EDTV 523: Principles and Practices of Human Resource Development

Unit 2: Acquisition of Human Resources in TVET

Lesson 4: Recruitment and Selection

Durga P. Baral, PhD

 Recruitment and Selection

 Recruitment is the process of identifying, attracting, and hiring qualified candidates to fill job
vacancies in an organization.
 The goal of recruitment is to find the right people with the necessary skills and qualifications to meet
the organization's needs.
 Selection: Selection is the process of choosing the most suitable candidates from a pool of applicants
for a particular job.
 The selection process typically involves a series of steps, including reviewing resumes, conducting
interviews, and administering tests.

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 Approaches to Recruitment and Selection

There are several approaches to recruitment and selection, including:

Internal Recruitment: Filling job vacancies from within the organization by promoting or transferring
current employees.
External Recruitment: Filling job vacancies by hiring candidates from outside the organization.
For these recruitment approaches, some other ways are:
Employee Referral: Encouraging current employees to refer qualified candidates for job vacancies.
Online Recruitment: Using online job boards, social media, and other digital platforms to advertise job
vacancies and attract candidates.

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 General Practices of Recruitment and Selection in TVET

 In TVET institutions, recruitment and selection practices may vary depending on the
specific needs of the organization. Some common practices include:
o Job posting: Posting job vacancies on the institution's website, job boards, and
other relevant platforms.
o Reviewing applications: Reviewing resumes, cover letters, and other application
materials to determine if candidates meet the necessary qualifications.
o Interviewing candidates: Conducting interviews with candidates to assess their
skills, experience, and suitability for the job.

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 Practices of Recruitment and Selection in TVET…
o Pre-employment tests: Administering tests to assess candidates' knowledge, skills, and
abilities.
o Reference checks: Contacting candidates' references to verify their qualifications and
suitability for the job.
o Background checks: Conducting background checks to ensure that candidates do not
have a criminal record or other red flags.
o Offer and Onboarding: Extending an offer to the selected candidate and welcoming
them on board by providing them with a job offer letter, employment contract, and
relevant documents.
It is important to follow fair and objective recruitment and selection practices to ensure that
the organization hires the most suitable candidates for the job, and to avoid any
discrimination or bias.

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 Internal recruitment: The Features
As mentioned earlier, internal recruitment is the process of filling job vacancies from within the
organization by promoting or transferring current employees. This approach has several advantages,
including:

 Cost-effective: Internal recruitment is generally less expensive than external recruitment, as the
organization does not need to advertise the job vacancy or incur other related expenses.
 Faster: Internal recruitment can be faster than external recruitment, as the organization can identify
suitable candidates quickly and avoid a lengthy recruitment process.
 Improved morale: Internal recruitment can boost employee morale, as it provides opportunities for
career growth and development within the organization.
 Better retention: Internal recruitment can lead to better retention of employees, as they are more likely
to stay with the organization if they see opportunities for career growth and development.

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 Some common practices for internal recruitment include:

Job posting: Posting job vacancies on the organization's internal job board or intranet site.
Employee referral: Encouraging current employees to refer qualified candidates for job vacancies.
Talent management: Developing and nurturing employees' skills and talents to prepare them for future
job opportunities within the organization.
Succession planning: Identifying potential candidates for key positions and developing plans to prepare
them for those roles in the future.
(Note: internal recruitment should still follow fair and objective practices to ensure that all eligible
candidates have an equal opportunity to apply for the job vacancy and that the best candidate is selected
based on their qualifications and suitability for the job.)

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 External recruitment: The Approaches
 External recruitment approach can be necessary when the organization is unable to find suitable
candidates for the job vacancies from within the organization.
External recruitment can involve several approaches, such as:
 Job advertising: The organization can advertise the job vacancy through various channels, such as job
boards, newspapers, social media, or professional associations.
 Campus recruitment/Through Internship: The organization can visit college campuses to attract
potential candidates and build relationships with universities.
 Employment agencies: The organization can hire employment agencies to assist in the recruitment
process by sourcing candidates and conducting initial screenings.
 Referrals: The organization can seek referrals from current employees, professional networks, or
industry contacts.

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 Some common practices for external recruitment include:
 Screening resumes and applications: The organization can review resumes and job applications to
identify suitable candidates for the job vacancy.
 Conducting interviews: The organization can conduct job interviews to assess the candidate's
qualifications, skills, and experience.
 Background checks: The organization can conduct background checks on the candidate to verify their
employment history, education, and criminal record.
 Pre-employment testing: The organization can conduct pre-employment tests, such as aptitude tests,
personality tests, or skills assessments, to determine the candidate's suitability for the job.
(Note: It is important to note that external recruitment should also follow fair and objective practices to
ensure that all eligible candidates have an equal opportunity to apply for the job vacancy and that the best
candidate is selected based on their qualifications and suitability for the job.)

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 Employee Referral
 Employee referral is a type of external recruitment where current employees are encouraged to refer
potential candidates for job vacancies within the organization.
 This approach can be effective in attracting qualified candidates who may not have otherwise applied
for the job vacancy.
 Employee referral programs typically involve incentives for the referring employee, such as cash
bonuses, gift cards, or other rewards.
 The incentives can be a powerful motivator for employees to participate in the program and refer
qualified candidates.

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 Benefits of Employee Referral Programs
 Cost-effective: Employee referral programs can be less expensive than other forms of external
recruitment, as the organization does not need to pay for job advertising or agency fees.
 Higher quality candidates: Referrals tend to result in higher quality candidates, as employees are
more likely to refer candidates who they know are a good fit for the job and the organization's culture.
 Improved retention: Employees who are referred by current employees tend to stay with the
organization longer than other new hires, as they already have a connection to the organization and its
employees.
 Increased employee engagement: Employee referral programs can increase employee engagement
and morale, as employees feel valued and involved in the recruitment process.

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 Online Recruitments
 Online recruitment, also known as e-recruitment or internet recruitment, is the use of the internet and
technology to attract, screen, and select job candidates.

 This approach has become increasingly popular in recent years, as more job seekers and employers are
using online platforms to search for and advertise job vacancies.

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 Benefits of Online Recruitments
Wider reach: Online recruitment allows organizations to reach a larger and more diverse pool of
candidates, as job vacancies can be advertised on job boards, social media platforms, and other online
channels.
Cost-effective: Online recruitment can be less expensive than traditional recruitment methods, as there is
no need for paper-based advertising or manual processing of job applications.
Faster hiring: Online recruitment can streamline the recruitment process, as job applications can be
submitted and processed electronically, reducing the time and effort required for manual processing.
Improved candidate experience: Online recruitment can provide a more convenient and user-friendly
experience for job seekers, as they can search and apply for jobs from any location and on any device.

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 Some Common Practices of Online Recruitments
Job boards: Organizations can advertise job vacancies on online job boards, which are websites that specialize in job
listings and job search functionality.

Social media: Organizations can use social media platforms such as LinkedIn, Facebook, and Twitter to advertise job
vacancies, engage with potential candidates, and build their employer brand.

Applicant tracking systems: Applicant tracking systems (ATS) are software programs that automate the recruitment
process, from job posting to candidate screening and selection.

Virtual interviews: Online recruitment can also include video interviews, which allow organizations to interview
candidates remotely, reducing the need for in-person interviews.

(Note: To implement online recruitment, the organization should first determine the online channels that are most
effective for reaching their target candidates, create a user-friendly job application process, and use technology
such as applicant tracking systems to automate the recruitment process where possible)

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 Selection of Employees
 Selection refers to the process of choosing the best candidate from a pool of job applicants. The goal of selection
is to identify the candidate who has the necessary qualifications, skills, and experience to perform the job
successfully.

The selection process typically involves several steps, including:

 Application review: The first step in the selection process is to review job applications and resumes to identify the
most qualified candidates.
 Screening: The next step is to screen candidates through various assessment methods, such as pre-employment
tests, phone interviews, and in-person interviews.
 Background checks: Before making a job offer, employers may conduct background checks to verify a candidate's
education, employment history, and criminal record.
 Reference checks: Employers may also contact the candidate's references to gather additional information about
the candidate's work experience and performance.
 Job offer: If the candidate passes all of the previous steps, the employer may extend a job offer, which includes
details such as job responsibilities, salary, benefits, and start date.
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 Approaches to Employee Selection
Approaches to selection can vary depending on the organization's needs and priorities.
Some common approaches include:
 Behavioral interviews: Behavioral interviews ask candidates to describe how they
have handled specific situations in the past, as a way to assess their skills and abilities.
 Assessment centers: Assessment centers are a more comprehensive approach to
selection, which typically involve a series of exercises and simulations designed to
assess a candidate's skills and abilities.

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 Approaches to Employee Selection…
 Psychometric testing: Psychometric testing includes various types of assessments,
such as cognitive tests and personality tests, which can help identify a candidate's
strengths and weaknesses.
 In TVET institutions, the selection process may also involve a review of the
candidate’s TVET qualifications, experience, and skillset.
 Additionally, employers in TVET may prioritize candidates with experience in the
specific industry or sector in which the institution operates.
 It is important to ensure that the selection process is fair, transparent, and free from
bias. This can include using objective selection criteria, providing equal opportunities
for all candidates, and avoiding any form of discrimination. 

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 Challenges for Recruitment and Selection in TVET Sector
Recruitment and selection can present unique challenges for TVET institutions in
developing countries. Some of the common challenges include:
Limited pool of qualified candidates: In some cases, TVET institutions may struggle
to find qualified candidates due to a lack of technical and vocational education and
training opportunities or a shortage of skilled labor in the area.
Limited access to technology: Online recruitment may not be a viable option for some
TVET institutions in developing countries due to limited access to technology or internet
connectivity.

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 Challenges for Recruitment and Selection in TVET Sector
Limited resources for selection: Once a pool of candidates has been identified, TVET
institutions may face challenges in selecting the best candidate due to a lack of resources
for conducting assessments, background checks, and reference checks.
To overcome these challenges, TVET institutions in developing countries may need to
adopt creative recruitment and selection strategies.
(E.g, partnering with other institutions or organizations; prioritize internal promotions or
referrals to fill open positions; invest in training and development programs

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 Assignment-4: Plan for Recruitment and Selection of an Employee

Assume that you are the HR Manager at Garikhane Technical School, a TVET institution located in a rural area
location of your country with limited resources. Your institution is currently seeking to recruit a Program Coordinator
for the Engineering department, which includes civil, electrical, and mechanical trades. The Program Coordinator will
be responsible for overseeing the development and delivery of training programs, managing a team of instructors, and
ensuring that the department meets its performance targets.

Next week a management meeting of your institution is planned where you have to present a brief plan for recruitment
and selection of the mentioned position. Your task is to develop a brief recruitment and selection plan for the Program
Coordinator position. In your plan, please address the following:
- Job posting, Recruitment strategy, Selection criteria, Selection method, Evaluation and decision making,
Onboarding and retention
-Your plan should be no more than 1000 words (~3 pages) long and should be submitted in a Word or PDF document.
Please use 12-point font and 1-inch margins. Group division as in Group presentation.

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 References

1.Dessler, G. (2017). Human resource management. Pearson Education Limited.

2.Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource
management. The Academy of Management Annals, 8(1), 1-56.

3.Phillips, J. J., & Gully, S. M. (2015). Strategic staffing. Pearson.

4.Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of technology on the future
of human resource management. Human Resource Management Review, 25(2), 216-231.

5.Thite, M., Wilkinson, A., & Shah, D. (2012). Internationalization and HRM strategies across subsidiaries in
multinational corporations from emerging economies—A conceptual framework. The International Journal of Human
Resource Management, 23(16), 3335-3353.

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