe organization



Physical Examination

This type of assessment

measures the physical fitnessof prospective employee to a

particular job. E.g. a person

with a defective eye sight willnot make a good driver etc.



FORMAL TESTS

Tests provide a more objective

means of measuring ability of

uncovering qualities and talentsthat would not be detected by

interviews or by filling applicationblanks or even by physical

examination.



TYPES OF FORMAL TESTS

Performance Test

Intelligence Test

Aptitude Test Personality Test



ASSESSMENT CENTRES

This is a series of three to four

exercises that are aimed at

processing candidates. Theinstruments used in processing

include such things as depthinterviews, personality and

intelligence tests, etc.



PLACEMENT



Placement

Placement is the

matching of theindividual’s skill,knowledge, ability,personality, and interestwith the job.



INDUCTION OR ORIENTATION

Before an individual gets integrated intothe main stream of the organization’s

work, an orientation or induction session isusually done to help introduce to the new

entrants what the organization is and isdoing, what they can benefit from theorganization and what the organization

can benefit from them (rules, regulations,policies, practices, introduction tocolleagues etc.



Reasons for Induction or

Orientation

New employee feel secured in his job andthe environment

Eradicate misconception because he will

have his questions answered andproblems discussed.

Help new employees adjust to their new

environmentContributes to safety

Rules and Regulations are made known



Requirements of a good

Orientation ProgrammeThe organization- History, present

position etc.

Products or Services Produced

Canteen Services

Employment Conditions

Relationship with othersTheOrganization’s Structure

Committees in Existence and Roles



……………Orientation

Union Membership Check off

Grievance Procedure

Going Round the factory/plantand introduction to the differentunits

Safety Rules and Regulations aswell as use of safety device



General Guidelines

Too much emphasis should not be given towhat an employee should not do, this isbecause despite the fact that it is the mostlogical way of making him acquaint with

the organization’s rules and regulations,over emphasizing the don’ts would tend togive the programme a negative turn. It is

better to make the employee understandthe significance of the rules because thiswill encourage him to abide by them



THE ENDTHANK YOU

staffing- recruitment, selection, and placement

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