Topic 4: HUMAN

RESOURCES
RECRUITMENT (HRR)
 INTRODUCTION
Human Resources Recruitment can be
described as those activities in HRM which
are undertaken in order to attract sufficient
job candidates who have necessary
potential, competencies and traits to fill job
needs and to assist the organisation in
achieving its objectives.
Is the process of locating potential job
applicants and performing all other
functions that lead them to fill vacant
job positions in the work organisation.
By means of recruitment process the
organisation aims to attract and to
retain the interest of suitable
applicants and to project a positive
image of the organization to outsiders
 Factors Influencing HRR
Internal factors
– Recruitment policy
– organization’s image
– Organization’s needs
External factors
– Government limitations
– Labour market
– Trade union limitations
HRR can be done from within
or from outside.
• Recruitment from within
– Is the process of filling vacant job positions by
using current employees. This is done by
either promoting or transferring their current
employees.

However no organization can forever recruit

from within, they have to recruit from
outside.
 When does the organization
recruit from within?
• When there are qualified candidates
among the current employees
• When there are qualified candidates
available both from outside and inside but
recruitment from within was found cheaper
• When the HRR policy of the organization
says so
 Advantages of Recruiting
from Within
• Motivation of employees
• Morale building
• Reducing discipline problems
• It brings a better known candidate
• Its a cheaper policy
• Increases employee retention
 Disadvantages of Recruiting
from within
• Inbreeding of ideas which reduces
competitive strength of the organization
• It is a costly policy in the long run
 Recruitment from Outside
Is the process of filling vacant job
positions by using potential job
applicants from outside the
organization. This is done by;
– communicating the vacant job to
prospective applicants
– Undertaking selection process
 Why Recruit from Outside?
Organizations recruit from outside in order to;
• bring in employees with new ideas, skills
and experience.
• overcome the shortage of qualified
candidates within the organization
• poach a person with proven and decisive
skills from a competitor
• make use of a richer labour supply market
Sources of Job Candidates
• Employees’ records
• Laid off Employees’ records
• Filed job applications
• Media advertisements
• Walk-ins
• Educational institutions
Sources of Job Candidates
• Public employment agencies
• Private placement agencies
• Executive search firms
• Professional associations
• Employee referrals
• Unsolicited applications (write-ins)
• Labor unions
 Recruitment Process
The process begins with the efforts to find
suitable applicants for its job openings,
and ends when the selected candidates
become members of the organization,
therefore it includes two main
components;
– Communication of the vacant job to
prospective applicants
– Selection process
 (a) Communicating the
Vacant Job
The organization notifies the public on the
existence of the vacant job. The information
is communicated either to the current
employees or the general public (depending
on the recruitment policy).
This step considers Human resources planning,
available budget, and contact with all
departments about the coming recruitment
process.
 (b) The Selection Process
1. Preliminary reception
2. Scrutiny of applicant’s information
3. Testing
4. Selection interviews
5. Checking references and background
6. Medical examination
7. Supervisor’s interview
8. Hiring decision
 1. Preliminary Reception
HR department receives either the applicant
(a walk – in) or the letter of application.
 2. Scrutiny of applicant’s
Information
This involves a closer scrutiny of
applicants data, which is done by the
HR department and the user
department.

Data is retrieved from application forms,

application letters, CV’s, letters of
recommendations, etc
 3. Testing
• Tests are methods of assessing
correspondence between the applicant’s
capabilities and the requirements of the
jobs
 4. Selection Interview
Candidates who have done well or stand a good
chance of being hired they go as far as being
called to attend an interview
It is a formal conversation conducted to evaluate
the applicant’s suitability for the job applied for.
It seeks to answer 2 questions;
• can (s)he do the job?
• how good is (s)he compared to other applicants
 Selection interview….
The interview can be ineffective if
interviewers ask irrelevant questions and
presence of unqualified interviewers.
The HR department should organize training
seminars on employment interviewing, in
order to prepare managers of all levels to
be effective interviewers
 Guidelines for planning and
managing effective interviews
• Establish objective and scope of each
interview
• Establish a rapport with the candidate
• Listen to the candidate
• Observe the candidate’s body language
• Give the candidate an opportunity to ask
questions
 Guidelines for planning and
managing effective interviews
• Frame questions effectively
• Separate facts from inference
• Avoid biasness and stereotypes
• Avoid hallo error
• Organize a strategic sitting plan
 5. Checking references and
background
A final check is done to get an in depth
information about the interviewee who at
this time has a greater chance for
selection
 6. Medical Examination
• Physical examination; used to
determine the physical suitability of
the candidate to job demands. Also it
gives a basis for following up the
health history of the employee
• They sometimes reveals those
applicants who are drug addicts
 7. Supervisor’s Interview
• This is the interview from the officer
responsible for the candidate who is
screened for recruitment. The supervisor
evaluates the candidate’s technical
abilities for the job so that he can make a
hiring decision. Usually the HR department
respects the supervisor’s final opinion
about the suitability of the candidate.
 8. Hiring Decision
This entails ordering candidate’s information from the
application form to the results of the supervisor’s
interview, and the award of the appointment letter.
HR department notifies all applicants who were not
selected that their applications were not successful,
however their application papers are kept on file for
future job openings as well as for inspection if any
allegations about the selection process arise
 Criteria for Effective
Selection
• Educational qualifications
• Relevant experience
• Attitude
• Physical characteristics
• Technical know who
Problems Facing Recruitment
Function
–Compensation packages
–Extra curricula work
–Legal and political constraints
–Job requirements