Recruitment and Selection PDF

Kaushalya Silva B.B. Mgt. (Special) Degree in Accountancy (Kel’ya), CMA Passed Finalist, DBF (IBSL) Lecturer (Probationary) Department of Accountancy E-mail: [email protected] Recruitm...

Kaushalya Silva B.B. Mgt. (Special) Degree in Accountancy (Kel’ya), CMA Passed Finalist, DBF (IBSL) Lecturer (Probationary) Department of Accountancy E-mail: [email protected] Recruitment and Selection BAIS 21112 Human Resource Management  Learning Outcomes After studying this lesson successfully, you should be able to: Define Recruitment and Selection Explain the Importance of Recruitment and Selection Detail Recruitment and Selection Process Identify various Methods of Recruitment and Selection with their pros and cons 3  Recruitment Recruitment is the process of finding and attracting suitably qualified people to apply for employment. Recruitment is that set of activities an enterprise uses to attract job candidates who have the abilities and attitudes needed to help the enterprise achieve its objectives. (Glueck,1979) 4  Importance of Recruitment Recruitment should attempt to achieve following objectives which indicates its importance. To acquire a pool of suitably qualified job seekers. To acquire this pool at the lowest possible cost. To reduce the likelihood that an applicant, once hired, would leave the organization after a short time. 5 Recruitment and related HRM Functions HR Planning Determining needed type and number of employees Selection Job Analysis Recruitment Determining the most appropriate Providing JD and JS person to fill the vacancy Reward Management Deciding competitive salaries/wages, incentives and benefits used to attract job applicants 6 Recruitment Process Identify job vacancies Ascertain job requirements Consider factors affecting recruitment prepare job application form Select the method(s) of recruitment Implementation Evaluation of recruitment effort 7 Methods of Recruitment SOURCES OF RECRUITMENT INTERNAL EXTERNAL SOURCES SOURCES 8  Methods of Recruitment Simple Word of Mouth Job Posting and Bidding INTERNAL Skills Inventories and Management SOURCES Inventories Intranet Succession Plans 9  Methods of Recruitment Internal Sources Advantages Disadvantages Prior knowledge of Failed applicants become candidates’ strengths and discontented weaknesses Avoids new blood More accurate view of Lack of possibility to candidate’s skills select most appropriate Candidates have a stronger person for the job commitment to the Higher cost related to company training a professional Increases employee morale Less training and orientation required 10  Methods of Recruitment Employee Referrals (Internal/External) Pre-Applicants (walk-ins and write-ins) Past Employees EXTERNAL Employment Agencies SOURCES (Private/Public) Internet Job-Posting Sites Career Fairs Advertising 11  Methods of Recruitment External Sources Advantages Disadvantages New “blood” brings new May not select someone who will “fit” the job or organization perspectives May cause morale problems Cheaper and faster than training in internal employees Professionals Possible to obtain executives May affect unfavorably to and specialists who are more labor-management relations young and productive Longer “adjustment” or orientation time May bring new industry insights Likely employee turnover High possibility to select most appropriate person for the job occurs 12  Methods of Recruitment External Sources *Employee Referrals Applicants who are referred to the organization by current employees. ▪ Referring employees become stakeholders. ▪ Referral is a cost-effective recruitment program. ▪ Referral can speed up diversifying the workforce * Walk-ins Direct applicants who seek employment with or without encouragement from other sources. Courteous treatment of any applicant is a good business practice. 13  Methods of Recruitment External Sources *Advertising The Media: selection of the best medium depends on the positions for which the firm is recruiting. Newspapers (local and specific labor markets) Trade and professional journals Internet job sites Constructing an effective advertisement Wordings related to job interest factors should evoke the applicant’s attention, interest, desire, and action (AIDA) and need to create a positive impression about the firm. 14  Methods of Recruitment External Sources *Recruiting via the Internet More firms and applicants are utilizing the Internet in the job search process. Advantages Disadvantages Cost-effective way to publicize More unqualified applicants job openings Additional work for HR staff members More applicants attracted over a Many applicants are not seriously longer period seeking employment Immediate responses from the Access is limited or unavailable to applicants some applicants Online prescreening of applicants Links to other job search sites Automation of applicant tracking and evaluation 15  Evaluate Recruitment Effort Indices used to evaluate effectiveness of a method of recruitment: Number of recruits Number of recruits within a particular duration Cost per recruit Ratio of qualified recruits to unqualified recruits Job performance and tenure of recruits by method 16  Selection Selection is the process of making the choice of the most appropriate person from the pool of applicants recruited to fill the relevant job vacancy. 17  Importance of Selection To get the right person for the job vacancy To establish or maintain an image as a good employer To perform the selection process as cost-effective as possible 18 Selection Process 19  Selection Methods Application Evaluation Employment Test Interviews Background Investigation Medical Examination Assessment Centre 20  Selection Methods *Employment Application Form First step in most selection procedures Provides basic employment information for use in later steps of selection process Can be used to screen out unqualified applicants Information can be verified through reference checking Employers may require the applicant to sign a validity statement Employers view falsification of an application form as a serious offense that, if detected, normally leads to discharge 21  Selection Methods *Employment Tests Tests measure knowledge, skill, and ability, as well as other characteristics, such as personality traits. Properties of a good employment test: Validity, Reliability, Practicability. Employment Tests Intelligence Tests Aptitude Tests Personality Tests It measures the Means of It measures the patterns learning, measuring a person’s of thought, emotion, understanding, and capacity or latent and behavior. ability to solve ability to learn and problems perform a job. 22  Selection Methods *Interviews An interview is a procedure designed to obtain information from a person through oral responses to oral inquiries. A selection interview is a selection procedure designed to determine the suitability and to predict future job performance on the basis of applicants’ oral responses to oral inquiries. It verifies information obtained in other steps in selection process. 23  Selection Methods *Interviews 1. Structured 2. Unstructured Interviews Interviews Uses a list of Uses open ended questions predetermined questions. such as “Tell me about All applicants are asked yourself” the same set questions. This allows the interviewer to probe and pose different sets of questions to different applicants. 24  Selection Methods *Interviews Common Mistakes related to Interviewing: ▪ Halo Effect ▪ Personal Prejudice ▪ Pseudo-scientific premises ▪ Over emphasis on one criterion 25  Selection Methods *Background Investigations and Reference Checks Investigations and Checks ▪ Reference checks ▪ Background employment checks ▪ Criminal records ▪ Driving records ▪ Credit checks Why? To verify factual information provided by applicants. 26  Selection Methods *Medical Examination Reasons for pre-employment medical examinations: ▪ To verify that the applicant meets the physical requirements of the position. ▪ To discover any medical limitations to be taken into account in placing the applicant. ▪ To establish a record and baseline of the applicant’s health for future insurance or compensation claims. ▪ To reduce absenteeism and accidents. ▪ To detect communicable diseases that may be unknown to the applicant. 27  Making the Final Selection Decision Chances of making a successful judgment improve if previous steps have been performed efficiently. Many organizations leave the final choice to the manager with the job opening. 28  Thought to Think……….. “If an HR person is trying to choose people for an organization, knowing their values is very important-if they are not consistent with the organization’s values they are not likely to stay very long.” Professor. Roger Collins. 29 Thank You…. 30