Recruitment, Selection, and Hiring

Recruitment

The process by which prospective applicants are attracted to apply to the company in order that their qualifications for present and anticipated vacancies can be evaluated through sound screening and selection procedure.

Danger Signals in RecruitmentThe recruitment officer should watch out for the following

in the applicants:• Stability on the job (Does the applicant intend to

remain long in the company?)• Job-hopping or frequent changing of jobs• Bad habits (Does the applicant gamble and/or drink

liquor excessively?)• His associates or gang (What kind of people does he

go with?)• Financial habits (Does he live beyond his means?)• Environmental factors• Absenteeism prone• Tardiness• Physical handicaps that may directly affect

performance.

1. Study the different jobs in the Company 2. Requisition for a new employee3. Recruit qualified applicants4. Sight-screen applicants5. Have application form filled out6. Select those who will undergo testing7. Check the applicants’ work experiences, school

records and personal references.8. Interview applicants9. Match the applicant with the job10. Do the final selection of the best qualified11. Have applicants undertake physical

examinations and secure security clearances12. Hire the chosen candidate

Procedures in Recruitment, Selection and Hiring

Systematic Approach to Recruitment and Selection

1. Defining the vacancy2. Attracting applicants3. Assessing Candidates4. Making the final decision

It answers a series of questions:

Who do we want? How can we attract them? How can we identify them? How do we know we have

got it right?

(Storey & Wright, “Recruitment & Selection”, In Beardwell & Holden, 2001)

Recruitment Methods

1. Informal personal contacts e.g. existing employees, informal grapevine, and speculative applications.

2. Formal personal contacts such as leaflets, job fairs, open days

3. Notice boards4. Advertising using tri-media

and internet5. External assistance

(Storey & Wright, “Recruitment & Selection”, In Beardwell & Holden, 2001)

Selection Techniques1. Interview2. Tests3. Assessment

Centres4. Job simulation /

work sampling5. References6. Other methods

(graphology and astrology)

Employment Tests

• Mental Alertness Test• Clerical Aptitude Test• Shop Arithmetic Test• Mechanical Aptitude Test• Space Relations Test• Proficiency Test• Vocational Interest Test• Dexterity and Manipulation Test• Personality Test

Model of Recruitment (Kochan and Barocci)

Organizational Stage Recruitment-Selection Function

Start-up Attract the best technical and professional talent

GrowthRecruit adequate numbers and mix of qualified workers; Manage succession planning and rapid internal labor market movements

MaturityLess emphasis on recruitment; encourage sufficient turnover to minimize layoffs and provide new openings.

Decline Little recruitment and selection; planning and implementing workforce reductions

Recruit qualified applicantsHave application form filled outInterview applicantsSelect those who will undergo testingRequisition for a new employeeMatch the applicant with the jobStudy the different jobs in the Company Have applicants undertake physical examinations

and secure security clearancesHire the chosen candidateDo the final selection of the best qualifiedSight-screen applicantsCheck the applicants’ work experiences, school

records and personal references.Procedures in Recruitment, Selection and Hiring

Self Check: Arrange the following steps for recruitment, selection and hiring

With the same grouping in the job design project, use the information gathered on job designs available in your chosen company/organization, create the following: Job Vacancy Advertisement

Include position availableMinimum qualifications Requirements to submitInstructions for applicantContact personSUBMISSION: POST THE MS WORD FILE/ PHOTO

SCREENSHOT ON THE FACEBOOK GROUP with your group’s members names on or before Jan. 10, 2013 (On time submissions will get additional 5 points)

Group Activity

Choose a partner and practice a job interview dialogue between a job interviewer and a job applicant. (Watch the link posted on the group for ideas)

JOB INTERVIEWER: Prepare at least 5-7 questions needed for you to recruit the correct person for the job you want to be filled.

JOB APPLICANT: Prepare possible answers to questions that may be asked during a job interview.

DEMO will be on Jan. 16, 2013

NOTE: You can group into three, however the output will be in the form of a video presentation, the third member will direct and record the conduct of the interview. Post the video output link on the fb group on or before Jan. 15, 2013.

Pair Activity (Demo on Jan. 16, 2014)