Recruitment and Selection
Recruitment Selection
• The process of attracting suitable individuals
to apply for positions in an organisation.

• Aim - to attract the best applicants and
exclude any that are not suitable

• Recruitment is job centred:
– Questions to ask before starting the process
• Should the job continue in its present form?
• Is it needed at all?
• Can the work be redistributed
• Does this job add value or assist the organisation to
achieve its objectives
Recruitment Process
• Determine the vacancy
– External
• Do we buy in skills, knowledge, ability?

– Internal
• grow our own inside the organisation?
Recruitment Process
Internal vs External

• Before any decision is made to recruit new
staff, the experience and qualifications of
current staff need to be considered

• Vacancies should be advertised on staff
noticeboards before going outside
Recruitment Process
Benefits of internal recruitment :
1. Saves on cost of recruitment and selection
2. Builds staff morale
3. Reduces costs of induction and training
4. Allows for succession planning
5. Selection is based on actual performance
assessment of current staff
6. Provides career paths for employees

Taken from: Building Quality Service by Lynn Van der Wagen (pg65)
Benefits of external recruitment :
1. Brings in new skills
2. Encourages competition
3. Gives the organisation exposure in employment
4. Brings in applicants with current knowledge and

Taken from: Building Quality Service by Lynn Van der Wagen (pg65)
Recruitment Process
• Advertise the vacancy
– National press
– Local press
– Recruitment agencies
– Radio
– Internet
– Internal methods
– Educational sources

• If you are too detailed in the specifications –not enough
people will apply; and if you are too general, too many
will apply

• Important to choose people who will mix/blend in well
and compliment the skills of the existing team

• http://www.jobsearch.co.uk/show_job.cgi?j=4814049&c=7&o=219&cat=39

Selection Process
• Want candidates who have:
– Skills
– Knowledge
– Correct attributes
– Good fit to the organisation
• Bilateral Process
– Candidates are more assertive in choosing
organisations they want to work for
Selection Process
• Job Analysis

– Job description
– Person profile
– Job context

Selection Criteria
• Job descriptions

• Person specifications

What is the difference between the two of
Selection Criteria
• Job description – the role of the person, duties
and responsibilities of the individual and of
the job
– Full or part-time
– Fixed, casual, permanent contract

Selection Criteria
• Person specification – the skills, experience
and knowledge necessary to perform the job

• http://www.ers.dol.govt.nz/publications/pdfs/

Selection Criteria
• Job Context
– This is the situational and supporting information
regarding the job
• Work climate (safety)
• Reporting relationships
• Unspoken rules
• Budgetary information and incentives
– eg. The job context for someone working in front-line tourism
may state that the position could be associated with
complaints, time pressure, stress, unpredictable work hours
Selection Process
• Selection devices:
– Psychological, aptitude or ability testing
– Medical examinations
– Reference check
– Academic achievement
– Selection interview
– Training and experience

• Wagen Der Van, Lynn. (1994) Building Quality Service – with
competency-based human resource management.
Butterworth-Heinemann, Australia.