INTRODUCTION TO RECRUITMENT AND SELECTION:

Recruitment and selection – refers to the process of attracting and choosing candidates for
employment

Recruitment is understood as the process of searching and obtaining a pool of potential

candidates with the desired knowledge and skills and experience to allow an organization to
select the most appropriate people to fill the job vacancies against defined position
descriptions and specifications.

The purpose of recruitment is to find the widest pool of applicants to provide the greatest
opportunity to select the best people for the required roles in the organization.

Recruitment and selection – is a process of pooling the potential candidates with possible
knowledge and skills and choosing from pool of candidates by using specific instruments that
will succeed in the job given management goals and legal requirements.

Recruitment and selection plays an important role in ensuring worker performance and positive
organizational results.

Recruiting individuals to fill positions is the most critical HR management function undertaken
whether the person being recruited from within or outside the organization.

RECOGNIZING THE POWER OF PERCEPTION IN RECRUITMENT AND SELECTION

The quality of accuracy of our perceptions will have a major impact on our response to a
situation.

One key to enhancing effectiveness in recruitment and selection, therefore, lies in an

appreciation of some core principles of interpersonal perception and in particular of some
common potential mistakes.

Kinds of Perceptions:

1. Selective Perception

2.Selfcentered bias

3. Early information bias

4. Stereotyping

ATTRACTING CANDIDATES – it is a matter of identifying, evaluating and using the most

appropriate sources for getting applicants

Good selection Practices

 Job descriptions and job specifications prepared in advance and endorsed by personnel
and line management
 Trained selectors
 Determine tools to be used for selection
 Check competency of recruitment specialist
 Involve line managers at all stage
 Validate procedures
 Help the appointed candidate to succeed by training and development management

THE IMPORTANCE OF RECRUITMENT AND SELECTION FOR HR PROFESSIONALS

1. Determine the present and future requirements for manpower planning and job analysis
activities

2. Increase success rate of selection process by eliminating under-qualified or over-qualified

applicants

3. To reduce recruitment cost that may arise as a result of poor selection

4. Increases organizational effectiveness by employing qualified and competent hands that can
meet the requirements of the organization

5. Identify and prepare potential job applicants

6. Evaluate effectiveness of different recruitment techniques

RECRUITMENT GOALS

 Attract qualified applicants

 Encourage unqualified applicants to self-select themselves out

RECRUITMENT PROCESS

ORGANIZATIONS APPLICANTS

Vacancy or New Position Receive education and choose

education

Evaluate candidates via selection Search for job openings

process

Acquire employment and

Generate candidate pool through
experience
Internal or external recruitment
method
Apply for jobs
Impress candidates

Impress company during selection

Make offer process

Evaluate jobs and companies

Accept or reject job offer

DIFFERENT CAREER PATHS TOWARD PROFESSIONAL ASSOCIATIONS INVOLVED IN

RECRUITMENT AND SELECTION PROCESS

1. Recruitment Assistant

2. Recruitment Specialist
3. Recruitment Supervisor

4. Recruitment Manager

KEY RESPONSIBILITIES OF RECRUITMENT MANAGER

 Designs, develops and maintain the recruitment process in the organization

 Designs the selection matrix for choosing the optimum recruitment channel and
recruitment source
 Explores the market best practices in the recruitment and staffing and implement
appropriate best practices in the organization
 Builds a quality relationship with the internal customers and external recruitment
agencies
 Monitors and constantly reduces the cost of the recruitment process
 Sets the social media communication strategy for different jobs job profiles and
functions in the organization
 Conducts job interviews for the managerial job positions
 Monitors the labor legislation and implements required changes to keep the process
complaint
 Manages and develops the team of HR recruiters
 Acts as a single point of contact for managers regarding recruitment topics
 Designs training recruitment for HR recruiters and line managers

STRATEGIC RECRUITING STRATEGY

FLEXIBLE STAFFING DESCRIPTION

1. Regular Employment Regular employment is continuous,
predictable and scheduled employment of six
months or longer
2. Full-Time Consist of regular schedule with 40 hours a
week

3. Part-Time Consist of regular schedule 40 hours below in

a week

4. Independent Contractors Performs specific service on a contract basis

used in a number of areas

5. Temporary Workers This is based on the concept of try it before

you buy. Such firms supply workers on a rate
per day per week basis
6. Seasonal Employee Seasonal employees are hired to work on a
part time basis by companies need extra help
during a particular season typically Christmas
season

ETHICAL CONSIDERATIONS WHEN HIRING EMPLOYEES

It is important not to discriminate employees by not hiring them because of one’s sexual
orientation or by offering a different pay rate for similar work due to gender differences.

Organizations should ensure that difference in wages when offered are being made base on the
concept of skill, effort, responsibility, seniority systems where union exist

SOURCES OF RECRUITMENT
1. Internal Source

2. External source

SOURCES OF APPLICANTS

1. Employee referral

2. Word of Mouth

3. Advertising

4. Government Job Services

5. College or university Placement Offices

6. Posting Job Announcements on Bulletin boards

7. Executive Search firms

8. The Internet

9. Recommendations from Current Employee

1o. Job Fairs

ASSIGNMENT # 1

Interview an HR practitioner in any traditional company and ask the following questions:

1. What recruitment processes are they using

2. How does HR unit determine the need for manpower of other departments?

3. What are the sets of skills they are usually looking in hiring HR people?

4. In sourcing out applicant what methods they usually use?

5. What are the good practices of their HR people?

BA ______ HRM _______ RECRUITMENT AND SELECTION

GROUP # ________

Group Members:

GUIDE QUESTIONS:

1. What recruitment processes are they using?

2. How does HR unit determine the need for manpower of other departments?

3. What are the sets of skills they are usually looking in hiring HR people?

4. In sourcing out applicant what methods they usually use?

5. What are the good practices of their HR people?

____________________________________
HR staff interviewed / Position