STAFFING

Presented by

Jovan Zubovi

HRM process
Organizational planning HR policy HR planning
IT systems Employee relations Health and security

Staffing Evaluation Rewarding

Talents management

Recruitment and Selection

Recruitement: Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization:
Activity that links the employers and the job seekers. A process of finding and attracting capable applicants for employment

Selection: Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success on the jobs.

To choose the individual who can most successfully perform the job from the pool of qualified candidates. Specific process of shrinking the candidate list and selecting the best fit

Recruitment process
Employment plan
Job description Person specification

Cost of recruitment

Sources of recruitiment
Internal External

Staffing process
Identify vacancy

Recruitment

Prepare job description and person specification Advertising the vacancy Managing the response Short-listing

Selection
Arrange interviews Conducting interview and decision making

Selection process

Review and shortlsiting

Three stages in review: 1. Does the candidate fit company profile? 2. How the job suits the candidate. 3. How the candidate suits the job

Testing
According to research test are apllied in 84% of cases Test are rarely used for managerial positions Test rationallity (lot vs little candidates) Empirical (analytic) and rational (numneric) tests. Estimate the ability of the candidate to apply skills and knowledeg into job Tests must be
Valid, reliable, sensitive and objective

Tests types:
Psychological, cognitive, knowledge, reaction, attitude

Interview
Types:
Open, systemic, standardized

It is conducted with the most qualified applicants. The purpose of interview is to obtain information, to give Information, and to determine if the applicant meets the requirements for the position.

Common problems
Relying only on interviews Using a model of sucessful employee Exercising too many criteria Person evaluation instead if abilities evaluation Using self as an example Not using statistical data Hallo effect

Differentiation
Recruitment
1. It the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation. Recruitment is a positive process i.e. encouraging more and more employees to apply . Recruitment is concerned with tapping the sources of human resources. There is no contract of recruitment established in recruitment

Selection
1. It Involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. 2. The basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation. 3. Selection is a negative process as it involves rejection of the unsuitable candidates. 4. Selection is concerned with selecting the most suitable candidate through various interviews and tests. 5. Selection results in a contract of service between the employer and the selected employee.

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Conclusion