Scope

Overview
Source of recruitment
Selection techniques
Placement
Induction
Overview

Recruitment is a process of searching for

and encouraging qualified individuals to
apply for employment with an organization.
It is regarded as the first step in the
employment process.
It is done in accordance with the HR plan
Its success depends on proper job analysis
Sources of recruitment
These are the different ways in which
qualified individuals can be got to take
up the available jobs.

Organizations have two broad

options; internal and external sources
Internal sources
Consideration is on current employees
Relevant for higher level jobs
The sourcing can take inform of;
Transfers
Promotions
Demotions
Job rotation
Succession planning
External sources
Educational institutions e.g. MUBS
Unsolicited applicants
Employee referrals or recommendations
Advertisements in newspapers,
magazines etc
Competing businesses
Employment agencies e.g. Future option,
MUBS Entrepreneurship Centre
Selection
This is the process of choosing the most
suitable person for employment from a pool
of applicants.
Selection is a decision making process by
the employer and employees
The appointment of suitable persons on
various jobs is very sensitive
Selection techniques

Bio-data: This is a collection of personal

information about the job applicants
Psychological tests: Tests are used to acquire
numerical scores that can be used to draw
conclusion about an individual e.g.
Intelligence test
Aptitude tests
Personality test
Performance tests
Cont,
Interview: This involves an interaction between
a candidate and a panel of interviewers.
Assessment centers: This involves subjecting
applicants in a simulated work situation so that
behaviors and performance on the job can be
observed and evaluated.
Letter of recommendation and reference
checks: This is where information about the
applicant is sought from people who know
him/her
Placement
It is the allocation of people to their rightful
jobs.
It is aimed at creating the fit between the job
and the person
Proper placement improves employee morale.
The capacity of the employee can be utilized if
she or he is placed in the job for which he is
most suitable.
Induction/Orientation
This is the provision to a new employee the
information he needs to perform his job comfortably
and effectively
It aimed at ensuring smooth transition to the new
environment
Some of the issues which may be highlighted include
the following;
Introduction to the company/Outlining goals and
objectives of the organization/ Review of the
organizational history, products/services
Outlining organizational rules, policies, procedures
Cont,
Communicating employee benefits
Completion of employment documents
Review of employers expectations
Setting of employee expectations
Introduction to fellow workers
Introduction to the job and daily work routine
Meeting with key persons within the
organization
Tour of the organizational facilities
Conclusion
The process of recruitment and
selection is not uniform or rigid to
any organization.
Every organization has a policy on
how to attract and choose the best
employee to do the right job.