Вы находитесь на странице: 1из 25

Recruitment & Selection

Introduction
RECRUITMENT is a process of finding and
attracting capable applicants for employment. The
process begins when new recruits are sought and
ends when their applications are submitted.

Searching for, and obtaining, potential job candidates in


sufficient numbers and quality, and at the right cost, for
the organisation to select the most appropriate people to
fill its jobs. (Kramar 1996)
The process of attracting individuals in sufficient numbers
with the right skills and at appropriate times to apply for
open positions within the organization.

The result is a pool of applicants from which new


employees are selected.
Purpose of recruitment
Increase size of applicant pool at minimum cost
Identify & prepare potential job applicants
Increase success rate of selection process by
reducing over/under qualified applicants
Decrease early turnover of new hires
Increase individual/organisational effectiveness
Evaluate effectiveness of recruitment activities
Alternatives to recruitment:
Outsourcing.
Contingent labor.
Part-time employees.
Overtime.
Recruiting Sources

Sources should match the position to be filled.


The Internet is providing many new opportunities to
recruit and causing companies to revisit past recruiting
practices.
Sources:
Internal Searches
External Searches
Sources of recruitment
Internal External
Job Postings Advertising
Newsletters Employment Agencies
Succession Planning eg. Govt. employment exchange
Promotion Private agencies
Referrals / Word of Mouth / Head hunters
Unsolicited Applications Campus
Internet
Walk-ins and Write-ins
Job Posting

The process of announcing job openings to employees.


Job information must be made available to all
employees.
Ensure minority workers and disadvantaged
individuals are aware of job opportunities.
Employee cynicism occurs when there is not
equal opportunity for open positions.
Private Placement Agencies
Employers need and then solicit through advertisement
Payment by employer/recruits
Professional Search Firms
Specific Type of human resource
Fee paid by the employer
Advertising
Writing Ads
Blind Ads
Written too narrowly limit pool of applicants
Written too broadly too many applicants to evaluate effectively
Design Ads
Reflect an accurate image of the company and department
represented
Ads follow applicants
Want Ad (clerical)
Ads in Professional Journals
Advantages of Internal Recruiting

Better assessment of KSA


Lower cost
Motivator for good performance
Hire at entry-level only
Familiarity with organisation
Improved morale and security
Can identify long-term interests
Disadvantages of Internal Recruiting
Inability to find appropriate people
Morale problems
Political in-fighting
Need for strong T&D programs
Advantages of External Recruiting
Introduces new ideas and knowledge
Reduced need for training
Disadvantages of External Recruiting
Problems of fit
Morale problems for internals
Adjustment period
Decreased incentive value of promotions
Advantages of promoting from within include
good public relations
morale building
encouragement of ambitious employees and members of
protected groups
availability of information on existing employee performance
cost-savings
internal candidates knowledge of the organization
the opportunity to develop mid- and top-level managers
Cont

Disadvantages include:
possible inferiority of internal candidates
infighting and morale problems
Cont

Employee referrals/recommendations
Advantages include:
the employees motivation to make a good
recommendation
the availability of accurate job information for the
recruit
Employee referrals tend to be more acceptable
applicants, to be more likely to accept an offer and
to have a higher survival rate.
Cont

Employee referrals/recommendations
Disadvantages include:
the possibility of friendship being confused
with job performance
the potential for nepotism
the potential for adverse impact
Factors Affecting Recruitment
Factors that affect recruiting efforts
Organizational size
Employment conditions in the area
Working conditions, salary and benefits offered
Organizational life cycle
Recruitment Constraints & Challenges

Strategic & HR Plans


Strategic Plans point out the direction of the firm and suggest
the types of tasks and jobs that need to be undertaken. The
HR Plan outlines which jobs should be filled by recruiting
outside the firm and which are to be filled internally.

Strategic and HR Plans enable recruiters to place the


organizations overall hiring needs in perspective.
Cont

Internal Organizational Policies


Organizational Policies are used to achieve uniformity,
economies, public relations benefits, and other objectives
that may be unrelated to recruiting. At time policies can
be source of constraints.
Compensation Policies
Employment Policies
International Hiring Polices
Promote From Within Polices
Cont

Organization Image Recruiter Habits


Job Requirements Environmental
Job attractiveness Conditions
Incentives Government
Recruiting costs influence, such as
Affirmative Action discrimination laws
Plans
Recruitment Process
Recruitment philosophy
Recruitment planning Internal vs External job
Estimated no. of filling
contacts needed Job vs Career orientation
Short-term vs long term
Job specifications orientation

Recruitment strategy development


choosing reqd. applicant qualifications
choosing recruitment sources and
communication channels
choosing the message
Recruitment Activities
Job posting
Ads
Other recruitment sources
Follow up actions
Record keeping Screening /
Selecting
employees
Recruitment Evaluation
No. of jobs filled ?
Jobs filled in timely fashion ?
Cost per job filled ?
Recruiting Yield Pyramid

50 New hires

100 Offers made (2 : 1)

Candidates interviewed (3 : 2)
150

200 Candidates invited (4 : 3)

1,200 Leads generated (6 : 1)