HRPR 0323: Recruitment and Selection

• HRPR 0323 is a course on recruitment and selection, taught by Dianne April M. Miranda.
• The course covers methodologies for attracting talent, sourcing manpower, selecting employees, matching job requirements with qualifications, and integrating new hires.
• It aims to orient students with strategies and techniques to fill vacant positions, achieve business plans, and develop organizational competitiveness in a globalized economy.
• Third-year topics include methods of research, talent training and development, and compensation administration.

Learning Objectives

• Understand the significance and distinctions between recruitment and selection.
• Understand the importance of HR collaboration with other organizational units.
• List and describe professionals involved in recruitment and selection.

Introduction to Human Resource Management

• HR enables the organization to have the right people, doing the right jobs, at the right time.
• HR involves planning for the number and quality of employees in different job categories.
• HR effectiveness includes recruitment, selection, placement, promotions, transfers, and downsizing.
• HR initiates the system, processes, techniques, and tools for individual, team, and organizational performance measurement, ensuring performance targets and addressing gaps.
• Evaluating employees requires value judgement and getting the best people from the job market and ensuring they are committed to high quality
• It improves staff appraisal systems and performance management.
• Changes in customer tastes and the quality of goods puts pressure on organizations.
• Competition is intensified, favoring organizations that can adopt flexible specialization technologies.
• New demands impact recruitment, selection criteria, staff development, and reward systems.
• Continuous learning and adaptation are central to people management
• The role of personnel has shifted from doer to partner in providing services to other departments
• Information technology has destroyed knowledge monopoly.
• The focus became how best to use knowledge, rather than who owns it.
• Automation has eliminated roles in manufacturing, finance, sales, marketing, administration, and human resources.
• Technology has led to a shorter product cycle and has made customers more demanding.
• Companies need to invest in training and development to update employee skills and to keep pace with technology

Recruitment and Selection

• Recruitment and selection are main functions of HR
• Effective recruitment involves exploration using specialized techniques.
• A job analysis is the process of analyzing and listing job tasks, the steps to perform them, and requirements.
• A job description outlines tasks, duties, and responsibilities.
• Job specification defines skills, knowledge, and abilities required.
• Recruitment involves searching for and obtaining a pool of qualified candidates to fill job vacancies.
• Recruitment aims to find a wide pool of potential applicants.
• Acquiring the best applicant for a role can create a competitive advantage.
• Ineffective recruitment and selection leads to work disruption, reduced productivity, interpersonal difficulties, operations issues, customer service issues, and long-term costs.
• Recruitment and selection involves pooling potential candidates and selecting the best fit using specific tools which will assess a successful candidate
• Employee recruitment and selection supports the functioning of organizations.
• Poor selection decisions reduce organizational effectiveness, invalidate rewards and strategies, and can be unfair.
• Selection aims to put in place workers who can perform at a high level and demonstrate commitment.
• These actions form a core part of HRM, specifically, acquisition, development, and rewards of workers
• HR managers and specialists handle recruitment-related tasks

Recruitment process

• Recruiting individuals to fill positions is a critical function whether recruiting internally or externally.
• The recruitment process seeks employees who are committed, motivated, and qualified.
• The recruitment process includes the following:
  • Defining the job
  • Seeking a pool of qualified individuals
  • Selecting the best individual for the position
  • Orienting the individual to the position and the organization

Stages of Recruitment

• Determine whether a vacancy exists
• Prepare job description and person specification
• Media announcement
• Managing the Response
• Short Listing
• Arrange Interviews
• Conduct the Interviews
• Reference/Background Checks
• Decision to Hire
• Offer to Hire and Appointment Action

Competency Framework

• Competencies list abilities needed to conduct functions.
• Competency-based interviews and selection can offer insights into an individual's preferred working style.
• Competency refers to the skills, knowledge, trait, and values that drive outstanding performance

Key Competencies:

• Decision making
• Communication
• Leadership
• Trustworthiness and ethics
• Results orientation
• Teamwork
• Responsibility
• Commitment to career
• Commercial awareness
• Career motivation
• Problem solving
• Organization

Importance of Recruitment & Selection for HR

• Determine current and future manpower requirements
• Increase the success rate of the selection process by eliminating unqualified applicants.
• Reduce recruitment costs from poor selection.
• Increases organizational effectiveness by employing qualified personnel.
• Identify and prepare potential job applicants.
• Evaluate the effectiveness of different recruitment techniques.

Recruitment Goals

• Attract qualified applicants.
• Encourage unqualified applicants to self-select themselves out.

Career Paths in Recruitment & Selection

• Recruitment assistant
• Recruitment specialist
• Recruitment supervisor
• Recruitment manager