Recruitment and Selection PDF

RECRUITMENT JELLIE MAE F. CAPIN O  LEARNING OBJECTIVE EXPLAIN THE STEPS IN THE RECRUITMENT PROCESS.  Recruitment It is the process of getting and attracting a pool of qualified applicants to fill a vacant job position. It ends with the submission of applications...

RECRUITMENT JELLIE MAE F. CAPIN O  LEARNING OBJECTIVE EXPLAIN THE STEPS IN THE RECRUITMENT PROCESS.  Recruitment It is the process of getting and attracting a pool of qualified applicants to fill a vacant job position. It ends with the submission of applications / by the applicant. GOALS To encourage the unqualified applicants to voluntary, withdraw from the To attract the qualified applicants. application to make the review process easier. Potential Strategic Issues and Policies Employment Options to Consider  Hiring regular employees. Management decides on 1 gender and diversity issues, including the inclusion of persons with disabilities. Diversity is important as a recruitment policy.  Hiring Full time or Part-time employees. Management decides on 2 potential issues regarding contractualization, which is the temporary hiring of personnel for a given period.  Hiring through an Independent Contractor or an Employment Agency. Management may decide to identify some job positions 3 which the company will not hire directly, but instead, will use an independent contractor or an employment agency to hire those specific personnel.  Typical Steps in Recruitment Process  I. Advertise the Job Vacancy Internal Recruitment means giving priority to applicants from personnel of the organization. The sources for internal recruitment are: 1. Job Posting in the company web site and bulletin board 2, Internal recruiting data base 3. Employee referrals 4. Recruiting former employees and applicants  Some Advantages of Internal Recruitment Improves employee morale Costs less Prioritizes internal job candidates that are already familiar with the culture and systems of the organizations, so they need less training time. Protects business intelligence within the company. Causes a succession of employee promotions.  Disadvantages of Internal Recruitment Nepotism Possible loss of morale of those not promoted Political infighting for promotions Need for a carefully planned career management program so that employees know their future potentials with the company.  External Recruitment means opening the job position to applicants from outside the company. The sources for external recruitment may include : Media sources such as newspapers, radio, and social media (e.g., Facebook, Twitter, LinkedIn) Schools, colleges, and universities, which may post job advertisements within their schools, or may hold job fairs Job search engines that use the Internet (e.g. jobstreet.com) Company Web sites Labor unions Employment agencies Department of labor  Some Advantages of External Recruitment Widens the pool of potential job candidates Brings new ideas and fresh perspectives from candidates Finds job candidates that may have knowledge of competitors’ business intelligence  Disadvantages of External Recruitment Possibility of selecting someone who does not fit the job Possibility of causing morale problems among existing employees Longer adjustment or orientation period for external hires.  II. Screen Applicants to Create a Short-list of Candidates This creates a short- list of job candidates which is a pool of applicants who have higher chances of getting the advertised job.  III. Conduct a Background Check A reference and background check for the short-list candidates to trim the list of qualified applicants will follow. This helps to verify if the information given by the applicant is correct. It also provides feedback from former employers of the candidate or from their professional contacts. It should be emphasized that a background check is not intended to invade the privacy of an applicant.  IV. Contact Potential Candidates for Preliminary Interview Potential candidates will then be contacted, and preliminary interviews will be arranged. This will help the recruiter gauge the candidate’s communication skills and knowledge about the job. At the same time, the applicant gets a chance to know more about the job and the company. This gives the applicant some indications as to whether his job expectations would be met.  Practical Tips For Job-seekers That They Must Do Prior To The Job Interview Know more about the company, and if possible, the hiring manager, and the job opportunity itself. Identify potential interview questions and practice your answers to those. Be clear and complete with your answers to your prepared questions. Dress in office attire. Arrive on time for the interview.  V. Refine the short -list of Applicants The new short-list of candidates will undergo the selection process.  SELECTION Selection is defined as the process of choosing the individual to hire from a pool or short-list of job applicants. / It involves a “hire” or “no hire” decision regarding each applicant for a job.  I. Conduct Further Interview The final list of applicants will be interviewed again. Persons who will conduct the interviews usually include the prospective immediate supervisor and a representative from the Human Resources Department. Specific Types Of Interviews that Help Gauge the Performance of the Job Applicant. Behavioral interviews are those that ask the applicant about his past behavior in a work environment. Situational interviews ask the applicant how he or she would react in a specific work situation. II. Administer Employment Test Employment tests will then be administered to applicants to gauge intelligence, aptitude, interests, personality, tendency to comply with rules, work ethics, and for any purpose deemed as job-relevant by the employer. Employment Test may be in the form of: Written Test Actual Demonstrations of the Skills relevant to the Job Work Samples  III. Offer to Hire the Chosen Applicant YOU SHOULD NOW BE READY TO OFFER THE JOB TO HIM OR HER. Discuss the compensation rate and other benefits to be provided by the company, the tenure of the job, the starting date for work, and other relevant work arrangements. Allow the candidate enough time to accept or reject the offer. Thank You!☺