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Before
knowing
the
methods,
we
must
understand
the
meaning
of
recruitment
and
another term selection.
RECRUITMENT
HUMAN RESOURCE
MANAGEMENT
BUSINESS
OBJECTIVES
HR PLANNING
JOB
ANALYSIS
JOB
SPECIFICATION
JOB DESCRIPTION
RECRUITMENT
RECRUITMENT
The Process of generating a pool of qualified
candidates for a particular job.
OR
RECRUITMENT GOALS
1
Attract the Qualified Applicants.
2
Encourage Unqualified Applicants to
self-select themselves out.
RECRUITMENT IS A TWO
WAY STREET
Organization is
Looking for a
Qualified Applicants
RECRUITMENT
Applicants are
Looking for the
Potential
Emplacement
Opportunities
RECRUITMENT PROCESS
ORGANIZATION
CANDIDATE
Make Offer
STRATEGIC RECRUITING
DECISIONS
HR PLANNING
DECISIONS
STRATEGIC
RECRUITING
DECISIONS
DECISIONS ON
RECRUITING
SOURCES/METHOD
S
Where
to
Recruit:
Internal/External
Who to Recruit: Flexible
Staffing
Options
Nature of Job Requirements
Advertising Choices
Recruiting Activities
SOURCES OF RECRUITMENT
SOURCES OF
RECRUITMENT
INTERNAL
SOURCES
EXTERNAL
SOURCES
SOURCES OF RECRUITMENT
Job Posting &
Bidding
Promotions and
Transfers
INTERNAL
SOURCES
Employee
Referrals
Re-recruiting former
Employees & Applicants
Internal Recruiting
Data base
DISADVANTAGES
Morale of Promotee
Inbreeding
Better assessment of
abilities
Lower cost for some jobs
Motivator for good
performance
Causes a succession of
promotions
Have to hire only at entry
level
EXTERNAL
SOURCES
Labor
Unions
Media Sources
Employment Agencies
ADVANTAGES
New blood brings new
perspectives
Cheaper and faster than
training
Professionals
in company
Longer adjustment or
Organization already
orientation
time
INTERNET RECRUITING
METHODS
1. Job Boards
2. Employer
Web Sites
INTERNET RECRUITING
METHODS Cont . . .
DISADVANTAGES
ADVANTAGES
Cost savings
Time savings
members
Many applicants are not
seriously seeking
employment
Access limited or unavailable
to
some applicants
RECRUITING EVALUATION
Quantity of
Applicants
Yield Ratio
Quality of
Applicants
Evaluating
Recruiting Costs
and Benefits
100 Final
Interviews
Final Interview/Offers
(Yield ratio = 2:1)
50 Offers
Offers/Hires
(Yield ratio = 2:1)
25 Hires
CONSTRAINTS ON RECRUITMENT
Image of the Company
Internal Organizational
Policy
Recruitment Cost
BUSINESS
OBJECTIVES
HR PLANNING
JOB
ANALYSIS
JOB
SPECIFICATION
JOB DESCRIPTION
RECRUITMENT
SELECTION
SELECTION
Or
BASIC SELECTION
CRITERIA
Formal Education
BASIC
SELECTION
CRITERIA
Physical Characteristics
Personality
Characteristics
SELECTION PROCESS
Fail to meet minimum
qualification
Failed to complete job
application or failed job
specification
Failed Test
Initial screening
Passed
Completed
application
Passed
Employment test
Passed
Comprehensive
Failed to impress interview
interviewer and /
meet job
expectations
Background
Examination if
Problem
required
encountere
d
Reject
Applicant
Unfit to do
essential
elements of job
Passe
d
Passed
Medical/physical
examination if required
(conditional job offer
Able to
perform
essential
elements of job
Permanent job
Conditional
job offer
SELECTION METHODS
The Three most Common
Methods used are:
TESTING TYPES
Cognitive
Ability
Test
Personal
ity Test
Physical
Ability
Test
Integrity
Test
Drug
Test
Work
Sample
Testing
2. Physical Ability
Testing
It measures the
learning,
understanding, and
ability to solve
problems. e.g.
Intelligence Tests.
It assesses muscular
strength,
cardiovascular
endurance, and
coordination.
TESTING
TYPES
3. Personality
Testing
It measures the
patterns of thought,
emotion, and behavior.
6. Drug Testing
TESTING
TYPES
5. Work Sample
Testing
Measures performance
on some element of
the job.
Normally requires
applicants to provide
required sample that
is tested for illegal
substances.
2.
INFORMATION
GATHERING
:
Common methods for gathering information include
application forms and rsums, biographical data,
and reference checking.
Biographical
Data
Reference
Checking
3.
INTERVIEWS:
The interview is the most frequently
used selection method.
Interviewing occurs when applicants
respond to questions posed by a
manager
or
organizational
some
other
representative
(interviewer).
Typical areas in which questions are
posed include education, experience,
knowledge of job procedures, mental
ability, personality, communication
ability, social skills.
1. Structured
Interviews
Types of
Interviews
2.
Unstructured
Interviews
Situational
Interview
Behavioral
Interview
2. Unstructured
Interviews
Interviews
This
allows
the
interviewer to probe and
pose different sets of
questions to different
applicants.
r
e
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a
n
a
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m
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a
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e
s
o
t
A wy
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e
r
c
o
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o ed
t
g
r
n
i
u
t
o
e
c
r
g tru
i
a
n
s
n
o
i
t
s
e
u
INTERVIEW
QUESTION
Snap Judgments
Negative
Emphasis
Halo Effect
Horn Effect
Biases
Cultural Noise
Attract the
Qualified
Applicants
Encourage
Unqualified
Applicants to self
select themselves
out
Organization
is
looking for a
Qualified
Applicants
Applicants are
also looking for
the Opportunities
Budgetin
g
Regular vs.
Flexible
Organizatio
nal vs.
Outsourcing
Internal vs.
External
Recruitmen
t
(2 way
process)
Comprehensive
Interview
Background
Examination
Interviews
RECRUITMENT
Strategic
Recruitmen
t Decisions
Basic
Selection
Criteria
Internet
Recruitmen
t Sources
Recruiting
Evaluation
Constraints
on
Recruiting
Testing
Information
Gathering
SELECTION
Selection
process
Medical or Physical
Gathering
Examination
informatio
Testing
Permanent Job Offer
Internal
Recruitmen
t Sources
External
Recruitmen
t Sources
Recruitment
&
Selection
Experience and
Formal
Past
Education Performance
Physical
Characterist
KSA
ics
Personality
Other
Characterist Characterist
ics
ics
Initial Screening
Completed
Application
Employment Test
Recruitmen
t
Goals
CHAPTER : 3
Selection
Methods
Interviews
Managemen
t Quality
Circle
Common
Interviewin
g Mistakes
Organizatio
nal Data
Job Posting
Base
Employee Employee
Focused
Referrals
Professional
Colleges &
Organizatio
Universities
ns
Media
Unsolicited
Sources &
Applications
Job Fairs
Promotions
& Transfers
Re-recruit
Former
Employee
Employee
Leasing
Placement
Agencies
Employer
Web Sites
Job Boards
Quantity of Quality of
Yield Ratio
Applicants Applicants
Image of
Attractivene
the
ss of Job
Company
Internal Org. Recruitment
Policy
Cost
Drug Test
Work
Sample Test
Application
Forms
Resumes
Biographical
Data
Structured
Situationa Behaviora
l
l
Unstructur
ed
Snap
Judgments
Negative
Emphasis
Halo Effect
Horn Effect
Cultural Noise
Biases
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