Professional Documents
Culture Documents
Chapter 3 Recrui N Sel
Chapter 3 Recrui N Sel
AND
SELECTION
AFTER STUDYING THIS CHAPTER YOU SHOULD BE
ABLE TO
Understand and Differentiate between Recruitment and Selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as
individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods/Sources and analyze their
advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Appreciate varied contemporary interviewing techniques used by
interviewers.
Design interview form and evaluation matrix.
Evaluate the three methods e.g., Information gathering, Tests and
interviewing used in employee selection.
HUMAN RESOURCE
MANAGEMENT
BUSINESS OBJECTIVES
HR PLANNING
JOB ANALYSIS
RECRUITMENT
RECRUITMENT
OR
SOURCES OF
RECRUITMENT
INTERNAL EXTERNAL
SOURCES SOURCES
SOURCES OF
RECRUITMENT
Job Posting &
Bidding
Promotions and
Transfers
INTERNAL
SOURCES Employee
Referrals
Re-recruiting former
Employees & Applicants
Internal Recruiting
Data base
SOURCES OF RECRUITMENT Cont . . .
INTERNAL SOURCES
ADVANTAGES DISADVANTAGES
Labor
EXTERNAL Unions
SOURCES
Media Sources
Employment Agencies
SOURCES OF RECRUITMENT Cont . . .
EXTERNAL SOURCES
ADVANTAGES DISADVANTAGES
New “blood” brings new May not select someone who will
Perspectives, new skills, new “fit” the job or organization
knowledge.
May cause morale problems for
Cheaper and faster than training
internal Candidates not
Professionals
selected
No group of political supporters in
Longer “adjustment” or orientation
company
time
May bring new industry insights
INTERNET RECRUITING METHODS
INTERNET RECRUITING
METHODS
1. Job Boards
2. Employer Web
Sites
INTERNET
RECRUITING
METHODS Cont . . .
ADVANTAGES DISADVANTAGES
Cost savings More unqualified applicants
Time savings Additional work for HR staff
Expanded pool of applicants members
Many applicants are not
seriously seeking employment
Access to internet is limited or
unavailable to some applicants
RECRUITING EVALUATION
Quantity of Quality of
Applicants
Applicants
As the goal of a good recruitment In addition to quantity, the issue arises
program is to generate a large pool as to whether or not the qualifications of
of applicants from which to choose, the applicant pool are sufficient to fill
quantity is a natural place to begin the job openings. Do the applicants meet
evaluation job specification and do they perform
the jobs well after hire?
Evaluating Recruiting
Yield Ratio
Costs and Benefits
300 Applicants
Initial Contacts/Final Interview
(Yield ratio = 3:1)
1
0
0
F
i
n
a
l
I
CONSTRAINTS [ barriers, obstructions,
hindrance] ON RECRUITMENT
Image of
the
Company
Attractiveness of
Job
Internal
Organizational Policy
Recruitment Cost
BUSINESS OBJECTIVES
HR PLANNING
JOB ANALYSIS
RECRUITMENT
SELECTION
SELECTION
1
• The Process of making a “Hire” or “No Hire”
decision regarding each applicant for a job.
Or
2
• Selection is the process of choosing qualified
individuals who are available to fill the
positions in organization.
BASIC SELECTION
CRITERIA
Formal Education
Personality Characteristics
SELECTION PROCESS
Initial screening
Fail to meet
minimum Passed
qualification
Completed application
Failed to complete job
application or failed job Passed
specification
Employment test
Failed Test
Passed
Passed Conditional job
Comprehensive interview
offer
Failed to impress
interviewer and / meet
job expectations
Background Examination
Problem if required
encountered
Passed
Reject Applicant
Medical/physical examination if
Unfit to do required (conditional job offer
essential Able to perform
elements of job essential elements
of job
1. Testing
2. Gathering Information
3. Interviewing
SELECTION METHODS Cont . . .
.
1. TESTING
Tests measure knowledge, skill,
and ability, as well as other
characteristics, such as personality
traits.
TESTING TYPES
Work
Cognitive Personality Physical Integrity
Ability Test Ability Test
Drug Test Sample
Test Test
Testing
Cognition mainly refers to things like memory, the ability to learn
new information, speech, understanding of written material.
It measures the
learning, understanding, It assesses muscular
and ability to solve strength, cardiovascular
problems. e.g. Intelligence TESTING endurance, and
TYPES
Tests. coordination.
3. Personality Testing
Measures performance on
some element of the job.
SELECTION METHODS Cont . . .
TEST
SAMPLE
SELECTION METHODS Cont . . .
2. INFORMATION GATHERING:
Common methods for gathering information include
application forms and résumés, biographical data, and
reference checking.
SELECTION METHODS Cont . . .
Generally ask for information such
Applicatio as and phone number, education, work
address
experience, and special training.
n Forms
and At the professional-level, similar information
Résumés is generally presented in résumés.
3. INTERVIEWS:
Situational
Interview
1. Structured
Interviews Behavioral
Interview
Types of
Interviews
2. Unstructured
Interviews
SELECTION METHODS Cont . . .
1. Structured 2. Unstructured
Interviews Interviews
Uses a list of predetermined
questions. All applicants are Interviews-open ended
asked the same set questions. questions are used such as “Tell
There are two types of me about yourself”
structured
interviews.
SITUATIONAL BEHAVIORAL
INTERVIEW INTERVIEW • This allows the interviewer
•In which the to probe and pose different
•In which the
interviewer asks sets of questions to different
questions focus applicants.
questions about on the
what the applicant
would do in a applicant’s
hypothetical behavior in past
situation situations.
SELECTION METHODS Cont . . .
INTERVIEW QUESTION