Recruitment and selection

Recruitment & Selection
Recruitment and selection
Recruitment
Recruitment Definition:
The process of searching for the best
qualified candidates and hiring them for a job
opportunity in an organization.
Why Recruitment is important in the
process?
 List the skills your new hire will need to fulfill his
duties. You get much better results in your recruitment
process if you advertise specific criteria that are
relevant to the job.
 Include all necessary skills, and include a list of
desired skills that are not necessary but that would
enhance the candidate's chances.
 If you fail to do this, you might end up with a low-
quality pool of candidates and wind up with limited
choices to fill the open position.
Recruitment Process
Step 1 – Setup
• Assess past/ current
recruiting strategy
• Design custom recruitment
process
• Establish advisory
relationship with HM
Recruitment Process ( cont’d)
Step 2 –
Source
• Building sourcing strategy
• Data mining
• Search engine optimization of all
postings
• Targeted social media & event
based networking
Recruitment and selection
Recruitment and selection
Recruitment and selection
Recruitment Process ( cont’d)
•Step 3 –
Screen
• Phone-screen candidates
• Behavioral screening
• Test and assess
• Assessment tool recommendation
• Selling the job opportunity
• Building a robust referral network
Screening
 The Purpose of screening is to remove from the
recruitment process at an early stage ,those applicants
who are visibly unqualified for the job and doesn’t met
the criteria I’m looking for.
 Effective screening can save a great deal of energy and
money. So we should care that the good employees are
not lost.
Recruitment Process ( cont’d)
•Step 4 –
Schedule
• Schedule interviews
• Confirm interviews
• Extensive candidate interview
preparation
Recruitment Process ( cont’d)
•Step 5 –
Feedback
• Gather manager feedback
• Gather candidate feedback
• Maximize # of “YES” candidates
• HM interview skills analysis &
optimization
Recruitment Process ( cont’d)
•Step 6 –
Offer
• In depth candidate pre-closure
• Market research and offer
analysis
• Negotiate and extend offers
Recruitment Process ( cont’d)
•Step 7 –
Onboard
• Conduct background and
reference checks
• Enroll candidate
• Pre-start welcome session
• Post-start follow up
Job Analysis
 is a process to identify & determine in detail the
particular job roles, responsibilities, and activities.
The purpose of Job Analysis:
is to establish the relationship between a job and the
employment procedures such as training, selection,
compensation, and performance appraisal
Once the job analysis is completed, these
documents will be crafted:
1) Job Description
2) Job Specification
3) Job Advertisement
1) Job Description
 Is a document which outlines the duties &
responsibilities associated with a particular job.
 The process of writing a job description requires
having a clear understanding of the job’s duties and
responsibilities. The job posting should also include a
concise picture of the skills required for the position to
attract qualified job candidates.
• Organize the job description into five sections:
Company Information, Job Description, Job
Requirements, Benefits and a Call to Action. Be sure to
include keywords that will help make your job posting
searchable.
• A well-defined job description will help attract qualified
candidates as well as help reduce employee turnover in
the long run.
2) Job Specification
 Outlines the physical & mental attributes that are required
for a particular job. For example: Knowledge, Aptitude,
Intelligence, Experience, Physical Appearance, and
Personality
 Job Specification Purpose:
 Helps in selecting the most appropriate candidate for a
particular job.
 Helps candidates analyze whether are eligible to apply for a
particular job vacancy or not.
 Helps recruiting team of an organization understand what
level of qualifications, qualities and set of characteristics
should be present in a candidate to make him or her
eligible for the job opening.
3) Job Advertisement
 Is a paid announcement in a newspaper or other
medium about a job vacancy.
 The advertisement is part of a wider recruitment
process designed to attract suitable qualified
candidates for a job. Job advertisements are created by
human resource professionals or external recruitment
agencies working with the managers of departments
who need to recruit staff.
Job Advertisement Purpose
 The main purpose of a job advertisement is to attract
suitable candidates for the position. An effective ad
reduces the time companies spend interviewing unsuitable
candidates by providing a precise statement of job
requirements.
 This can help create awareness and interest from qualified
people who might be attracted to the company for future
vacancies
The Interview
 The interview is to gather and assess additional
information on each finalist's knowledge, experience,
abilities, skills, and traits that will be used to perform
the job. It is a comprehensive process that consists of
devising relevant questions and scheduling open
forums with different employee groups, the hiring
department staff, and with external groups as
applicable.
Recruitment and selection
Recruitment and selection
Recruitment and selection
Selection
Selection
 Selection Definition :
Selection is the process of differentiating
between applicants in order to identify and
hire those with a greater likelihood of success
in a job
Why Selection is important in the process?
 Making a bad selection decision is costly in terms of the cost
of the recruitment and selection process itself, salary,
management time and resources.
 If you select someone unsuitable you might need to spend
time performance and it might affect other employees. They
may also decide to leave meaning you have to go through the
recruitment process again.
 This is a good opportunity to assess skills and abilities. You
can use this to help put together an induction / probation
training plan and for their future development.
PROCESS / STEPS IN SELECTION
1. Preliminary Screening:
The purpose of preliminary Screening is basically to eliminate unqualified
applications based on information supplied in application forms. The
basic objective is to reject misfits. On the other hands preliminary
interviews is often called a courtesy interview and is a good public
relations exercise.
2. Selection pre-Tests:
Jobseekers who we select from the screening are called for tests. There are
various types of tests conducted depending upon the jobs and the
company. These tests can be Aptitude Tests, Personality Tests, and Ability
Tests and are conducted to judge how well an individual can perform
tasks related to the job. Besides this there are some other tests also like
Interest Tests (activity preferences), Graphology Test (Handwriting),
Medical Tests, Psychometric Tests etc
3. Employment Interview:
The next step in selection is employment interview. Here interview
is a formal and in-depth conversation between applicant’s
acceptability. It is considered to be an excellent selection device.
Interviews can be One-to-One, Panel Interview, or Sequential
Interviews. Besides there can be Structured and Unstructured
interviews, Behavioral Interviews, Stress Interviews.
4. Reference & Background Checks:
Reference checks and background checks are conducted to verify
the information provided by the candidates. Reference checks can
be through formal letters, telephone conversations. However it is
merely a formality and selections decisions are seldom affected by
it.
5. Selection Decision:
After obtaining all the information, the most critical step is the selection decision is
to be made. The final decision has to be made out of applicants who have passed
preliminary interviews, tests, final interviews and reference checks. The views of
line managers are considered generally because it is the line manager who is
responsible for the performance of the new employee.
6. Physical Examination:
After the selection decision is made, the candidate is required to undergo a physical
fitness test. A job offer is often contingent upon the candidate passing the physical
examination.
7. Job Offer:
The next step in selection process is job offer to those applicants who have crossed
all the previous hurdles. It is made by way of letter of appointment.
8. Final Selection
1 de 32

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Recruitment and selection

  • 3. Recruitment Recruitment Definition: The process of searching for the best qualified candidates and hiring them for a job opportunity in an organization.
  • 4. Why Recruitment is important in the process?  List the skills your new hire will need to fulfill his duties. You get much better results in your recruitment process if you advertise specific criteria that are relevant to the job.  Include all necessary skills, and include a list of desired skills that are not necessary but that would enhance the candidate's chances.  If you fail to do this, you might end up with a low- quality pool of candidates and wind up with limited choices to fill the open position.
  • 5. Recruitment Process Step 1 – Setup • Assess past/ current recruiting strategy • Design custom recruitment process • Establish advisory relationship with HM
  • 6. Recruitment Process ( cont’d) Step 2 – Source • Building sourcing strategy • Data mining • Search engine optimization of all postings • Targeted social media & event based networking
  • 10. Recruitment Process ( cont’d) •Step 3 – Screen • Phone-screen candidates • Behavioral screening • Test and assess • Assessment tool recommendation • Selling the job opportunity • Building a robust referral network
  • 11. Screening  The Purpose of screening is to remove from the recruitment process at an early stage ,those applicants who are visibly unqualified for the job and doesn’t met the criteria I’m looking for.  Effective screening can save a great deal of energy and money. So we should care that the good employees are not lost.
  • 12. Recruitment Process ( cont’d) •Step 4 – Schedule • Schedule interviews • Confirm interviews • Extensive candidate interview preparation
  • 13. Recruitment Process ( cont’d) •Step 5 – Feedback • Gather manager feedback • Gather candidate feedback • Maximize # of “YES” candidates • HM interview skills analysis & optimization
  • 14. Recruitment Process ( cont’d) •Step 6 – Offer • In depth candidate pre-closure • Market research and offer analysis • Negotiate and extend offers
  • 15. Recruitment Process ( cont’d) •Step 7 – Onboard • Conduct background and reference checks • Enroll candidate • Pre-start welcome session • Post-start follow up
  • 16. Job Analysis  is a process to identify & determine in detail the particular job roles, responsibilities, and activities. The purpose of Job Analysis: is to establish the relationship between a job and the employment procedures such as training, selection, compensation, and performance appraisal
  • 17. Once the job analysis is completed, these documents will be crafted: 1) Job Description 2) Job Specification 3) Job Advertisement
  • 18. 1) Job Description  Is a document which outlines the duties & responsibilities associated with a particular job.  The process of writing a job description requires having a clear understanding of the job’s duties and responsibilities. The job posting should also include a concise picture of the skills required for the position to attract qualified job candidates.
  • 19. • Organize the job description into five sections: Company Information, Job Description, Job Requirements, Benefits and a Call to Action. Be sure to include keywords that will help make your job posting searchable. • A well-defined job description will help attract qualified candidates as well as help reduce employee turnover in the long run.
  • 20. 2) Job Specification  Outlines the physical & mental attributes that are required for a particular job. For example: Knowledge, Aptitude, Intelligence, Experience, Physical Appearance, and Personality  Job Specification Purpose:  Helps in selecting the most appropriate candidate for a particular job.  Helps candidates analyze whether are eligible to apply for a particular job vacancy or not.  Helps recruiting team of an organization understand what level of qualifications, qualities and set of characteristics should be present in a candidate to make him or her eligible for the job opening.
  • 21. 3) Job Advertisement  Is a paid announcement in a newspaper or other medium about a job vacancy.  The advertisement is part of a wider recruitment process designed to attract suitable qualified candidates for a job. Job advertisements are created by human resource professionals or external recruitment agencies working with the managers of departments who need to recruit staff.
  • 22. Job Advertisement Purpose  The main purpose of a job advertisement is to attract suitable candidates for the position. An effective ad reduces the time companies spend interviewing unsuitable candidates by providing a precise statement of job requirements.  This can help create awareness and interest from qualified people who might be attracted to the company for future vacancies
  • 23. The Interview  The interview is to gather and assess additional information on each finalist's knowledge, experience, abilities, skills, and traits that will be used to perform the job. It is a comprehensive process that consists of devising relevant questions and scheduling open forums with different employee groups, the hiring department staff, and with external groups as applicable.
  • 28. Selection  Selection Definition : Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job
  • 29. Why Selection is important in the process?  Making a bad selection decision is costly in terms of the cost of the recruitment and selection process itself, salary, management time and resources.  If you select someone unsuitable you might need to spend time performance and it might affect other employees. They may also decide to leave meaning you have to go through the recruitment process again.  This is a good opportunity to assess skills and abilities. You can use this to help put together an induction / probation training plan and for their future development.
  • 30. PROCESS / STEPS IN SELECTION 1. Preliminary Screening: The purpose of preliminary Screening is basically to eliminate unqualified applications based on information supplied in application forms. The basic objective is to reject misfits. On the other hands preliminary interviews is often called a courtesy interview and is a good public relations exercise. 2. Selection pre-Tests: Jobseekers who we select from the screening are called for tests. There are various types of tests conducted depending upon the jobs and the company. These tests can be Aptitude Tests, Personality Tests, and Ability Tests and are conducted to judge how well an individual can perform tasks related to the job. Besides this there are some other tests also like Interest Tests (activity preferences), Graphology Test (Handwriting), Medical Tests, Psychometric Tests etc
  • 31. 3. Employment Interview: The next step in selection is employment interview. Here interview is a formal and in-depth conversation between applicant’s acceptability. It is considered to be an excellent selection device. Interviews can be One-to-One, Panel Interview, or Sequential Interviews. Besides there can be Structured and Unstructured interviews, Behavioral Interviews, Stress Interviews. 4. Reference & Background Checks: Reference checks and background checks are conducted to verify the information provided by the candidates. Reference checks can be through formal letters, telephone conversations. However it is merely a formality and selections decisions are seldom affected by it.
  • 32. 5. Selection Decision: After obtaining all the information, the most critical step is the selection decision is to be made. The final decision has to be made out of applicants who have passed preliminary interviews, tests, final interviews and reference checks. The views of line managers are considered generally because it is the line manager who is responsible for the performance of the new employee. 6. Physical Examination: After the selection decision is made, the candidate is required to undergo a physical fitness test. A job offer is often contingent upon the candidate passing the physical examination. 7. Job Offer: The next step in selection process is job offer to those applicants who have crossed all the previous hurdles. It is made by way of letter of appointment. 8. Final Selection