RECRUITMENT & SELECTION

BY

DR JANEFRANCIS I. DURU
B.A, MPA, PhD, MNIM, ACIPM,MNITAD
janeduru@yahoo.com
0803 3210968
 Course Objectives
By the end of this session, participants will
be able to:

• Define the terms recruitment & selection

and explain the link between them.
• List and discuss the two major sources of
recruitment.
• Explain the recruitment & selection
processes.
 RECRUITMENT & SELECTION

• Recruitment & selection are two

major stages in the organisation
entry path, with recruitment being
the first stage and selection the
second.
 Organizational Entry Path

Recruitment Selection On Boarding

 RECRUITMENT & SELECTION
Recruitment & selection aim at:

• getting the right person,

• in the right place
• at the right time.
 What is Recruitment?

• Recruitment is the process of

identifying the organisation needs
to employ someone up to the
point at which application forms
for the post have arrived at the
organisation.
 What is Recruitment? (contd)
• “Recruitment is the process of searching the
candidates for employment and stimulating them
to apply for jobs in the organisation”
Edwin Flippo

• It 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. The result is a
pool of applications from which new employees
are selected.
 Purpose of Recruitment
The purpose of recruitment are to:

• Attract and encourage more and more

candidates to apply in the organisation.
• Create a talent pool of candidates to
enable the selection of best candidates
for the organisation.
 Recruitment Needs
There are three types of recruitment
needs:

• Planned

• Anticipated

• Unexpected
 Recruitment Needs (contd)
• Planned - needs arising from changes in
organization and retirement policy.
• Anticipated - are those movements in
personnel, which an organization can
predict by studying trends in internal and
external environment.
• Unexpected - Resignation, deaths,
accidents, illness give rise to unexpected
needs.
 Recruitment Process
Is a systematic process of
sourcing for candidates for
employment, short listing and
conducting interviews to ensure
selection of appropriate
person/persons.
Recruitment Process (contd)
 Recruitment Process (contd)
There are seven steps in recruitment, these are:
1. Identify vacancy
2. Prepare job description and person
specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making
 Sources of Recruitment
Candidates for recruitment can be sourced
from two sources:

• Internal sources

• External sources
Internal Sources of Recruitment
• Transfers
• Promotions
• Upgrading
• Demotions
• Retired employees
• Retrenched employees
• Dependents & relatives of deceased
employees
 External Sources of Recruitment
• Press advertisements
• Educational Institutes
• Placement agencies/outsourcing
• Employment exchanges
• Labour contractors
• Unsolicited applicants
• Employee referrals
• Recruitment at factory gate
 Benefits of Effective Recruitment
Effective recruitment leads to actualization of the
goals of an organization through the following: 

• Delivering returns on investment.

• Increased productivity of staff as they have the
necessary competencies to perform in their given
roles.
• Good brand image due to good products & services
rendered .
 Benefits of Effective Recruitment
(contd)

• It leads to growth in organizational

performance due to high productivity of staff.
• Improved motivation of staff.
• Reduced error rate and optimal performance.
• Company gains high competitive advantage
because of specialized skills and competencies
possessed by employees.
 What is Selection?
• Is the process of choosing from applicants
the most suitable candidate to fill a
position.
• It involves identifying candidates who met
key requirements through a battery of
tests and purposeful interview and
selecting the best.
Selection Process
 Selection Tests
There are three types of selection tests,
namely:

• Personality Tests
• Proficiency Tests
• Cognitive Abilities Tests
 Personality Tests
• These tests are used to uncover the personal
characteristics of applicants, and assessing their
relationship with the performance of a specified
job.

• Personality traits that can be appraised are

emotional stability, motivational system,
openness to experience, conscientiousness,
gregariousness, amiability and introversion.
 Types of Personality Test

• Personality Attribute Inventory

• Cross-Cultural Adaptability Inventory
• Personality Adjective Checklist
 Proficiency Tests
Proficiency tests also known as
achievement tests, are used for measuring
an applicant’s knowledge or skills, in
relationship with the ones needed for a
particular job.
 Types of Proficiency Tests

• Knowledge Tests

• Work Sample Tests

 Cognitive Abilities Tests

These are assessment tools used

for measurement of intelligence
and aptitude of applicants. They
are the most widely accepted
selection tests used in industries.
 Types of Cognitive Abilities Tests

• General Intelligence Test.

• Aptitude Test.
 Selection Interview
Selection interview also known as
job Interview is a forum that
provides valuable opportunity for
exchange of information, which
will enable both parties involved
to make a decision : to offer or not
to offer a job; to accept or not to
accept the offer.
Purpose & Importance of Selection
Interview
• The purpose of job interview is to obtain & assess
information about candidates.
• Interview:
- Are opportunities for interviewers to ask probing
questions, describe the job and the organization in more
detail.

-It enables candidates to ask questions and clear grey

areas.

-It gives both parties a close up opportunity to do a

psychological assessment of each other .
 Types of Interviews
• Individual Interview

• Panel Interview

• Selection Board

• Assessment Center
 Interviewing Approaches

• Biographical Based Interview

• Structured Situational Based Interview
• Structured Behavioural Competency
Based Interview
• Structured Psychometric Interview
Biographical Based Interview

This either starts at the beginning

(education) and sequences to the
end (current job or last job or
most recent education), or
proceeds in the opposite
direction.
 Structured Situational Based
Interview

This involves asking candidates

how they would handle a
hypothetical situation that
resembles one that they may
encounter on the job. May not
reflect reality.
 Structured Behavioural
Competency Based Interview

This involves asking candidates

to describe how they dealt with
particular situations in the past.
Structured Psychometric Interview

Involves asking candidates entirely

predetermined questions with
responses coded so that results can
be analysed and compared to obtain
consistency between different
interviews and interviewers. No scope
to follow through questions.
 Reference Check
• This is a process of verifying the
information given by applicants.
• Records of qualifications, employment and
achievement provided by applicants on a
resume, the application form and during
interview would be investigated, in order to
confirm rightness.
 Medical Examination
• This is used for assessing how well
applicants satisfy the physical
requirements of specific jobs.
• It is examination is useful in identifying
people who would be able to perform the
physically demanding aspects of a job, and
those whose conditions are too adverse for
employment in certain capacities.
 Offer of Employment

This is the last stage of selection

process, and can only be done
after decision must have been
concluded based on applicant’s
performance in the selection
process.
 Group Work 1
• Recruitment & Selection at TESCO ( to be given)

Questions
1. Define the terms recruitment and selection. How do
these processes enable anorganisation like Tesco to get
the right people to fill its posts?
2. What needs necessaites recruitment at TESCO?
3. What is talent planning and what is it used for at
TESCO? 0
4. Evaluate the benefits for Tesco of using both interviews
and assessment centres in the selection process.
 Group Work 2

Discuss the best interview you

ever attended and recommend
learning points from the
experience to your colleagues.
Thank You