Lecture No. 4
Saturday February 9, 2013
Recruitment
Definition : The process of seeking
and attracting a pool of qualified
applicants from which candidates for
a job vacancies can be selected.
The basic goal of recruitment is to
locate, at least cost, qualified
applicants who will remain with the
organization.
Challenges of Recruitment
Organizational policies
Human resource plans
Recruiter Habits
Environmental Conditions
Job Requirements
Costs
Incentives
Recruitment Process
The recruitment process has two
main objectives namely to attract the
attention of the suitable candidate
and to build a positive image of the
corporation.
Recruitm
ent
Process &
Selection
Initial Screening
Initial screening minimizes the time the HR Department
must spend during the selection process by removing
obviously unqualified or undesirable applicant.
Application Bank
An application bank is a formal record of an individuals
application for employment. The information obtained
from a completed application bank is compared to the
job specification to determine whether a potential
match exists between the organizations requirements
and applicants qualification.
Pre-employment Testing
General knowledge
Psychometric
Computing
Interview
The purpose of the interview is to determine three
things about the applicant, namely:
Does the applicant have the ability to perform the job?
Will the applicant be motivated to be successful?
Will the applicant match the needs of the organization?
Format of interview:
Unstructured interview
Structured interview
Mixed interview
Behavioral interview /Stress interview
Background Checks
Checking the background of prospective
employees has become increasingly necessary.
Such an investigation in called a reference
check.
There are several methods of checking
references:
The HR specialist can personally visit previous
employers or friends of the applicant.
Check the references by mail.
Through telephone call.
The use of outside services (agents).
Asking previous employers, co-workers &
supervisors.
Medical Exam
A job offer is usually made contingent on the
applicants passing a medical exam. The process
normally consists of a health checklist that asks
the applicant to indicate health information. If the
answers provided cause any doubt about the
candidates overall fitness, it will be supplement
with a physical examination by a physician or
company doctor. Physical examinations can also
include drug and alcohol testing.
Internal Recruitment
Methods
Computerized Record System
Job Posting
Succession Planning
External Recruitment
Methods
Advertising
News Papers ; emails; TV; Internet
Recruitment Consultancies:
agencies.
Employee Referrals:
employees.
University Recruiting:
Recruitment Internal
Sources
Advantages
Organization has more
knowledge of candidates
strengths and weaknesses.
Candidates already knows
the organization.
Employee morale and
motivation are enhanced.
Organization's return on
investment in training and
development is increased.
Can generate a succession
of promotions.
Disadvantages
Employees maybe
promoted beyond
their level of
competence.
Other employees
morale can get
affected.
Excellent training and
development
programs are
necessary.
Recruitment External
Sources
Advantages
Disadvantages
Selection
Selection is the process of choosing one
person from a number of applicants that
would, according to the judgment of the
recruiter, be most able to meet the
performance requirements of the job.
Selection is usually seen as a negative
process during which applicants are not
selected for a specific position, it should
rather be seen as a positive process with the
purpose of selecting the most suitable
candidate for the job.
Where As
Selection is about choosing among the job
candidates as who is most likely to perform well
on the job, through a fair and accurate
assessment of the strengths and weaknesses of
applicants.