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RECRUITMENTAND
SELECTION
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AFTER STUDYING THIS CHAPTER YOU SHOULD BE ABLE TO:
Understand and Diferentiaterecruitment and selection.
Identiy the goals o recruiting.
Decisions involved in recruiting.
Explain the major recruitmentmethods and analyze theiradvantages and disadvantages.
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AFTER STUDYING THIS CHAPTER YOU SHOULD BE ABLE TO:
Efective selection process.
Methods in employee selection.
ppreciate varied contemporaryintervie!ing techni"ues used byintervie!ers.
Design intervie! orm and evaluationmatrix.
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BUSINESSOBJECTIVES
RECRUITMENT
JOBANALYSIS
Job
Description
Job
Specification
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RECRUITMENT
#he $rocess o generating a pool o "uali%ed
candidates or a particular job.
#he $rocess o discovering potential candidates.
OR
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RECRUITMENT GOALS
1
2
Attract the qualified Applicants
Encourage unqualifiedapplicants to self select
themselves out.
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RECRUITMENT IS A TWOWAY STREET
RECRUITMENT
Organia!i"n i#L""$ing %"r a
&'a(i)*+ A,,(i-an!#
A,,(i-an!# ar*
L""$ing %"r !.*P"!*n!ia(
E/,(a-*/*n!O,,"r!'ni!i*#
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EC UITMENT P OCESS
Organization
• New or Vacant Position occurs
• Generate candidate pool
• Evaluate Candidate
• Ipress Candidate• Ma!e O""er
Candidates
• Receive Education # C$oose Occupation
• %c&uire Eplo'ent E(perience
• Searc$ "or )o* openings
• %ppl' "or +o*s
• Ipress copan' duringselection
• Evaluate +o*s # copanies
• %ccept or Re+ect O""ers
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9
RECRUITING DECISIONS
HR PLANNINGDECISIONS
RECRUITINGDECISIONS
DECISIONS ONRECRUITING
SOURCES0METHODS
How man emploees needed
!hen needed
"SA#s needed
Special $ualifications
!here to recruit from %nternal & E'ternal
(ature of Job
Advertising )hoices
*ecruiting Activities
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STRATEGIC DECISIONS
FLEIBLE STAFFING
1 REGULAREMPLOYMENT
2 FULL3TIME OR PART3TIME
4 INDEPENDENTCONTRACTORS
5 PROFESSIONALEMPLOYERORGANI6ATIONS ANDEMPLOYEE LEASING
7 TEMPORARY WOR8ERS
9 SEASONAL EMPLOYEES
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SOURCES OF RECRUITMENT
INTERNALSOURCES ETERNALSOURCES
SOURCES OFRECRUITMENT
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In!*rna( R*-r'i!ingDa!a a#*
Pr"/"!i"n# an+ Tran#%*r#
J" P"#!ing ;Bi++ing
E/,("
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OURCES OF RECRUITMENT C"n!
INTERNAL SOURCESADVANTAGES DISADVANTAGES
Morale o $romotee
&etter assessment oabilities
'o!er cost or some jobs
Motivator or good
perormance
(auses a succession o
promotions
)ave to hire only at entry
level
Inbreeding
$ossible morale problems othose not promoted
*$olitical+ in%ghting or
promotions
,eed or management-
Development program
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OURCES OF RECRUITMENT C"n!
S-.""(# C"((*g*# ;Uni=*r#i!i*#
La"rUni"n#
M*+ia S"'r-*#
E/,("
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OURCES OF RECRUITMENT C"n!
ETERNAL SOURCES
ADVANTAGESDISADVANTAGES
,e! *blood+ brings ne!
perspectives
(heaper and aster than
training
$roessionals
,o group o political supporters
in company
May bring ne! industry insights
May not select someone !ho
!ill *%t+ the job or organization
May cause morale problems or
internal
(andidates not selected
'onger *adjustment+ or
orientation time
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+,
INTERNET RECRUITING METHODS
INTERNET RECRUITINGMETHODS
1 J" B"ar+#
2 E/,("
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INTERNET RECRUITINGMETHODS C"n!
ADVANTAGESDISADVANTAGES
(ost savings
#ime savings
Expanded pool o applicants
More un"uali%ed applicants
dditional !or or )/ staf
members
Many applicants are not
seriously seeingemployment
ccess limited or unavailable
to some applicants
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RECRUITING EVALUATION
s the goal o a goodrecruitment program is togenerate a large pool oapplicants rom !hich to
choose0 "uantity is a naturalplace to begin evaluation
In a cost1bene%t analysis toevaluate recruiting eforts0 costs
may include both direct costs2advertising0 recruiters3 salaries0
travel0 agency ees0 telephone4 andthe indirect costs 2involvement o
operating managers0 publicrelations0 image4.
&'an!i!< "%A,,(i-an!#
comparison o the number oapplicants at one stage o the
recruiting process to thenumber at the next stage.
In addition to "uantity0 the issuearises as to !hether or not the
"uali%cations o the applicant poolare su5cient to %ll the job
openings. Do the applicants meet job speci%cation and do they
perorm the jobs !ell ater hire6
&'a(i!< "% A,,(i-an!#
Yi*(+ Ra!i"E=a('a!ing
R*-r'i!ing C"#!#an+ B*n*)!#
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+9
RECRUITING EVALUATION C"n!
4>> A,,(i-an!#
1>> Fina(In!*r=i*?#
7> O@*r#
27 Hir*#
Ini!ia( C"n!a-!#0Fina(
In!*r=i*?Yi*(+ ra!i" 4:1
Fina( In!*r=i*?0O@*r#Yi*(+ ra!i" 2:1
O@*r#0Hir*#Yi*(+ ra!i" 2:1
U#ing Yi*(+ Ra!i"# !" D*!*r/in* N**+*+
A,,(i-an!#:
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CONSTRAINTS ON RECRUITMENT
I/ag* "% !.*C"/,an<
A!!ra-!i=*n*##"% J"
In!*rna(Organia!i"na(
P"(i-<
R*-r'i!/*n!C"#!
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BUSINESSOBJECTIVES
RECRUITMENT
JOB
ANALYSIS
SELECTION
Job
Description
Job
Specification
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SELECTION
1• #he $rocess o maing a *)ire+ or *,o
)ire+ decision regarding each applicant
or a job.
2
• 7election is the process o choosing"uali%ed individuals !ho are available to%ll the positions in organization.
Or
BASIC SELECTION
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BASIC SELECTIONCRITERIA
BASICSELECTIONCRITERIA
-ormal Education
E'perience /ast/erformance
/hsical )haracteristics
/ersonalit )haracteristics
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SELECTION PROCESS
Ini!ia( #-r**ning
C"/,(*!*+a,,(i-a!i"n
M*+i-a(0,.
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SELECTION METHODS
1 T*#!ing
2 Ga!.*ringIn%"r/a!i"n
4 In!*r=i*?ing
#he #hree most (ommon
Methods used are8
SELECTION METHODS C !
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SELECTION METHODS C"n!
#ests measure no!ledge0sill0 and ability0 as !ell asother characteristics0 such as
personality traits.
1 TESTING
TESTING TYPES
C"gni!i=*Ai(i!<T*#!
In!*gri!<T*#!
P*r#"na(i!< T*#!
Dr'gT*#!
P.
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SELECTION METHODS C"n!
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SELECTION METHODS C"n!
2 INFORMATIONGATHERING:
(ommon methods or gathering inormation includeapplication orms and r9sum9s0 biographical data0
and reerence checing.
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SELECTION METHODS C"n!
Application -orms *esumes
0iographical Data
*eference )hec1ing
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SELECTION METHODS C"n!
4 INTERVIEWS:
2he interview is the most frequentl used
selection method
%nterviewing occurs when applicants respond toquestions posed b manager or some other
organi3ational representative 4interviewer5.
2pical areas in which questions are posed
include education6 e'perience6 1nowledge of
7ob procedures6 mental abilit6 personalit6
communication abilit6 social s1ills
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SELECTION METHODS C"n!
T
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SELECTION METHODS C"n!
SITUATIONAL
INTERVIEW
• In which theinterviewer asksquestions aboutwhat the applicantwould do in ahypotheticalsituation
BEHAVIORAL
INTERVIEW
• In which thequestions focuson theapplicant’s behavior in pastsituations.
Uses a list opredetermined "uestions.
ll applicants are ased thesame set "uestions. #hereare t!o types o structured
intervie!s.
1 S!r'-!'r*+
In!*r=i*?#
Intervie!s-open ended"uestions are used such as
*#ell me about yoursel+
2 Un#!r'-!'r*+
In!*r=i*?#
• #his allo!s theintervie!er to probe and
pose diferent sets o"uestions to diferentapplicants.
S C O O S C
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SELECTION METHODS C"n!
CREATING STRUCTURED INTERVIEW
&UESTIONS
SELECTION METHODS C
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SELECTION METHODS C"n!
INTERVIEW&UESTION
SELECTION METHODS C !
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INTERVIEW EVALUATION
FORM
:ohinoor Mills 'td.
;ateen #elecom
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SELECTION METHODS C"n!