Recruitment & Selection
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Transcript of Recruitment & Selection
RECRUITMENTMr. Muhammad Abdullah
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Recruitment
Meaning: In simple terms, recruitment is understood as the
process of searching for & obtaining applicants for jobs, from among whom the right people can be selected.
Definition: “It is the process of finding & attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants form which new employees are selected.
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A human resource management function, is one of the activities that impact most critically on the performance of an organization.
Steps in the recruitment process:
• Advertisement of a job vacancy. • Preliminary contact with potential job candidates. • Initial screening to create a pool of qualified applicants.
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Purpose & Importance
Determine the present & future requirements of the organization.
Identifying potential job applicants. Increase the pool of job candidates at minimum cost. Help reduce the probability of candidates leaving the
organization Meet the organization’s legal & social obligations
regarding the composition of its workforce. Increase organizational & individual effectiveness.
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Factors Governing Recruitment
Skill demand Labor market Time and Cost Size of the Firm Recruitment Policy Lengthy Process
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Recruitment Process
Identify vacancy Prepare job description and person specification Advertising the vacancy Short-listing Arrange interviews Conducting interview and decision making Job offer Negotiation and Contract
.
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Recruitment Process Identify vacancy
It is the first step of recruitment process. Vacancy occurred through 1 Resign 2 Expansion
There may be other ways of filling the gap, includes• Reorganize the work• Use overtime• Mechanize the work• Stagger the hours• Make the job part time• Subcontract the work• Use an agency
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Recruitment Process
Prepare job description and person specification
If your decision is that you are going to recruit, the next step is to prepare job description and person specification.Job description includes
breaking the job down into its component partsHighlighting the chief objectivesperson specification
listing the key attributes required to undertake the role8
Sources of recruitment
Internal Recruitment
Persons who are already working in an organization constitute the ‘internal sources’. It includes the existing employees, the retrenched & retired employees & dependents of deceased employees.
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Internal Recruitment
Advantagesless expensive to recruit internally No need of job advertisements or recruitment agenciescost savings and efficiency gainsMore knowledgeable and familiar candidates with the
organization's culture
Disadvantages No diverse work force Limited pool of candidates Difficult approach to carryout 10
Sources of recruitment
External Recruitment
External recruitment is a type of recruitment where organizations rely on suitable applicants from outside the organization to fill a vacancy.
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External Recruitment
Advantages Wide Choice Injection of Fresh Blood Motivational Force Long Term Benefits
Disadvantages
Expensive Time Consuming De motivating Uncertainty
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RECRUITMENT ADVERTISEMENT
Recruitment advertising, also known as Recruitment communications and Recruitment agency, includes all communications used by an organization to attract talent to work within it.
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OBJECTIVES OF RECRUITMENT ADVERTISING
Inform potential candidates about opportunity
to reach the largest qualified audience
Obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives 14
METHODS OF JOB ADVERTISING
Internal advertisementStaff boardsEmailStaff magazines and news letter
Advertising in the news papersEmployment agenciesDirect contactsE-Recruitment
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DRAFTING THE ADVERTISEMENT
An advertisement should include Name and brief details of employing organization Job role and duties Requirements Salary Instructions about how to apply
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A GOOD JOB ADVERTISEMENT
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E-Recruitment• E-recruitment, also known as
online recruitment, is the practice of using technology and in particular Web-based resources for tasks involved with finding, attracting, assessing, interviewing and hiring new personnel.
• Some examples of E-Recruitment are.• LinkedIn• Face book• Rozee.pk 18
Purpose of E-Recruitment
The purpose of e-recruitment is to• make the processes involved more efficient and
effective,• less expensive. • To reach a larger pool of potential employees
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E-Recruitment Comparison
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OVERSEAS RECRUITMENT
International recruitment on a large scale for building a brand, presence, and name recognition
globalization
A qualified candidate on less amount of salary
pro actively sourcing quality talent21
The Selection Process
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Selection
Selection is the process of picking individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization.
A formal definition of Selection is:- “ It is the process of differentiating between applicants in order to identify (and here) those with a greater likelihood of success in a job.’’
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Importance Of Selection
Selecting the right employees is important for three main reasons: performance, costs and legal obligations.
Performance:
Cost:
Legal Obligations:
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Application Forms Personal information Educational qualifications Work experience Salary Personality items Reference checks
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The Process Of Selection Selection is usually a series of hurdles or steps. Each one must be
successfully cleared before the applicant proceeds to the next.
01. Sorting Applicants
02. Arranging the Interview
03. The Interview
04. Selection Tests
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Cont.… The Process of Selection
05. Hiring Decision
06. Reference Checks
07. Job offer
08. Negotiation and Contract
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Short listing of Candidates
Short listing of Resume
Telephonic Interview
Short listing through selection tests
Interview Timeline
Job InterviewTe
chn
ical
Inte
rvie
w
- Background of candidates qualification- Questions related to required job field
HR
Inte
rvie
w Personality testsAsk Questions like-So, tell me something about yourself?-Name 3 positive and 3 negative qualities of yours.-Where do you see yourself professionally, in 3-5 years?
Final Selection and Hiring
Evaluations
Job Offer
Negotiations and Contract
Selection Process
Preliminary Interview
Selection Tests
Employment Interviews
Reference And Background Analysis
Selection Decision
Physical Examination
Job Offer
Employment Contract
Rejected Applicants
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Conclusion
• Recruitment is said to be positive in its approach as it seeks to
attract as many candidates as possible.
• Selection, on the other hand, is negative in its application in
as it seeks to eliminate as many unqualified applicants as
possible in order to identify the right candidates.
• Recruiting people with the right skills and qualities is essential
for any organization if it is to maintain and improve its
efficiency.
• Careful analysis of the job to be done, and of the competencies
required to do it, is necessary if the right people are to be fitted
into the right job.
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