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------------------------------------------------------------------------------------------------------------------------------------Below are the steps to be followed for recruitment and selection.

Human Resource personnel are expected to strictly adhere to the steps except if approval is given otherwise. Recruitment Steps: Job openings are identified either through Human Resources planning or managers request. People retiree, resign, are terminated or there is an expansion in the company thereby requiring new employees. It is necessary to ensure that future employment need equals demand for employee. Once job openings are identified, approval must be sought from the Chief Executive Officer officially and documented. Job requirements needs to be determined through the use job description and job specialization. Job description is a written summary of duties, responsibilities, reporting relationships, working conditions and supervisory responsibilities if there is any while job specification details the human traits needed for the job. Job requirement should be done in collaboration with the affected manager. This is done to determine the minimum essential requirements that are to be documented. Appropriate recruitment method is to be used so as to get the right people. Based on our policy to post job opening internally and externally, all methods for recruitment must conform to the policy. INTERNAL POSTING METHOD: Job posting on the notice board, via intranet or included in their pay-slip Human Resources Records: This method should be used so that qualified staffs are notified of job opening personally. You are required to peruse individual files so as to identify qualified candidates. Skill Inventory: This is a very good tool which will enable you identify suitable candidates for transfer or promotion. EXTERNAL RECRUITMENT METHOD: The following are to be used when recruiting for entry level jobs: Walk in/Write in Campus Recruiting: Visiting of campuses to recruit fresh Graduates Want advertisement in community newspaper Blind Advertisement without the company name. Resumes to be sent to the postal office. On-line recruiting / Corporate Website Open House / Career Fair Canada Employment Centre Current Employee Referrals Supervisors and Middle Management: Professional Association / Professional Magazines Employment Agency Senior Management and Chief Executive Officer

Executive Search Firms (Head Hunters)

The final step is to evaluate the recruiting process if we have generated a pool of qualified candidates. This pool must reflect our organizational goals and our employment equity program. Selection Steps: Preliminary reception of applicants. This process involves receiving and collation of job application forms, resumes and cover letters from applicants Initial Applicant Screening: All resumes are to be critically reviewed to select the candidates that are best qualified for the job. Reviewing of the resume is essential because you want to determine how organized, detailed and how prepared they are for the job. Only candidates meeting the selection criteria will be considered. Selection Testing: Selection testing will be used to access specific job-related skills, general intelligence, personality characteristics, mental abilities, interests and preferences. All forms of testing should be free of bias. All entry level position candidates will go through our aptitude test, intelligence test and emotional intelligence test. All other positions will go through our personality test, work sampling test and in-basket test (only for candidates applying for executive position). Please note that type of testing is dependent on budget allocated for selection. Selection interview: Selection interview is a two way communication and the type of interview to be used will depend on the category of job (Entry, middle or senior management) and budget allocated for the exercise. Entry Level positions: Individual Interview Reverse Panel Interview ( 4 Interviewees and 1 interviewer) Peer Interview: (Co-workers and manager will be involved in the interview process) Middle and Senior Management Positions: Panel Interview (1 Interviewee and 4 Interviewers) Serial Interview: Candidates will be interviewed separately by different senior managers. Style of interview and style of interview questions: for all positions below are a list that can be chosen from: Combination of unstructured and structured interview: This form of interview is to allow the interviewer(s) divert from standard questions, to enable further probing of candidates where necessary. It is important to note that only questions relevant to bona-fide requirement or qualification are to be asked. Behavioural and Situational interview style (Situational for those with experience and hypothetical for those with or without experience). Situational questions are questions asking what you did while hypothetical questions are questions asking what you will do. Stress interview style: To determine how the applicants will react to stressful experiences Moderately open ended and moderately closed questions: Questions allowing candidates to explain their answer.

Hypothetical and Situational questions (Situational for those with experience and hypothetical for those with or without experience) Statement questions to reconfirm answers given by the applicant to previous questions

Background Investigation and Reference Checking: Personal reference and job reference checking should be done before any conditional offer of employment is given to a successful candidate. It is mandatory to obtain written permission from the candidates before you proceed. Any other form of background checking can be done after a conditional offer of employment has been given to the candidate. It is pertinent to reiterate that for any form of investigation particularly credit checking, it is important to obtain a written approval from the candidate. Supervisory Interview: The top candidates are to return for one on one interview with the immediate supervisor. This step is vital because it is the supervisor that knows all the technical aspect of the job; he is the most qualified person to assess the candidates job knowledge and skills. The supervisor is in the best position to answer any job related question from the candidates. Realistic Job Preview will enable the candidates view the working environment, realistic information about the job and organizations expectation. This will enable any candidate not satisfied with the job self-select himself or herself out. Hiring Decision: All documentation of the selection process is reviewed and analyzed and the most qualified applicant depending on selection criteria is to be identified. Hiring decision is made at this stage of the selection process. Candidate Notification: The candidate should be notified by a telephone call of the job offer and two copies of the offer letter should be mailed to applicant. A copy of the letter is to be acknowledged by applicant and sent back to us. Once receipt of attendance is received, all unsuccessful applicants are to be notified via personal e-mail or telephone call. An employment contract should be made available and discussed with the prospective employee. He is to be advised to seek legal advice and should be given time to do that. Employment will only take effect when the employment contract has been signed by both parties. Evaluation of Selection Process: The last step in the process is for you to check if you have achieved your selection purpose. A successful selection process is when you are able to put the right person in the right job and also when you did not select any applicant. It is better to leave a position vacant than hire the wrong person to do the job. Thank You

Reference: Recruitment and Selection Lecture Handout Dessler G and Cole N.D (2011) Human Resources Management in Canada, Pearson: Toronto