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Recruitment and Selection
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Introduction
Recruiting
± Once an organization identifies its human
resource needs through employmentplanning, it can begin the process of
recruiting potential candidates for actual
or anticipated organizational vacancies.
± It brings together those with jobs to fill
and those seeking jobs.
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Definition
DeCenzo and Robbins:
it is the process of discovering potential
candidates for actual or anticipatedorganisational vacancies.
Edwin Flippo:
it is the process of searching for prospectiveemployees and stimulating and encouraging
them to apply for jobs in an organisation.
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Sources of Recruitment
Internal Sources:
± Promotions
± Transfers ± Job postings
± Recall of retired and ex-employees
± Employee referrals
± Skills inventories
± HRIS
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Continued.
Advantages of Internal Source: ± Familiarity
± Saving on costs and time
± Greater motivation
± Morale
± Reduced employee turnover ± Loyalty and commitment
Limitations: ± Fresh talent
± Restricted choice
± Unavailability of talent
± Favoritism
± Discontent
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Continued
External Sources: ± Campus recruitment
± Advertisements
± Employment agencies ± Employee recommendations
± Professional bodies
± Deputation
± Poaching
± Unsolicited or casual applications
± E-recruitment/online recruitment
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Continued
Advantages of Internal Source:
± New talent and approach
± Wider choice
± Maintain balance
± Start-ups
Limitations:
± Expensive
± Time consuming
± Affects morale
± Training and orientation
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Selection ² the process by which an
organization chooses from a list of
applicants the person or persons who
best meet the selection criteria for the
position available, considering current
environmental conditions
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Definition
Dale Yoder:
it is the process in which candidates for
employment are divided in to twoclasses- those are to be employment
and those who are not.
Thomas Stone:it is the process of differentiating
between applicants in order to identify
and hire those with a greater likelihood
of success on the ob.
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Internal Environmental FactorsInfluencing Selection
Organization characteristics that can
influence the selection process:
± Size ± Complexity
± Technological ability
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External Environmental FactorsInfluencing Selection
Government employment laws and
regulations
Size, composition, and availability of
local labor markets
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The Selection Procedure
Final Selection
Reference Checks
Medical Examination
Employment interview
Selection test
Application blank
Preliminary interview
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Preliminary Interview
It is the first step in the selection procedure
Objectives of this interview is to discard those
candidates who are totally unqualified for the job
Candidates who seem suitable are given
application blanks to fill
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Application Blanks
Purposes of Applications
± Record of applicants interest in the job
± Provides a profile of the applicant
± Basic record for applicants who are hired
± Helps in formulation questions for the interview
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Sample Applicat ion Form
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Sample Application Form (contd)
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Selection Tests
Mechanism that attempts to measure certain
characteristics of individuals,
Types of tests ± Aptitude
± Ability
± Interest
± Personality
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Employment Interviews
It serves three purposes:
± It is an opportunity to obtain additional
information about the candidate and determine
his suitability for the job
± It provides information to the candidate about
the organization, the specific job for which he
has applied and personnel policies
± It helps to establish a friendly relationships withthe candidate and motivate suitable candidates
to join the organization.
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Continued
Interviews involve a face-to-face meeting with the
candidate to probe areas not addressed by the
application form or tests
Two strategies for effective use of interviews:1. Structuring the interview to be reliable and valid
2. Training managers on best interview techniques
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Continued
Types of Interviews:
Unstructured interview
Structured interview
Behavioral Interviews
± Candidates are observed not only for what
they say, but how they behave.
± Role playing is often used.
Stress Interviews.
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Medical Examination
It helps to determine whether the candidate is
mentally and physically fit to perform the job.
It prevents employment of employeessuffering from contagious diseases.
It saves expenditure that the organization may
have to incur for medical treatment of the
candidate.
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Final Selection
Formal Education
Experience and
Past Performance
Physical
Characteristics
Personal
Characteristics andPersonality Type
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Use of Group Discussions in
Selection
It is an important selection tool.
It involves a free exchange if ideas among
group members of the group
The number of participants varies but
typically from 8-15 people
The usual time for a GD is between 20-30
minutes GD is useful for assessing:
± Social Skills
± Intellectual Skills
± Attitudes
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Questions????Questions????
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Definition
It is the process of receiving and welcoming
employees when they first join the company
and giving them the basic information they
need to settle down quickly and happily start
work.
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Objectives of Induction
Smooth entry
Favorable attitude
Quick adjustment Reduce employee turnover
Increasing commitment
Understand organizational norms Develop relationships
Other relationships
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Contents of the induction
program
Information about the organization
Learning arrangements and opportunities
Performance management processes
Health and safety
Conditions of service
Pay and benefits
Policies, procedures and workingarrangements
Trade unions and employee involvement