CHAPTER 3: RECRUITMENT AND

SELECTION
BY: PN NORHAFIZAWATI BAKAR
 DEFINITION RECRUITMENT
 Recruitment is the process of attracting individuals on a
timely basis, in sufficient numbers and with appropriate
qualifications to apply for jobs with an organization.
 Recruitment is the process of attracting suitable people
to apply for job vacancies. (Maimunah Aminauddin,
2011)
 In other word, recruitment can be define as a process of
identifying and attracting the interest of qualified
individuals in applying for vacant in the organization.
 Robert L. Mathis, John H. Jackson(2004), recruitment is
a process of generating a pool of qualified applicants for
organizational jobs.
STEPS IN RECRUITMENT PROCESS
 Requirement from human resource planning or
manager’s requisition
 Evaluate alternatives to recruitment
 Determine types of recruitment
i)internal recruitment
ii)external recruitment
 Choose sources and method of recruitment
 Recruited individual
Requirement from human resource planning or
manager’s requisition

 Employees requisition- document that specifies

job title, department, the date the employee is
needed for work and other details

 Withthis information, managers can refer to the

appropriate job description to determine the
qualifications the recruited person needs.
 Evaluate alternatives to recruitment
 Promotion policies
- promotion from within(PFW)- is the policy of filling vacancies above entry-
level positions with current employees. (adalah polisi mengisi kekosongan
jawatan di atas kemasukan jawatan setaraf dengan pekerja semasa.)
-an organization’s promotion policy can have a significant impact on
recruitment
- a firm can stress a policy of promoting from within its own ranks or one on
in which position are generally filled from outside the organization
- when organization emphasizes PFW, its workers have an incentive to strive
for advancement
- motivation provided by PFW often improves employee morale.
Evaluate alternatives to recruitment
 Overtime
- meeting short-term flunctuations in work volumes
- may help both employer and employees
- advantage to employer is avoiding recruitment, selection and training
cost
- advantage to employee is increase income during the overtime period
 Evaluate alternatives to recruitment
 Onshoring

- moving jobs not to another country but to lower-cost

city
- some companies might like to offshore their jobs but
the government may require onshore handling of certain
financial, health and defense data.
 Types of recruitment
 INTERNAL RECRUITMENT
 Internal Recruitment - is a recruitment which takes place within
the concern or organization. Internal sources of recruitment are
readily available to an organization. Internal sources are
primarily three - Transfers, promotions and Re-employment of
ex-employees.
 Internal recruitment may lead to increase in employee’s
productivity as their motivation level increases. It also saves
time, money and efforts. But a drawback of internal recruitment
is that it refrains the organization from new blood. Also, not all
the manpower requirements can be met through internal
recruitment. Hiring from outside has to be done.
 Types of recruitment
 EXTERNAL RECRUITMENT
 External sources of recruitment have to be solicited from
outside the organization. External sources are external
to a concern. But it involves lot of time and money.
 The external sources of recruitment include -
Employment at factory gate, advertisements,
employment exchanges, employment agencies,
educational institutes, labour contractors,
recommendations etc.
 Source and Method of Recruitment
 INTERNAL RECRUITMENT SOURCES AND METHOD

Human resource database- to determine whether current

employees possess the qualifications for filling open
positions
-Job posting and job biding - A system in which the employer
provide notices of job openings and employees respond by
applying.
Job posting – procedure for informing employees that job opening exist.
job biding – procedure that permits employees who believe that they posses the required qualification to apply for a
post position
-Employee referral – involve an employee of the company
recommending a friend or associates as a possible member of the
company; this continue to be the way that top performers are identified
Source and Method of Recruitment
INTERNAL RECRUITMENT SOURCES
 Transfers -Upward and lateral movements of employees
 Promotions (through Internal Job Postings) 
 Re-employment of ex-employees - Re-employment of ex-
employees is one of the internal sources of recruitment in
which employees can be invited and appointed to fill
vacancies in the concern. There are situations when ex-
employees provide unsolicited applications also.
Source and Method of Recruitment
 EXTERNAL RECRUITMENT SOURCES
a. Employment at Factory Level - This a source of external recruitment in which the applications for
vacancies are presented on bulletin boards outside the Factory or at the Gate. This kind of
recruitment is applicable generally where factory workers are to be appointed. There are people
who keep on soliciting jobs from one place to another. These applicants are called as unsolicited
applicants. These types of workers apply on their own for their job. For this kind of recruitment
workers have a tendency to shift from one factory to another and therefore they are called as
“badli” workers.
b. Advertisement - It is an external source which has got an important place in recruitment
procedure. The biggest advantage of advertisement is that it covers a wide area of market and
scattered applicants can get information from advertisements. Medium used is Newspapers and
Television.
c. Employment Exchanges - There are certain Employment exchanges which are run by government.
Most of the government undertakings and concerns employ people through such exchanges. Now-
a-days recruitment in government agencies has become compulsory through employment
exchange.
Source and Method of Recruitment
a. Employment Agencies - There are certain professional organizations which
look towards recruitment and employment of people, i.e. these private agencies
run by private individuals supply required manpower to needy concerns.
b. Educational Institutions - There are certain professional Institutions which
serves as an external source for recruiting fresh graduates from these institutes.
This kind of recruitment done through such educational institutions, is called as
Campus Recruitment. They have special recruitment cells which helps in
providing jobs to fresh candidates.
c. Recommendations - There are certain people who have experience in a
particular area. They enjoy goodwill and a stand in the company. There are
certain vacancies which are filled by recommendations of such people. The
biggest drawback of this source is that the company has to rely totally on such
people which can later on prove to be inefficient.
Source and Method of Recruitment
 INTERNAL RECRUITMENT METHOD
- Human resource database- to determine whether current
employees possess the qualifications for filling open
positions
-Job posting and job biding - A system in which the employer
provide notices of job openings and employees respond by
applying.
-Employee referral – involve an employee of the company
recommending a friend or associates as a possible member of the
company; this continue to be the way that top performers are identified
Recruited individual

 a person who has recently joined the armed forces. : a person who
has recently joined a company, organization, etc.
Advantages and Disadvantages of
Internal and External Recruiting
Sources
3.2.1 DEFINE SELECTION IN
ORGANIZATION
 Definition:selection is the process choosing from
a group applicants the individual best suited for a
position and the organization.

 “Selecting qualified employed is like putting

money in the bank”
3.2.2 EXPLAIN THE ACTIVITIES INVOLVE
IN THE SELECTION PROCESS
a) Review of application form and resumes
b) Preliminary screening /first interview/early interview
c) Employment /selection test
i) cognitive test
ii) physical ability test
iii) work sample test
iv) personality test
d) Employment / job interview
i) types of interview
ii) methods of interview
STEPS IN THE SELECTION PROCESS

e) Background and reference check

f) Selection decision
g) Medical examination
h) Employed the individual
Review of application form and resumes

 Resume- goal–directed summary of a person’s experience,

education and training developed for use in the selection
process.
Preliminary screening /first interview/early interview

 Preliminary screening – in employee selection, a review to

eliminate those who obviously do not meet the position’s
requirements
Employment /selection test

i) Cognitive test – test that determine general reasoning ability, memory,

vocabulary, verbal fluency and numerical ability. - IQ test
ii) Physical abilities test – refer to the capacity to connect brain or cognitive
function of the body such as physical strength.
-”the ability to quickly respond (with the hand, finger or foot) to a signal
(sound, light, picture) when it appears
iii) Work sample test- test that require an applicant to perform a task or set of
tasks representative of the job.
iv) Personality test – personality refers to individual differences in characteristic
Patterns of thinking, feeling and behaving.
Employment /Job interview

 Types of interview
 Method of interview
Types of interview

 UNSTRUCTURED INTERVIEW
- the interview asks probing, open-ended question
- this type of interview is comprehensive and the interviewer encourages the
applicant to do much of talking
-ex: What is your greatest professional strength and how you use it to
overcome a challenge in your career?
What specifically attracted you to our organization?
Types of interview

 STRUCTURED INTERVIEW
- the interviewer asks each applicant for a particular job the same series of
job-related questions
- questions are developed and asked in the same order of all applicants
applying for the vacant position.
- ex: the interviewer ask question whether the applicant is willing to perform
repetitive work or move to other city.
Types of interview

 BEHAVIORAL INTERVIEW
- a structured interview which applicants are asked to relate actual incidents
from their past relevant to the target job
- look three main thing: a description of a challenging situation, what the
candidate did about it and measureable result
- asking applicants how they performed in the described situation.
- ex: Describe an experience when you were faced with a new problem and
how you handled it.
Types of interview

 SITUATIONAL INTERVIEW
- create hyphothetical situations candidates would likely encounter on the job
and asks how they would handle them
-ex: how you handle if your employees has experience a significant decline in
productivity?
Methods of interview

 ONE-ON-ONE INTERVIEW
The applicants meets one-on-one with an interviewers
 GROUP INTERVIEW
Several applicants interact in the presence of one or more company
representatives
 BOARD(OR PANEL) INTERVIEW
Several of the firm’s representative interview a candidate at the same time
 MULTIPLE INTERVIEW
At times, applicants are interviewed by peers, subordinates and potential
superior
Methods of interview

 STRESS INTERVIEW
Form of interview in which the interviewer intentionally create anxiety
 REALISTIC JOB PREVIEW
conveys both positive and negative job information to the applicant in an
unbiased manner
Background and reference check

 Background investigation or pre-employment screening importance because of

the rise in negligent hiring lawsuit, recent corporate scandals and national
security concerns
 It is time to determine the accuracy of the information submitted in selection
process such as resume and applicant form or to determine whether vital
information was not submitted.

 Background investigation/check involve obtaining data from various source,

including previous employers, business associates, credit bureaus,government
agencies and academic institution.
Reference check

 Validation from individuals who know the applicants that provide additional
insight into the information furnished by the applicant and verification of its
accuracy
 Applicants are often required to submit the names of several reference who
can provide additional information about them
Medical examination

 Purpose of the medical examination is to determine whether an applicant

physically capable of performing the job
 Some companies may also require drug testing to determine whether
applicants are using chemical substance or alcohol
 Reason medical examination/drug test
i) the use of illegal drugs which impairs judgement and psychomotor
coordination and may create workplace hazard
ii) reduce the cost to provide employees with disability insurance
iii) help companies maintain compliance
Employed the individual/Notification of
Candidate
 Management should notify both successful and unsuccessful candidate of
selection decisions as soon as possible
 This action is a matter of courtesy and good public relations
 Employers may reject applicant at any time during the selection process
 If the person rejected was an internal candidate, managers may visit or make
a personal call to the rejected applicant
 A rejection letter method can be use for external candidate
3.2.3 DISCUSS THE MOST APPROPRIATE SELECTION
PROCESS BASED ON SITUATIONAL NEEDS

 Quality of higher
-quality of higher might be communication effectiveness, ability to motivate
others, leadership ability and cultural fit.
 Time required to hire
- the shorter the time to hire, the more efficient the HR department is in
finding the replacement for the job
 New-hire retention
-it is important to measure new-hire retention because costs go up
dramatically if a position must be filled again in a short period
3.2.3 DISCUSS THE MOST APPROPRIATE SELECTION
PROCESS BASED ON SITUATIONAL NEEDS

 Hiring manager overall satisfaction

-The manager is largely responsible for the success of his or her department.
-It is the quality of the employees in the workgroup that have a major impact
on success of the department
- some measure manager satisfaction based on the survey of hiring manager
compared to previous period
3.2.3 DISCUSS THE MOST APPROPRIATE SELECTION
PROCESS BASED ON SITUATIONAL NEEDS

 Turnover rate
- number of times on average that employees must be replaced during a year
- ex: if a company has 200 employees and 200 workers had been hired during
a year, a 100 percent turnover rate would be experience
 Cost per hire
- the total recruiting expense must be calculated
- the cost per hire may be determined by dividing the recruiting
expense(calculation of adv, agency fee,employees
referral,relocation,recruited pay and benefit cost)
3.2.3 DISCUSS THE MOST APPROPRIATE SELECTION
PROCESS BASED ON SITUATIONAL NEEDS

 Yield rate
- is the percentage of applicants from a particular source and method that
make it to the next stage of the selection process