Recruitment and Selection Process

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Recruitment and Selection Process
Analysing the job
Short-listing the candidates
R E C R U I T M E N T
S E L C T I O N
Writing the JD and PS
Holding selection events
Deciding the recruitment method
Making a decision Offer
Deciding the application method
Taking up references
Marketing the job
Inducting new employee
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Difference between Recruitment and Selection

• Recruitment is the way in which an organization
  tries to attract the people from whom it will
  ultimately make selection. It includes efforts to
  reach better pool of candidates and to sell the
  organization as an employer of choice.
• Whereas
• Selection is about choosing among the job
  candidates as who is most likely to perform well
  on the job, through a fair and accurate
  assessment of the strengths and weaknesses of
  applicants.

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Recruitment

• Purpose
• A good recruitment programme attracts ample
  number of job seekers more applicants means
  recruiters better chances for finding an
  individual best-suited to the job requirements
• Simultaneously, the recruitment programme must
  provide enough information about the job such
  that the unqualified applicants can self-select
  themselves out of the job candidacy that is
  attracting the qualified and not the unqualified.

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• Meeting this dual objective will minimize the
  cost of processing unqualified candidates

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Recruitment Process

• Writing Job Description Person Specification
• Deciding the recruitment method
• Deciding the application mode
• Marketing the job

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Recruitment Method
Company-self Recruitment
Outside Agency Recruitment
Internal Sources
External Sources
Referrals
Unsolicited Applications
External Search
University Recruitment
Press Advertisement
E. Recruitment
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Company-self Recruitment
Points For Points Against

1. Can customise the recruitment method to the
   particular job.

1. Employer organization may lack the required
   expertise.

2. Is time consuming and involves administrative
hassle.
2. Internal candidates can be given due
consideration.
3. It is economical, saves huge fees payable to
outside recruitment agencies.
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Recruitment through Agencies
Points For Points Against

1. Can produce applicants very quickly.

1. Internal candidates are generally excluded.

2. Little administrative chore for the employer.
2. Mainly unemployed are registered with the
head-hunters and not the employed seeking change.
So, potential candidates outside the
head-hunter's network are excluded.
3. Recruitment expertise.
3. The candidates may remain on the consultants
list and be hunted again.
4. Mostly follow the generalised approach
ignoring the peculiarities of each job.
5. Costly.
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Exploring Internal Sources
Points For Points Against

1. It builds morale of the existing employees and
   encourages the ambitious employees.

1. It can be dysfunctional to the organization to
   utilize inferior internal sources only because
   they are there while excellent candidates are
   available outside.

2. Since information on the employees is already
available, it may effect a good selection.
3. It is less costly than going outside to
recruit.
2. Inbreeding
4. Those chosen internally already know the
organization that saves cost on orientation and
acclimatization.
5. Regular growth from within constitutes career
promotion credited to the organizations that is
an effective tool of employee retention.
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Referrals
Points For Points Against

1. The recommender often gives the applicant more
   realistic information about the job than could be
   conveyed through employment agencies or newspaper
   advertisements.

1. Recommenders may confuse friendship with job
   performance competence having their friends
   join them for social and even economic reasons.

2. Referred employees are more likely to accept
the job offer, once it is made, and show higher
job survival.
3. Above all, employee referrals are an excellent
means of locating potential employees for
hard-to-fill positions
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Unsolicited Applications

• Unsolicited applications constitute a sizable
  part of the supply of the potential recruits in
  the economies with high unemployment.
• Unsolicited applications can be kept on file even
  if there are no particular openings.
• Unsolicited applications made especially by the
  qualified professionals is often short-lived.
• Some good companies are sensitive enough to
  unsolicited applications to include its
  prohibition in the company recruitment policy.

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Press Advertisement

• Press advertising is extensively used today
  despite the cost involved.
• Because it is likely to be seen by a wider
  audience than just the people who may apply to
  you and, if framed correctly, the advertisement
  can provide not only good employees but also can
  provide good image of the organization to the
  public in general.

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Getting the best from the press

• Before advertising in the press, make sure you
  know the following
• the papers readership profile
• the papers geographical coverage
• the best day to advertise for the post
• on which page your advert will appear
• the cost involved

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Preparing the Advertisement

• There are three areas to consider when designing
  an advert for the press. They are
• Size of the Ad
• Style of the Ad
• Contents of the Ad

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Size of the Ad

• The size of the advert will be affected by the
  following factors
• Your budget versus the cost of space in the
  publication
• The seniority and speciality of the post on offer
• The known scarcity of quality candidates to fill
  the post
• The size of other adverts competing for similar
  posts

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Style of the Ad

• The style is to do with the way the ad looks on
  the page. It consists of following elements
• Produce easy-to-read copy with plenty of white
  space.
• Use the borders to draw the readers into the ad.
• Avoid using a small type size to fit in more
  words it will look only cramped.
• Visuals that are integral part of the
  organization like logos should be included. It is
  another marketing vehicle for the company.

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Content of the Ad

• The content of advert is the main element in
  attracting suitable applicants. The following
  details are all relevant
• Name and brief detail of the employer
  organization better known the employer in the
  market the less important the details.
• However, certain organizations choose to remain
  anonymous and publish only a blind ad.

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1. Job title and basic information based on the job
   description.
2. Job tenure, for example length of contract
3. KSAs needed, based on person specification
4. Any essential qualifications
5. Pay scale/salary other benefits in clear terms
6. How, where and to whom to apply
7. The closing date

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• Telephone number, fax number, e-mail address to
  request an application form and further details,
  if so.
• Other general tips

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• What are blind ads?
• Ads without name of the organization with P.O.
  Box or recruiting agency address instead.
• Advantages
• i. It may help the reputed organizations ward off
  influx of large number of applications against a
  job with medium person specification.

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• New and not-so-reputed organizations may have a
  chance to attract certain quality candidates and
  somehow or other have and retain them.
• It may relieve the organization from the outside
  influences in the matter of recruitment.

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• Disadvantages
• Many applicants are reluctant to apply against
  the blind ads, at least for the fear that they
  might be applying to their present organization.
• Unemployed or desperately seeking employment make
  the largest part of the candidates applying
  against the blind ads. Already employed but
  seeking change type candidates remain reluctant
  to apply.

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• Organization image is the basic factor in
  determining response rate of the ads, and
  remaining anonymous for a reputed organization
  means losing some excellent candidates who
  otherwise may be anxious to join it.

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General tips for writing ads
Do
Dont

1. Do not exaggerate the job or the organizations
   track record

1. Include any organizational successes, e.g. recent
   growth

2. Highlight benefits that may attract
applicants, specifically if the salary is not
overly attractive
2. Do not use generalised statements about the
responsibilities of the job
3. State that development opportunities are on
offer
3. Do not include criteria that applicants do not
need to meet but just to make the job sound more
attractive and challenging.
4. Do not use the adjectives like dynamic,
vibrant, excellent career etc. These terms
have lost their importance.
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E-recruitment

• It is a significant contemporary development in
  the field of organizational recruitment
  principally for management and professional
  posts.
• E-recruitment is likely to increase substantially
  as more people gain success to internet.
• E-recruitment takes two basic forms
• Centred on the employers own website, jobs being
  advertised alongside information about the
  products and services of the organization.
• Through cyber agencies playing traditional role
  of the employment agents.

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Advantages of E-recruitment
Dis-advantages of E-recruitment

1. Inexpensive. Cost of setting up a good website is
   roughly equal to a medium level advertisement in
   a newspaper.

1. Employer can be bombarded with thousands of
applications with the possibility of more of them
unqualified, since it takes little effort to send
a pre-prepared CV to the employer.
2. It is speedy. People can respond within
seconds by e-mailing their CV to employer
2. Not all potential recruits may visit the
website or have access to the internet at all.
3. Can potentially reach a worldwide audience.
3. Concern for security and confidentiality may
deter people from submitting personal details
over the web.
4. It shows the organization technologically
aware and up-to-date.
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Deciding the Application Mode

• CV
• versus
• Application Form

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CV


Advantages
Disadvantages

1. CV is rarely developed for the job offered, so
   the employer may receive information inconsistent
   to the job on a CV, people tend to tell you
   what they want you to hear, rather than what you
   need to know.

1. Provides a better opportunity to demonstrate
   ones suitability for the job

2. A well prepared CV may widen the options for
the employer to consider the applicant for
other job than applied for.
2. Each CV may provide very different information
so it makes difficult to compare people.
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Application Form


Advantages
Disadvantages

1. Requires specific expertise that the employer may
   not be wielding adequately. A poorly structured
   form may prevent valuable information from the
   candidates.

1. The employer can design the application form
specific to the job, hence preventing influx of
unnecessary information, saving recruitment cost
and time.
2. Compulsion of filling the forms may make the
employed candidates reluctant to apply.
2. An application form makes the applicants
provide similar information hence easier
inter-candidate comparison vis-à-vis person
specification, ensuring equal opportunity practice
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Details on an Application Form

• The following details can be requested on an
  application form
• Job applied for
• Name, address, telephone numbers
• Previous employment name and address of
  employer, job title, dates position held, main
  TDRs, salary
• Education, qualification gained with dates
• Other relevant skills, experience, interests
• Name and address of two referees

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Employer needs to make sure

• The form is professionally produced giving a
  positive image of the organization
• The form is error-free and jargon-free
• There is sufficient space for people to write
  their responses
• The form clearly states what information is
  required.
• All relevant aspects of the job are covered.
• There is space to sign and date the form.