Recruitment Recruitment & &

SelectionSelectionHijrat ullah TahirHijrat ullah Tahir

MBA-HRMMBA-HRMOHPM - Master TrainerOHPM - Master Trainer

© OHPM

Steps in Recruitment and Selection Process:

The recruitment and selection process is a series of hurdles aimed at selecting the best candidate for the job.

Planning and Forecasting• Employment or personnel planning

– The process of deciding what positions the firm will have to fill, and how to fill them.

• Succession planning– The process of deciding how to fill the

company’s most important executive jobs.• What to forecast?

– Overall personnel needs– The supply of inside candidates– The supply of outside candidates

Forecasting Personnel Needs

• Trend analysis– The study of a firm’s past employment

needs over a period of years to predict future needs.

• Ratio analysis– A forecasting technique for determining

future staff needs by using ratios between a causal factor and the number of employees needed.

– Assumes that the relationship between the causal factor and staffing needs is constant

The Scatter Plot• Scatter plot

– A graphical method used to help identify the relationship between two variables.Size of Hospital Number of

(Number of Beds) Registered Nurses200 240300 260400 470500 500600 620700 660800 820900 860

Determining the Relationship Between

Hospital Size and Number of Nurses

Using Computers to Forecast Personnel

Requirements• Computerized forecasts

– The use software packages to determine of future staff needs by projecting sales, volume of production, and personnel required to maintain a volume of output.

Forecasting the Supply of Inside Candidates

• Qualifications inventories– Manual or computerized records

listing employees’ education, career and development interests, languages, special skills, and so on, to be used in selecting inside candidates for promotion.

Manual Systems and Replacement Charts

• Personnel replacement charts– Company records showing present

performance and promotability of inside candidates for the most important positions.

• Position replacement card– A card prepared for each position in a

company to show possible replacement candidates and their qualifications.

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.

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)• Trade and professional journals• Internet job sites• Jobs fare

• Constructing an effective ad– Wording related to job interest factors

should evoke the applicant’s attention, interest, desire, and action (AIDA) and create a positive impression of the firm.

Outside Sources of Candidates (cont’d)

• Executive recruiters (headhunters)– 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.

– Internet technology and specialization trends are changing how candidates are attracted and how searches are conducted.

Outside Sources of Candidates (cont’d)

• On demand recruiting services (ODRS)– A service that provides short-term

specialized recruiting to support specific projects without the expense of retaining traditional search firms.

Outside Sources of Candidates (cont’d)• College recruiting

– Recruiting goals• To determine if the candidate is worthy of

further consideration• To attract good candidates

– Internships

Outside Sources of Candidates (cont’d)• Employee referrals

– Applicants who are referred to the organization by current employees• Referring employees become

stakeholders.• Referral is a cost-effective recruitment

program.• Referral can speed up diversifying the

workforce• Walk-ins

– Direct applicants who seek employment with or without encouragement from other sources.

Outside Sources of Candidates (cont’d)

Recruiting via the InternetMore firms and applicants are utilizing the Internet in the job search process.

Factors affecting Recruiting process

• Government/authorities Influence:

• Attractiveness of the job:• Image of the organization:

• Cost of recruiting• Labor supply

SelectionAfter successful recruiting process, the last step in staffing is selection.

The selection process is composed of number of steps. Each of these steps provides important information that will help predicting whether an applicant will prove to be a successful job performer .

Selection ProcessThe selection process is made of several steps.

1. Initial Screening2. Completing the application form3. Employment Tests4. Comprehensive Interview5. Background Investigation (Reference Check)6. Conditional Job Offer7. Medical or Physical Examination8. The permanent/temporary job offer

Common Selection tools…• Interview – most common method• Psychometric testing – assessing the personality of the

applicants – will they fit in?• Aptitude testing – assessing the skills

of applicants• In-tray exercise – activity based around what the applicant

will be doing, e.g. writing a letter to a dissatisfied customer• Presentation – looking for different skills

as well as the ideas of the candidate

1. Initial Screening Interview

Initial screening is usually done by:

1. Screening out those CV’s that do not fulfill the minimum qualification criteria in terms of education, skills and experience.

2. Screening interviews is conducted to check the level of motivation and degree of seriousness of applicants.

2. Completing Application Form

• Applicants need to fill a company’s specific employment form that generates important information about the applicants like:– Name, Address, birthplace, photographs, Religion, marital

status, age, prior experience, nationality, reference, language etc.

The purpose of application form is to collect a complete bio-data of applicants. These information are then used for verification.

3. Employment Tests• Selection process is highly dependent

upon intelligence, aptitude, ability and interest tests.

• The purpose of these tests is to measure the intellect , abilities, perception, math, reading and writing skills.

• These tests vary according to the requirements of the job.

4. Comprehensive InterviewA selection method in which in-depth information about the applicant can be obtained.

4. Comprehensive Interview….

• Comprehensive interview is designed to cover those areas that cannot be addressed easily by the employment test, such as assessing ones motivation and ability to work under pressure.

• In interview usually relevant questions are asked by the interviewer from the interviewee.

5. Background InvestigationThe process of verifying information provided by the applicant in the application form.

These include…1. Contacting former employer to confirm the candidate’s

work record,

2. Verification of educational documents,

3. Verifying individual legal status,

6. Conditional Job Offer and Medical Examination

• What the conditional offer implies is that if everything checks out okay…– passing a certain medical, – Drug screen (test)– physical and – psychological examinations.

• These are done (post job-offer testing) is performed to assure you are physically, emotionally, and psychologically fit for the job.

• If any applicant is found to be drug addicted, will result in immediate rejection.

7. Permanent/temporary Job Offer

• After successful completing of all steps in selection process , the candidate is considered eligible to receive the employment offer.

or• All applicants are put through every step

of the selection process, and final decision is based on comprehensive evaluation of the results from all stages.

Selection Process Chart• initial interview

• application form

• employment test • comprehensive interview

• background investigation conditional job offer Med & physical exam Permanent job offer

•

Thanks to all of you!!!!