Chapter Three

ORGANIZATIONAL STAFFING:
RECRUITMENT, SELECTION,
ORIENTATION AND PLACEMENT
 CHAPTER OBJECTIVE

 After studying this chapter, you should be able to:

• Define recruitment and selection as one of the key

HRM functions
• Explain the purpose and importance of recruitment
and selection
• Identify and describe the major steps in both the
recruitment and selection processes
• Discuss the significance and contents of induction
and socialization programs.
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 3.1.Recruitment and Selection

Recruitment
• is the process of generating a pool of capable
people to apply for employment to an organization.

Selection
• is the process by which managers and others use
specific instruments to choose from a pool of
applicants a person or persons most likely to
succeed in the job(s), given management goals and
legal requirements.

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Recruitment

• Process of locating,
identifying, and attracting
capable candidates
• Can be for current or
future needs
• Critical activity for some
corporations.
• What sources do we use
for recruitment

FOM 9.4
 3.2.Purpose and significance of recruitment
Need for recruitment:

 Vacancies due to promotions, transfer, retirement,

termination, permanent disability, death and labour
turnover.
 Creation of new vacancies due to the growth, expansion
and diversification of business activities of an enterprise. In
addition, new vacancies are possible due to job
specification

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 Vacancies Stimulate the Hiring Process

Organizational
Growth

Internal
Movement
•Promotion Vacancy
•Demotion Created
Recruitment Selection
•Transfer

Exit from
Organization
(Turnover)

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 Purpose and significance of recruitment-Cont’d
 Determine the present and future requirements of the
organization
 Increase the pool of job candidates at minimum cost
 Help increase the success rate of the selection process
 Help reduce the probability that job applicants will leave the
organization
 Meet the organization’s legal and social obligations
 identify and prepare potential job applicants
 Increase organizational and individual effectiveness
 Evaluate the effectiveness of various recruiting techniques
and sources for all types of job applicants.

 As a result, the objective of “right man for the right job” is achieved 7
 3.3 The Recruitment Process

The process comprises five interrelated stages (planning, Strategy Dev’t,

searching, Screening, & Evaluation and control)

1. Recruitment Planning.
 involves the translation of likely job vacancies and information about the nature of these
jobs into set of objectives or targets that specify (1) the Numbers, and (2) Types of
applicants to be contacted.
 Type of contacts: tasks and responsibilities, the qualifications and experience expected.
These details are available through job description and job specification.

2. Strategy development.
 Make or Buy employees
 Technological sophistication of recruitment and selection devices
 Geographical distribution of labour markets comprising job
seekers
 Sources of recruitment
 Sequencing the activities in the recruitment process.
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 The Recruitment Process-Cont’d

The process comprises five interrelated stages (planning, Strategy Dev’t,

searching, Screening, & Evaluation and control)

3. Searching.
 source activation and
 selling.
4. Screening
5. Evaluation and control

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 3.4 Sources of Recruitment

3.4.1 Internal Recruitment 3.4.1 External Recruitment

• Promotions and Transfers • Professional or Trade
• Employee referrals Associations
• Former Employees • Advertisements
• Dependents of deceased • Campus Recruitments
employees • Walk-ins, Write-ins and Talk-
• Recalls ins
• Internal notification • Contractors
(advertisement) • Consultants
• Retirements • Head Hunters
• Radio, Television and
Internet
• Competitors
• Mergers and Acquisitions
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Recruitment and Attraction
The main approaches to attracting applicants can
be summarized as follows:
• Walk-ins
• Employee referrals: this a technique in which current
employees refer job seekers from outside organization:
for hard-to- find job skills
• Advertising
• Websites
• Professional associations
• Educational associations
• Professional agencies
• E-recruitment (general recruitment agents/ companies’
own sites)
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 School
Internal Placement Employee
Searches Referrals

Recruitment
Employee
Leasing Sources

Employment
Agencies Advertisements

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 3.5 The selection process
 Selection is basically picking an applicant from (a pool of
applicants) who has the appropriate qualification and
competency to do the job
• Step 1 Preliminary Interview
• Step 2 Selection Test: reliability &validity-consistency
• Step 3 Interview
• Step 4 Reference check
• Step 5 Selection decision/Hiring decision, plus waiting list
• Step 6 Physical and medical examination
• Step 7 Job offer: through letter of appointments
• Step 8 Contract of employment
• Step 9 concluding the selection process
• Step 10 Evaluation of the selection program 13
 Steps in the Model
for Selection

Preliminary Completion of
Applicant is Psychological
Screening Application
Recruited Testing
Interview Form

Physical Reference
Job Interview
Examination Checking

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 A process that involves deciding which of these recruits
should actually be hired and for which positions

Résumés Reference checks

Common
information
Tests sources Interviews

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Recruitment and Selection: Summary

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 3.6 Induction/ Orientation/ and Socialization
Induction & Socialization

• Process to introduce new employees to organization

• Familiarize new employee to job and work unit
• Help employee to understand values, beliefs, and acceptable behaviors
Familiarization to Organization and its Values
 Induction is the process of receiving and welcoming an
employee when he first joins a company and giving him the
Improvedhe
basic information Success
needs toOn the down
settle Job quickly and
happily and start work.
 Organizational Socialization is the process by which a new
Minimizes Turnover
member learns and adapts to the value of the system, the
norms, and the required behaviour pattern of an
organization, society or a group.
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 Line Managers HR Professionals Employees

 Help disseminate  Develop a  Participate in

information about recruiting plan to recruiting by
open positions to all guarantee a making referrals
potentially qualified diverse pool of and answering
internal applicants applicants questions about
 Understand and the organization
abide by all legal
regulations

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