Recruitmen

t, Selection
and
Induction
Chapter 2

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 The importance of job analysis in the recruitment and
selection process.
The steps in the recruitment process.
Selection of new recruits.

Preview The issues and problems relating to recruitment and

selection.
The importance of the contract of employment.
Terms to be included in a contract of employment.
Reasons for holding an induction programme.
Methods and techniques which can ensure an
induction programme is effectively organized.

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 Recruitment is the process of attracting
Recruitmen suitable people to apply for job vacancies.
t and Selection involves choosing the most
Selection suitable candidate from among a group of
applicants.

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 Cost of mistakes, accidents and loss of customers
caused by employees who cannot cope with the
Potential job.
Cost of a Cost of lowered morale amongst the employee’s
supervisor and his or her co-workers who have to
Bad rework his mistakes or take over his tasks.

Recruitmen Cost of defending a claim of dismissal without

just cause or excuse, once the employee has
t Decision been dismissed.
Cost of recruiting a replacement.
Cost of training a replacement.

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 The
Recruitmen
t and
Selection
Process

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reserved.
 Before hiring, an employer should ask the
following questions:
Alternatives  Can the work be outsourced?

to Hiring  Can the work be reorganized and carried out by

existing employees?
New  Can the work be automated?

Employees  Can the work be carried out by existing

employees working overtime?
 If an employee is needed, should he or she be
hired on a part-time or full-time basis?

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 Job analysis is a technique of
Job studying a job to identify the skills,
knowledge, experience and other
Analysis requirements necessary to perform
a job.

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Techniques
for
Conductin
g Job
Analysis

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 Job descriptions are fundamental
documents valuable in a variety of
Job HR functions.
Job descriptions can be used in:
Description  Recruitment and selection
s  Training
 Setting performance standards
and appraisal

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 Typical headings include:
Job title, location and grading
Job Relationships between the job-holder and
others
Description Brief statement on the purpose of the job

s (cont.) List of duties and responsibilities

Terms and conditions of employment to be
given to the job-holder
Negative aspects of the job

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 Typical information include:

Person Knowledge, skills and abilities required to do

the job
Specificatio Educational qualifications and work experience
required
n Physical requirements of the job, if any
Personality requirements, where relevant
Career path

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 The location of the organization.
Factors The public image of the organization.
Affecting The physical working conditions in the
Recruitmen organization.
The relationships between people in
t Efforts the organization or the psycho-social
environment.

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 Factors  The remuneration package being
Affecting offered to new recruits.
 The internal policies of the
Recruitmen organization, including fair disciplinary
t Efforts practices and whether training
opportunities are made available to
(cont.) employees.

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 Advantages of Promotion from within
& Transfers of staff
Internal Employment record of applicant
available. Thus, accurate assessment
Recruitmen possible.
t No induction needed.
Little or no cost involved.
Employees’ morale and motivation
may be increased.

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 Sources of External Applicants:
Employment agencies and consultants
External Campus recruitment
Recruitmen Employee referrals
Unsolicited applicants
t Advertising in the mass media
The Internet/Online recruitment
agencies

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 Sources of Information:
Application forms and curriculum
The vitae (CV)/ biodata/resumé
Selection Reference checks and checks using
social media
Process Tests
Interviews
Assessment centre activities

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 Factors which influence the effectiveness of
a selection interview:
The  Timing
Selection  Venue
Interview  Planning
 Skills of the interviewer(s)
 Questioning techniques used

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 The Research into selection interviews shows
that they are mostly:
Selection Invalid and unreliable
Interview At the very least, interviews should be
(cont.) combined with other selection
techniques.

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 Is nepotism to be encouraged or
discouraged?
Should children be permitted to work?
Issues to be Should older workers be recruited?
Discussed What problems may arise if older
workers are hired?
What problems may be faced by
employers when they hire foreign
workers?

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 Offering A contract of employment is an
agreement whereby an employer
Contract of agrees to pay an employee for
Employme services or work performed and
the employee agrees to work for
nt the employer.

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Terms and The terms and conditions of employment
Conditions offered to an employee must:
of comply with the employment laws,
where relevant,
Employme be clear and easy to understand, and

nt be attractive.

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 Express terms are those terms agreed to
by the parties, whether by way of oral
Express agreement or in writing.
Terms of Written terms are usually included in:
the employee’s letter of appointment,
the a collective agreement, where the
Contract workers are represented by a trade
union, or
a company handbook.

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 Terms implied into every employment
Implied contract by common law include:
Terms in an An employee’s obligation to serve the
employer with care, faithfulness and
Employme obedience.
An employer’s obligation to provide a
nt Contract safe workplace and to pay the agreed
wages.

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 Changing
The terms of a contract of employment
the Terms can only be changed by mutual
of an consent.
Employme Any unilateral change amounts to a
breach of contract.
nt Contract

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 Employment contracts may be described
by their duration:
Types of
Employme
nt Contract

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 Employment contracts may be described
by the number of hours worked:
Types of
Employme Working Hours

nt Contract
(cont.) Full-time Part-time

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 New recruits face ‘reality shock’.
New recruits are anxious and stressed out.
Inductio
An effective induction programme helps
n new recruits to adjust to their working
environment and helps them become
productive team members in a short period
of time.

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Inductio
n (cont.)

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 Issues
How much information and what
information should be given to new
Inductio recruits?

n (cont.) When should the induction be held?

What problems may arise if the
participants are diverse?
What may happen if the information
disseminated is not accurate?

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 The importance of job analysis in the recruitment
and selection process.
The steps in the recruitment process.
Selection of new recruits.
The issues and problems relating to recruitment
Review and selection.
The importance of the contract of employment.
Terms to be included in a contract of employment.
Reasons for holding an induction programme.
Methods and techniques which can ensure an
induction programme is effectively organized.

Copyright © 2023 by McGraw Hill Malaysia. All rights reserved.