Recruitment and Selection:

Hiring the Right Person

By: Hijrat ullah “MBA-HRM”

Learning Objectives At the end of this module, students

will understand the:

Methods used by organizations to recruit and select employees.

HR’s role in the recruitment and selection process.

Role of supervisors and peers in the recruitment and selection of team members.

2

Hiring the Right Person: Recruitment

RECRUITMENT The process of attracting individuals in

sufficient numbers with the right skills and at appropriate times to apply for open positions within the organization.

3

Recruitment Issues

Alternatives to recruitment: Outsourcing.

Contingent labor.

Part-time employees.

Overtime.

Costs of recruitment and selection:

4

Internal Environment Promotion from within:

Advantages: Promotion as a reward for good work. Motivational tool for other

employees. Disadvantages:

Lack of new ideas and creativity that may come from a new person.

Jealousy from those not promoted.

5

Internal Environment

Nepotism: Hiring relatives. Does your organization have a policy

on nepotism? May be discriminatory.. May create issues of favoritism.

6

External Environment

Labor market conditions:

Strong economy = difficulty hiring. Weak economy = too many applicants.

7

Internal Recruitment

Job Posting: The process of announcing job openings to employees. Job information must be made available to all employees.

Ensure minority workers

Employee cynicism occurs when there is not “equal” opportunity for open positions.

8

External Recruitment

Employment agencies.

Executive search firms.

Local advertising; newspaper, Multimedia

Internships.

College recruiting.

Walk-in candidates

9

.

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.

10

11

Selection Process

The Employment Application

Applications must include: Applicant information. Applicant signature certifying validity of information. Statement of employment at will, if permitted. Permission from the applicant for reference check.

12

Screening Interview

Usually conducted by telephone. Not done in all organizations. A few straight-forward questions. Can eliminate those less qualified early in

the selection process.

13

Selection Test

SELECTION TEST: Any instrument/Process that is used to make a decision about a potential employee.

14

Interviewing Candidates Team or individual interviewer?

Structured or patterned interview: Pre-set questions asked of all candidates.

Nondirective interview: Minimum of questions, not planned in advance.

Open-ended questions; interviewer follows the candidate’s lead.

Situational and problem-solving interview: Candidate describes how he or she would solve a problem.

Behavioral interview: Candidate describes how he or she responded to a specific

situation.

15

Background Verification and Reference Checks

The importance of checking: 40 percent of applicants lie about work

histories and educational backgrounds. 20 percent of applicants falsify

credentials and licenses. 30 percent of applicants make

misrepresentations on their resumes.

16

The Job Offer Making the job offer:

May be done by phone, letter or in person.

Make arrangements for further conditions: Physical exam and drug screen.

Discuss salary and benefits: Avoid quoting an annual salary.

Realistic job preview,

Verify employment eligibility

17

Reference

©SHRM 2008

18

Website: www.shrm.org/recruitment _and_Selection_Powerpoint_Fianl.ppt

19

Questions&

Answers