Recruitment and Selection Lecture PDF

Recruitment and Selection  What is recruitment? Recruitment --source, attract and identify candidates Goal: gather as many suitable candidates for the role as possible  2 Types External recruitment: candidates from outside of their...

Recruitment and Selection  What is recruitment? Recruitment --source, attract and identify candidates Goal: gather as many suitable candidates for the role as possible  2 Types External recruitment: candidates from outside of their organization ⚬ posting on job sites, social media ⚬ can also involve contacting passive candidates Internal recruitment: candidates within the organization save money -- costs less to promote someone than to hire a new candidate.  Introduction to Employee Selection The process of collecting and evaluating information ⚬ Goal: identify the best-suited candidate Importance: the most qualified candidates are chosen, reduces turnover, and increases overall organizational performance. ⚬ maintains fairness and compliance with legal standards.  Introduction to Employee Selection job analysis, recruitment, screening, testing, interviews, decision-making, and onboarding The Selection Process Person Specification Competencies Attracting Response Screening Interviewing Testing Exercises Assessment Centers Checks and Offers Follow up  The Selection Process A. Person Specification detailed description of the qualifications, skills, experience, and personal attributes required for the role Outline essential and desirable criteria  Competencies Definition: The specific skills, behaviors, and attributes Identify core competencies for the role Use competency frameworks Ensure alignment with organizational values and culture  Attracting Response Strategies used to reach potential candidates Job advertisements ⚬ Employer branding ⚬ Leveraging social media and professional networks ⚬ Engaging with recruitment agencies  Screening Definition: The process of filtering ⚬ Resume and cover letter ⚬ Application forms and initial assessments ⚬ Automated screening tools or software  Interviewing Definition: Conducting structured or unstructured conversations Types of interviews (e.g., behavioral, situational) Interview questions aligned with person specifications  Resume Writing Focus on Relevance Emphasize Education Showcase Experience Highlight Skills Keep it Concise Professional Format Proofread Include Extracurriculars  Resume Writing Relevant Skills and Knowledge Practical Experience Soft Skills: Communication, teamwork, problem- solving, and adaptability Learning Agility: quick learner, adaptable, and eager to grow Passion and Motivation  Testing Exercises Assessment Centers Checks and Offers Follow-up  Testing Purpose: evaluate skills, knowledge, personality, and suitability for the role Types of Tests: Aptitude Tests: Measure logical reasoning, problem-solving abilities, and general intelligence Skills Tests: Assess specific skills relevant to the job (typing speed, coding proficiency, or language skills) Personality Tests: extroversion, conscientiousness, or emotional stability  Exercises Purpose: simulate real job challenges. Types of Exercises: Work Samples Case Studies Role-Playing Group Exercises  Assessment Centers Purpose: comprehensive evaluation of candidates through a series of exercises, tests, and interviews conducted over one or more days. Components: Multiple Exercises Observations Feedback Benefits: reducing bias and increasing the accuracy of the selection process  Checks and Offers Purpose: verify the candidate's qualifications, work history, and integrity Types of Checks: Reference Checks Background Checks Medical Checks Job Offer: job title, salary, benefits, start date, and any other terms of employment.  Follow-Up Purpose: candidate accepted the offer, prepared to start, and supported as they transition into their new role. Steps: Offer Acceptance Onboarding Preparation Pre-Start Communication Post-Start Check-In