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What is RECRUITMENT?

Searching for, and obtaining, potential job candidates in sufficientnumbers and quality, and at the right cost, for the organisation toselect the most appropriate people to fill its jobs.

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Purposes

Increase size of applicant pool at minimum cost

Identify & prepare potential job applicants

Decrease early turnover of new hires

Increase individual/organisational effectiveness

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Recruitment planning

• Estimated no. of 

contacts needed

• Job specifications

Recruitment strategy development

• choosing reqd. applicant qualifications

• choosing recruitment sources andcommunication channels

•choosing the message : realism vs flypaper 

A Simplified Model of the Recruitment

Process

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Recruitment Activities

• Job posting

• Ads

•Other recruitment sources

• Follow up actions

• Record keepingScreening /

Selecting

employeesRecruitment Evaluation

• No. of jobs filled ?

• Jobs filled in timely?

• Cost per job filled ?

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Recruitment

Internal

Job Postings

Newsletters

Succession Planning eg.promotion

External

Advertising

Employment Agencies

Private agencies

Head hunters Campus

Referrals / Word of Mouth / UnsolicitedApplications

Internet

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Advantages of Internal Recruiting

Better assessment of (KSA)

Lower cost

Motivator for good performance

Hire at entry-level only Familiarity with organisation

Improved morale and security

Can identify long-term interests

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Disadvantages of Internal Recruiting

Inability to find appropriate people

Morale problems

Political in-fighting

Need for strong T&D programs

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Advantages of External Recruiting

Introduces new ideas and knowledge

Reduced need for training

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Disadvantages of External Recruiting

Problems of fit Morale problems for internals

Adjustment period

Relocation costs

Decreased incentive value of promotions

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Measuring past recruitment can help predict:

Timeliness of recruitment

Budget needed

Methods that yield greatest number of bestquality candidates

Assess performance of recruiters

Recruitment Evaluation 

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What is SELECTION? 

Selection is the process of gathering information for thepurposes of evaluating and deciding who should be hired,under legal guidelines, for the short and long term interests ofthe individual and the organisation.

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Steps in Selection Process

Screening of applications

Tests

Interviews

Reference Checks Medical Examination

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TESTS

Aptitude Achievement Personality

Mental

Mechanical

Job knowledge

Work sampleObjective

Projective

Situational

Tests

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Types of Interviews

Unstructured

Structured / Patterned

Panel

Group Behavioral (BDI)

Situational (SI)

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Problems with Selection Interviews

The selection interview is a subjective process and prone to:

unfairness

initial impressions

memory capacity of interviewers

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Staff ing System Components 

Applicant

(Person)

Organization

(Job)

Recruitment(identification & attraction)

Selection

(assessment & evaluation)

Employment

(decision making & final match)

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ORIENTATION or INDUCTION

a planned introduction of employees to their jobs, co-workers and the organisation

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WHY INDUCTION

Reduce the cost and inconvenience of early leavers

Increase commitment

Socialization

 Accelerate progress up the ‘learning curve’ 

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PLACEMENT 

The assignment or allocationof people to jobs in theorganization

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2 ways Placement can happen

Match 1 – looking for an individual for a specific job

Match 2 – looking for a job to match an individual

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Thank You