Recruitment and Selection Presentation.pdf

Introduction to Recruitment and Selection

1. Introduction to
Recruitment
and
Selection

2. 1
Explain the importance and difference of
recruitment and selection.
2
Explain the importance of HR works in unison
with other units in the organization.
3
Explain and discribe the professional bodies
who are involved in recruitment and
selection.
4
List and describe the ethical issues involved
in recruitment and selection practices.
Explain how these issues can be addressed.
LEARNING
OBJECTIVES

3. 7 Core HR Function
HUMAN RESOURCE
MANAGEMENT
The Human Resources Department is a group who is responsible for
managing the employee life cycle inside an organization or company
1. Recruitment and Selection
2. Training and Development
3. Performance Management
4. Employee Relations
5. Employment Law and Compliance
6. Compensation and Benefits
7. Administration, Payroll and HR
Systems

4. RECRUITMENT AND
SELECTION

5. RECRUITMENT
The process of searching and obtaining a pool of potential candidates
with the desired knowledge, skills and experience to allow an
organization to select the most appropriate people to fill job vacancies
against defined position description and specification
SELECTION
the action or fact of carefully choosing someone or something as being
the best or most suitable.

6. RECRUITMENT AND
SELECTION
A process of pooling potential
candidates with the possible
knowledge and skills and choosing
from the pool of candidates by
using specific instrument that will
succeed in the job given
management goals and legal
requirements.

7. ,
,
,
,
,
PROCESS OF ACQUISITION
HR Plan
Job Analysis
Recruitment
Selection
Placement

8. The Benefits of Hiring the
Right Person
The Cost of Bad Hire
1. Negative impact on workforce
performance
2. Recruitment advertising fees and
staff time
3. Disruption that leads to project
incompletion
4. Relocation and training fees for
replacement hires
5. Outplacement Services
6. Lost Customers
7. Weakened Employer Brand
8. Litigation Fees
1. Exceptional Work Output
2. Lower Training Cost
3. More Ideas
5. Loyalty
6. Happier Team Members
4. Role Models

9. • Selective Perception
• Self Centered Bias
• Early Information Bias
• Stereotyping
Perceptions in Recruitment
and Selection

10. ATTRACTING CANDIDATES
Attracting candidates is primarily a matter of identifying,
evaluating, and using the most appropriate sources for getting
applicants

11. 12 RECRUITMENT METHODS TO ATTRACT TOP
CANDIDATES
©Emi Labs
• Promote within your organization.
• Share your job posting on job boards.
• Advertise job opening at a college or
job fair.
• Advertise directly.
• Tap into talent pool databases.
• Leverage artificial intelligence.
• Utilize social channels.
• Recruit passive candidates.
• Opt for video interviews.
• Offer internships or
apprenticeships that lead to full-
time jobs.
• Host recruiting events.
• Spread the word.

12. WHAT MAKES AN
ORGANIZATION ATTRACTIVE ?
Symbolic Attributes
Inferences that applicants make about the characteristics of
organization.
These are often subjective and intangible. (i.e. friendliness of
people in company)

13. WHAT MAKES AN
ORGANIZATION ATTRACTIVE ?
Instrumental
Attributes
Attributes that are utilitarian and functional qualities.
These are objective, physical and tangible characteristics that
pertains to the organization or the job.

14. GOOD SELECTION PRACTICES
• Detailed job description and job specification prepared in advance
and endorsed by personnel and line management.
• Trained Selectors
• Determined tools to be use for selection
• Check competency of recruitment specialist
• Involve line managers at all stage
• Validate procedures
• Help the appointed candidate to succeed by training and development
management

15. THE IMPORTANCE OF
RECRUITMENT
1. Determine the present and future requirements for manpower
planning and job analysis activities.
2. Increase success rate of selection process by eliminating under-
qualified and over-qualified applicants
3. To reduce recruitment cost that may arise as a result of poor
selection
4. Increase organizational effectiveness by employing qualified and
competent hands that can meet the requirements of the organization
5. Identify and prepare potential job applicants
6. Evaluate effectiveness of different recruitment techniques

16. RECRUITMENT GOALS
1. Attract the qualified applicants
The primary goal of recruitment is to select qualified applicants that
possess necessary knowledge and skills that will fill the positions
needed in organization.
2. Encourage unqualified applicants to self-select themselves out
Encouraging unqualified applicants would help the company save
time and resources since recruiters will only chose from the qualified
applicants who undergo pre-screening process.

17. 1 Vacancy on new position
2
Evaluate candidates via selection
process
3
Generate candidate pool through
internal or external recruitment
method
4 Impress candidates
5 Make offer
RECRUITMENT
PROCESS
Organizations

18. 1
Receive education and choose
education
2 Search for job opening
3
Acquire employment and
experience
4
Apply company during selection
process
RECRUITMENT
PROCESS
Applicants

19. 5 Impress company during selection
6 Evaluate jobs and companies
7 Accept or reject job offer
RECRUITMENT
PROCESS
Applicants

20. Different Career Path
Towards and Professional
Association Involved in
Recruitment and
Selection Practices

21. Recruitment Specialist
Responsible for screening, interviewing and placing workers, as
well as keeping up to date on local hiring laws and regulations
Knowledge of hiring law is vital
Recruitment Assistant
In charge of finding the most qualified candidates for job
opening
They work closely with recruitment specialist and recruitment
managers and provides support services
Their duties may include administrative task and also specific
recruitment and activities

22. Recruitment Manager
Managers are fully responsible for the recruitment
development of the recruitment process and the
implementation of recruitment innovation
Manages and lead the recruitment process and the overall
utilization of the recruitment
Recruitment Supervisor
Supervises the activities of the employment department
Oversees a companies recruiting program policies and
procedures
Typically reports to a manager or head of a unit or department

23. KEY RESPONSIBILITY OF
RECRUITMENT MANAGER
Designs, develops and maintain the recruitment process in organization
Designs the selection matrix for choosing the optimum recruitm channel
and recruitment source
Explores the market best practices in the recruitment and staff and
implement appropriate best practices in the organization
Builds a quality relationship with the internal customers and external
recruitment agencies
Monitors and constantly reduces the costs of the recruitment process

24. KEY RESPONSIBILITY OF
RECRUITMENT MANAGER
Sets the social media communication strategy for different job
profiles and functions in the organization
Conducts job interviews for the managerial job positions for key jobs
in the organization
Monitors the labor legislation and implements required changes to
keep the process compliant
Manages and develops the team of HR Recruiters
Acts as a single point of contact for managers reganding recruitment
topics
Designs training recruitment for HR Recruiters and line managers

25. Flexible Description
Regular Employment
Regular employment is
continuous, predictable and
scheduled employment of six
month or longer.
Full-Time
Consist of regular schedule with
40 hours a week.
Strategic Recruiting Strategy

26. Flexible Description
Part Time
Consist of regular schedule 40
hours below a week.
Contractual
Performs service which
employment is based on contract
and usually below six months.
Strategic Recruiting Strategy

27. Flexible Description
Independent Contractors
Performs specific service on a
contract basis used in a number
of areas.
Temporary Workers
This is based on the concept of
try it before you buy. Such firms
supply workers on a rate per day
per week basis.
Strategic Recruiting Strategy

28. Flexible Description
Seasonal Employee
Seasonal employees are hired to
work on a part time basis by
companies need extra help
during a particular season
typically Christmas season.
Strategic Recruiting Strategy

29. ETHICAL RECRUITMENT
BEST PRACTICES
Removing any unconscious bias
triggers (names, addresses etc) from
application
Ensuring every job description is
inclusive and non-gendered
Providing reasonable
accommodations for job candidates
with disabilitie
Conducting structured interviews
Offering structured skills-
based assessments
Providing tangible feedback to
every candidate
Ensuring compliance with
employment laws

30. Sources of
Recruitment
Internal
Sources
External
Sources
Employees are recruited
from OUTSIDE the
organization
Employees are recruited
from WITHIN the
organization

31. Sources of
Recruitment
Internal
Sources
External
Sources
Present
Employee
Employee
Referrals
Former
Employee
Previous
Applicants
Employment
Exchanges
Advertisement
Employment
Agencies
Professional
Association
Campus
Recruitment
Deputation
Word-of-
mouth
Raiding

32. Internal Sources
Pros Cons
Reduce time to hire
Shorten time to hire
Cost less
Strengthen employee
engagement
Create resentment among
employees and managers
Leave gap in the existing
workforce
Limit your pool of applicants
Result in inflexible culture

33. External Sources
Draw upon a wider range of talent and provide the opportunity to bring
new experience and ideas into the organization, enhancing creativity
and innovation
Bring in an opportunity to acquire new skills and competencies not
found in the organization
Enables the organization to hire people with knowledge of competitors
secret-an easy through arguable dubious way conducting competitive
intelligence gathering
Pros

34. External Sources
Cons
Usually more costly to hire from outside
The outsider may not fit into the organization's culture
The newly hired employee outside could be less effective in actual job
than what appears in the paper
Take longer time to get acclimated to the job and to the organization's
culture
May demoralize employee who did not get the promotion and
adversely affect their commitment levels

35. Sources of
Applicants

36. Employee Referral
Job opportunities are often not advertised, and few only know about
hidden job vacancies. Yet the positions continually filled regularly
through referral. Most of the companies implement employee referral
program wherein they give token to employee who can refer qualified
applicants. Satisfied employees attract talented applicants
Word of Mouth
Word of mouth in recruitment is defined as an interpersonal
communication, independent of the organization's recruitment
activities .

37. Advertising
Advertising plays a key part in recruitment process which helps reach
large number of qualified applicants.
Government Job
Services
This are government offices to carry out equal employment
opportunities free of charge.

38. College University
Placement Office
Many colleges and universities provide valuable facilities and resources
to help students and alumni in searching for jobs. Companies can take
advantage by coordinating with the college of universities in charge of
placement.
Posting Job
Announcement on
Bulletin Board
Posting job announcements on company's bulletin boards would also
attract passers and employees to fill out certain positions.

39. Executive Search
Firms
A specialized recruitment service used to source candidates for senior,
executives or highly specialized positions in organization.
The Internet
Is widely use in sourcing and searching for pre-qualified applicants.
The immediate goal of internet recruiting is to find individuals that a
recruiter or company can present to hiring managers for the purpose of
employment.

40. Recommendations
from Current
Employees
Some employers encourage their employee to refer or recommend
someone they know who is qualified for the vacant positions and has
the ability to perform particular task or functions.
Job Fairs
Is an event in which recruiters, employers, schools give information to
possible employees. Job seekers usually attend this while trying to
make good impression to potential employers by speaking face to face
with one another and asking questions in attempt to get a good feel on
the work needed.