HUMAN RESOURCE

MANAGEMENT
RECRUITMENT & SELECTION
FIGURE 5–1 Steps in Recruitment and Selection Process

5–2
PLANNING AND FORECASTING
 HR Planning
 Human resources planning is a process that
identifies current and future human resources needs
for an organization to achieve its goals.
 Human resources planning serve as a link between
human resources management and the overall
strategic plan of an organization.
 Succession Planning
 Succession planning is a process for identifying and
developing new leaders who can replace old leaders
when they leave, retire or die
 What to Forecast
 Overall personnel needs
 The supply of inside candidates
 The supply of outside candidates
RECRUITMENT & SELECTION
Recruitment:
Attracting the best suitable pool of candidates against a
position.

Selection:
Selecting the best suitable candidate for a position
INTERNAL SOURCES OF CANDIDATES
Advantages Disadvantages

 Foreknowledge of  Failed applicants become

candidates’ strengths discontented
and weaknesses  Time wasted interviewing
 More accurate view of inside candidates who will
candidate’s skills not be considered
 Candidates have a stronger  Inbreeding strengthens
commitment tendency to maintain the
to the company status quo
 Increases employee morale
 Less training and
orientation required 5–6
FINDING INTERNAL CANDIDATES
 Job posting
 Publicizing an open job to employees (often by literally
posting it on bulletin boards) and listing its attributes.
 Rehiring former employees
 Advantages:
 They are known quantities.
 They know the firm and its culture.

 Disadvantages:
 They may have less-than positive attitudes.
 Rehiring may sent the wrong message to current employees about

how to get ahead.

FINDING INTERNAL CANDIDATES
(CONT’D)
 Succession planning
 The process of ensuring a suitable supply of successors for
current and future senior or key jobs.
 Succession planning steps:
 Identifying and analyzing key jobs.
 Creating and assessing candidates.
 Selecting those who will fill the key positions.

 Employee Referrals
OUTSIDE SOURCES OF CANDIDATES
Locating Outside Candidates

1 Recruiting via the Internet

2 Advertising

3 Employment Agencies

4 College Recruiting

5 Referrals and Walk-ins

OUTSIDE SOURCES OF CANDIDATES
 Advertising
 The Media: selection of the best medium depends on the
positions for which the firm is recruiting.
 Newspapers (local and specific labor markets)
 Internet job sites

 Marketing programs

 Blind Box ad
OUTSIDE SOURCES OF CANDIDATES
 Constructing an effective ad
OUTSIDE SOURCES OF CANDIDATES
(CONT’D)
 Types of employment agencies:
 Public agencies operated by federal, state, or local
governments.
 Privately owned agencies

 Executive recruiters (head hunters)

 Special employment agencies retained by employers to seek
out top-management talent for their clients.
 Contingent-based recruiters collect a fee for their services
when a successful hire is completed.
 Retained executive searchers are paid regardless of the
outcome of the recruitment process.

© 2005 Prentice Hall Inc. All rights reserved. 5–14

OUTSIDE SOURCES OF CANDIDATES
(CONT’D)
 College recruiting
 Recruiting goals
 To determine if the candidate is worthy of further consideration
 To attract good candidates

 On-site visits
 Invitation letters
 Assigned hosts

 Information package

 Planned interviews

 Timely employment offer

 Follow-up

 Internships
OUTSIDE SOURCES OF CANDIDATES
(CONT’D) COLLEGE RECRUITING
 On-campus recruitment
 To determine if the candidate is
worthy of further consideration
 To attract good candidates ring
market before officially entering
market stream.
 School, Colleges and Universities
 Job Fairs
OUTSIDE SOURCES OF CANDIDATES
(CONT’D)
 On-site interviews
 Invitation letters
 Assigned hosts
 Information packages
 Planned interviews
 Timely employment offer
 Follow-up
 Internships
 University placement centers
 Unsolicited applicants
ON-LINE RECRUITING
 Employer websites
 Job boards

 Social Media

 https://careers.telenor.com.pk/Page/Detail/Default.aspx
SELECTION PROCESS
 • The 1st step in the selection process.
Initial • Job inquiries are sorted
Screening

• Company Specific Employment form

Application • Illustrates qualifications, experiences
Form

• Work Sampling
Pre- • Performance Simulation tests.
Employment
Testing

• Selection device used to obtain in depth information

• Competency based interview
Comprehensive
Interviews

• A tentative job offer

• Becomes permanent after certain conditions are met
ConditionalJo
b Offer
 • Verifying information provided by candidate
• References/former employees/educational accomplishments/
Background
information criminal records/ Background check/ Online searches.

• Determine applicant’s physical fitness.

Medical/
Physical
Examination

• Official job offer after fulfilling conditions

Job Offers

• Placement
QUESTION & ANSWERS