Exposition on Recruitment, Selection, Placement, Orientation, Induction and Exit Management

1. Organizational Entry & Exit Management
Dr. Elijah Ezendu
FIMC, FCCM, FIIAN, FBDI, FAAFM, FSSM, MIMIS, MIAP, MITD, ACIArb, ACIPM,
PhD, DocM, MBA, CWM, CBDA, CMA, MPM, PME, CSOL, CCIP, CMC, CMgr

2. Organizational entry management
involves planning, implementing and
controlling a defined path for workers
to gain access and become employees
of an organisation.

3. Organizational exit management
involves structuring and effecting a
system for identifying, analysing and
controlling exit of a worker from an
organisation.

4. Organizational Entry Path
Recruitment Selection Placement
OrientationInduction

5. Recruitment involves setting up a system
for attracting qualified candidates in
order to fill job opening and ends on
establishment of candidates profile.

6. Key Factors of Job Characteristics
Source: Elijah Ezendu, Recruitment & Selection

7. Employee Requisition Form
This form facilitates provision of key
requirements for a particular job opening
and should be completed by Head of the
Department raising requisition.

8. Content of Employee Requisition Form
 Job Title
 Contract Type
 Department
 Job Objective
 Job Description
 Appointment Timeframe
 Man Specification
-Educational Qualifications
-Professional Qualifications
-Special Skills
-Intelligence
-Basic Aptitude
-Other Abilities
-Physical Attributes
 Compensation
-Total Package
-Start Date
 Managing Director’s Approval

9. Recruitment Schedule
A recruitment schedule shows the
programme of activities and timeline for
effecting recruitment. This should be
prepared by Head of Human Resource
and Corporate Services.

10. Internal Sources of Recruitment
i. Intranet Kiosk
ii. Departmental Notice Boards
iii. Employee Referrals
iv. In-Company Bulletin
v. Transfer/ Promotion

11. External Sources of Recruitment
• Universities
• Polytechnics
• Professional Institutes
• Unions
• Recruitment Consultants
• Electronic Job Boards
• Newspapers
• Magazines
• Journals
• Radio
• Embassies
• Handbills and Posters
• Unsolicited List

12. Selection
Selection is the second stage in a normal
organisation entry scheme and starts at
the end of recruitment. It involves
identifying candidates who meet key
requirements through a battery of tests
and purposeful interview; then picking
the cherry.

13. Typical Selection Process

14. The purpose of drilling candidates through
the selection process is to ascertain
competency and degree of commitment.
While the former can be easily effected,
the latter demands deep scrutiny. Even
so, commitment can become eroded due
to environmental or psychographic
changes.

15. Competency
“A competency is an underlying
characteristic of a person which is
causally related to effective or superior
performance in a job or role.”
- Evarts

16. Types of Selection Tests
• Graphology
• Trainability Tests
• Aptitude Tests
• Attainment Tests
• Intelligence Tests
• Polygraphs
• Personality Tests

17. Types of Interviews
• Individual Interview
• Panel Interview
• Selection Board

18. Interviewing Approaches
• Man Specification Based Interview
• Biographical Based Interview
• Structured Behavioural Competency
Based Interview
• Structured Psychometric Interview
• Structured Situational Based Interview

19. Placement
This involves specific positioning of new
employee on a defined job role after he
or she must have accepted the offer of
employment and endorsed the
statement of job description which
highlights key performance areas.

20. Orientation
Orientation is a social function which serves
as a familiarization programme provided
to new employees. It’s not actually
structured to be a training programme. It
stands as a ‘getting to know us’
programme.

21. Topics for an Orientation Programme
• Overview of organisation
• Employee and Union
• Compensation and Benefits
• Organizational Chart and Company Facilities
• Department Functions
• Assigned Duties and Responsibilities
• Policies, Procedures, Rules and Regulations
• Health, Safety and Environment
• Tour of Facilities

22. Content of Orientation Kit
• Copies of Performance Appraisal Forms
• Policy and Procedures Handbook
• Copy of Organizational Chart
• Health, Safety and Environment Manual
• Staff Telephone and Email Brochure
• Copy of Company Newsletter

23. Induction
This is a structured training programme
aimed at infusing key knowledge, skills
and abilities into new employees, so as to
sharpen and fine-tune them for effective
positioning.

24. Key Topics for Induction Course
• Work Ethics
• Emotional Intelligence
• Esprit De Corp
• Software & Technology
• Service Excellence
• Performance Management
• Relationship Management
• Effective Communication

25. Components of Exit Programme
• Interview
• Counseling
• Critical Observation
• Exit Analysis

26. List Importance of Managing Exit Programme
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27. Dr Elijah Ezendu is Award-Winning Business Expert & Certified Management Consultant with expertise
in Interim Management, Strategy, Competitive Intelligence, Transformation, Restructuring, Turnaround
Management, Business Development, Marketing, Project & Cost Management, Leadership, HR, CSR, e-
Business & Software Architecture. He had functioned as Founder, Initiative for Sustainable Business
Equity; Chairman of Board, Charisma Broadcast Film Academy; Group Chief Operating Officer, Idova
Group; CEO, Rubiini (UAE); Special Advisor, RTEAN; Director, MMNA Investments; Chair, Int’l Board of
GCC Business Council (UAE); Senior Partner, Shevach Consulting; Chairman (Certification & Training),
Coordinator (Board of Fellows), Lead Assessor & Governing Council Member, Institute of Management
Consultants, Nigeria; Lead Resource, Centre for Competitive Intelligence Development; Lead
Consultant/ Partner, JK Michaels; Turnaround Project Director, Consolidated Business Holdings Limited;
Technical Director, Gestalt; Chief Operating Officer, Rohan Group; Executive Director (Various Roles),
Fortuna, Gambia & Malta; Chief Advisor/ Partner, D & E; Vice Chairman of Board, Refined Shipping;
Director of Programmes & Governing Council Member, Institute of Business Development, Nigeria;
Member of TDD Committee, International Association of Software Architects, USA; Member of Strategic
Planning and Implementation Committee, Chartered Institute of Personnel Management of Nigeria;
Country Manager (Nigeria) & Adjunct Faculty (MBA Programme), Regent Business School, South Africa;
Adjunct Faculty (MBA Programme), Ladoke Akintola University of Technology; Editor-in-Chief, Cost
Management Journal; Council Member, Institute of Internal Auditors of Nigeria; Member, Board of
Directors (Several Organizations). He holds Doctoral Degree in Management, Master of Business
Administration and Fellow of Professional Institutes in North America, UK & Nigeria. He is Innovator of
Corporate Investment Structure Based on Financials and Intangibles, for valuation highlighting
intangible contributions of host communities and ecological environment: A model celebrated globally
as remedy for unmitigated depreciation of ecological capital and developmental deprivation of host
communities. He had served as Examiner to Professional Institutes and Universities. He had been a
member of Guild of Soundtrack Producers of Nigeria. He's an author and extensively featured speaker.

28. Thank You