RECRUITMENT & SELECTION

LECTURE 5
PART ONE
Lecturer: Sara Aslam
Fall 2011
Kinnaird College For Women

WHAT IS RECRUITMENT?
Process of Attracting the best qualified
individuals to apply for a given Job

Human Resource Management

Instructor: Sara Aslam

STAGES OF RECRUITMENT PROCESS

Identify and define the requirements (Job descriptions,
job specifications)

Attract potential employees through Advert

Use selection Methods to

identify the best candidate

Appoint
(Followed by induction training)
Human Resource Management
Instructor: Sara Aslam

RATIONALE FOR RECRUITMENT & SELECTION

Staff departures (e.g. retirements, sackings,
resignations)
Changes in business requirements (e.g. new products,
markets expanded operations)
Changes in business location (a relocation often
triggers the need for substantial recruitment)
Promotions

Human Resource Management

Instructor: Sara Aslam

RECRUITMENT METHODS

Internal Recruitment
This refers to the filling of job vacancies from within
the business - where existing employees are selected
rather than employing someone from outside.

A business might decide that it already has the right

people with the right skills to do the job, particularly if
its training and development programme has been
effective.

Human Resource Management

Instructor: Sara Aslam

HOW IS IT DONE?
Internal vacancies are usually advertised within the
business via a variety of media:
Job-postings through Staff notice boards, Intranets
in-house magazines / newsletters.

Skill inventories (HR Audit)

Human Resource Management

Instructor: Sara Aslam

ADVANTAGES OF INTERNAL RECRUITMENT

Gives existing employees greater opportunity to
advance their careers in the business.
May help to retain staff who might otherwise leave.
Requires a short induction training period.
A reduced risk of selecting an inappropriate
candidate
Usually quicker and less expensive than recruiting
from outside

Human Resource Management

Instructor: Sara Aslam

DISADVANTAGES OF INTERNAL RECRUITMENT

Limits the number of potential applicants for a job
External candidates might be better suited / qualified
for the job
Another vacancy will be created that has to be filled
existing staff may feel they have the automatic right to
be promoted, whether or not they are competent.

Human Resource Management

Instructor: Sara Aslam

EXTERNAL RECRUITMENT
This refers to the filling of job vacancies from outside
the business (contrast with internal recruitment). Most
businesses engage in external recruitment fairly
frequently, particularly those that are growing strongly,
or that operate in industries with high staff turnover

Human Resource Management

Instructor: Sara Aslam

WAYS

OF LOOKING FOR STAFF OUTSIDE THE

BUSINESS
1- School and College Recruiting:
- A usual practice adopted by the organisations for
entry level or internal training level jobs.

- HR manager is sometimes selective about the

institution.

Human Resource Management

Instructor: Sara Aslam

CONTD
2- Recruitment Agencies:
- These businesses specialise in recruitment and selection.
- They often specialize in recruitment for specific sectors
(e.g., finance, travel, secretarial).
-They usually provide a shortlist of candidates based on the
people registered with the agency.
- They also supply temporary or interim employees.
The main advantages with using an agency are:
The specialist skills they bring and the speed with
which they normally provide candidates.
They also reduce the administrative burden of recruitment.
Human Resource Management
Instructor: Sara Aslam

CONTD
3- Head-hunters/ Recruitment consultancies
(Rozee Pk)
"Upmarket" recruitment agents who provide a more
specialised approach to the recruitment of key
employees and/or senior management. They tend to
"approach" individuals with a good reputation rather
than rely on long lists of registered applicants - often
using privileged industry contacts to draw up a short
list. The cost of using a headhunter or recruitment
consultant is high.

Human Resource Management

Instructor: Sara Aslam

CONTD
4- Job centres
Government run agency - good for identifying local
candidates for relatively straightforward jobs.
The job centre service is free to employers and is most
useful for advertising semi-skilled, clerical and manual
jobs.
Government Funded Training Schemes
The advantage of these schemes is that government
funding lowers the cost of employment. However,
relatively few employment requirements are covered
by these schemes.
Human Resource Management
Instructor: Sara Aslam

CONTD
Advertising
Probably the most common method.
Advertising
allows the employer to reach a wider audience.
The choice of advertising media (e.g. national
newspaper, internet, specialist magazine etc)
depends on the requirement for the advert to
reach a particular audience and, crucially, the
advertising budget.

Human Resource Management

Instructor: Sara Aslam

ADVERT CHARACTERISTICS
Accurate - describes the job and its requirements
accurately
Short - not too long-winded; covers just the important
ground
Honest - does not make claims about the job or the
business that will later prove false to applicants
Positive - gives the potential applicant a positive feel
about joining the business
Relevant - provides details that prospective applicants
need to know at the application stage (shiftworking required; Skill/ qualifications required)

Human Resource Management

Instructor: Sara Aslam

CHOICE OF MEDIUM

What kind of advertising medium should be chosen? The following

factors are relevant:
Type of job: senior management jobs merit adverts in the national
newspapers and/or specialist management magazines (e.g. the
Economist, Business Week). Many semi-skilled jobs need only be
advertised locally to attract sufficient good quality candidates
Cost of advertising: National newspapers and television costs are
significantly more than local newspapers etc
Readership and circulation: how many relevant people does the
medium reach? How frequently (e.g. weekly, monthly, annually)
Is the target audience actually only a small fraction of the total
readership or Viewer ship?
Frequency: how often does the business want to advertise the post.
Human Resource Management
Instructor: Sara Aslam

ADVANTAGES OF EXTERNAL RECRUITMENT

These are mainly the opposite of the disadvantages of

internal recruitment. The main one being that a wider
audience can be reached which increases the chance
that the business will be able to recruit the skills it
needs

Human Resource Management

Instructor: Sara Aslam

REVOLUTIONARY METHODS

Internal referral program: employees refer their

friends and relatives for a job.

Results:
Reduces costs

Human Resource Management

Instructor: Sara Aslam

E- RECRUITMENT
Advancement in technology has caused recruitment
and selection process to be faster and easier.
E- mails have replaced ordinary post
Electronic CVs has expedite the process by optical
character recognition (OCR)
Online recruitment sites include job sites, agency sites
and different media sites
Job postings on the company website

Human Resource Management

Instructor: Sara Aslam

Thank You