PowerPoint Presentation

RECRUITMENT & SELECTIONwww.humanikaconsulting.com

ProcessAnalysing the job Writing the JD and PSDeciding the recruitment methodDeciding the application methodMarketing the job

Short-listing the candidates

Holding selectionevents

Making a decision& OfferTaking up referencesInducting new employee

RECRUITMENTSELCTION

DifferenceRecruitment is the way in which an organization tries to attract the people from whom it will ultimately make selection.

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.

Purpose of RecruitmentA good recruitment programme attracts ample number of job seekers

Simultaneously, the recruitment programme must provide enough information about the job.

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

Recruitment Method

Company-self RecruitmentOutside Agency RecruitmentInternal SourcesReferralsUnsolicitedApplicationsExternal SearchPress AdvertisementUniversityRecruitmentE. RecruitmentExternal Sources

RECRUITMENT PIPELINE Resume to invitation5 daysInvitation to Test6 daysIndividual Test to User Interview10 daysUser Interview to Medical Check5 daysMedical Check to Offer5 daysOffer to acceptance7 daysTotal length of pipeline 41 days

Selection Process

Initial Selection Process Academic TestPsychological Test (Potential View)Assessment Center (Competency Based)InterviewMedical Check

TestsThere are a number of tests an organisation sets for the candidate wishing to receive the job, such as ;I.Q testsPersonality testsAptitude tests

Proses evaluasi perilaku standar Berdasarkan beberapa masukan (multi tools)Multi assessor / rater terlatih secara teknis dan Integrasi Hasil mempertimbangkan seberapa sering perilaku tersebut muncul.Meminimalkan Bias/ Subyektifitas

Assessment Center

NOT assessment center1. Prosedur assessment yang tidak mengharuskan peserta/kandidat mendemonstrasikan perilaku nyata2. Panel interview atau beberapa kali wawancara sebagai satu-satunya alat atau proses dalam menilai seseorang3. Ketergantungan pada satu teknik saja, sebagai standar dalam mengevaluasi atau menilai seseorang4. Hanya menggunakan battery test yang merupakan kumpulan beberapa tes tertulis5. Evaluasi yang hanya dilakukan oleh satu asesor6. Penggunaan beberapa simulasi dengan melibatkan lebih dari satu orang asesor namun tidak ada proses pengintegrasian data

Being Used to Help organizationsDevelop high-performing (productive : employees, leaders, executives, and work teams),Manage and maximize their talent resources,Reduce training costs Transform organizational culture,Promote self-discovery and willingness to change in employees,Improve succession planning,Improve performance management activities sesuai dengan standards and models

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Assessment CenterMulti Methods

Advantages

Comprehensive evaluationValid; better predictorTraining effect for ratersMultiple usesMore information for decision-making

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DisadvantagesRequires expertise to developDevelopmental time can be lengthyRequires high ratio of raters to participantsRequires multiple rooms for administrationTime consumingCosts more (time and dollars)Involves more peopleStill somewhat removed from the jobDifficult to administer for large groupsHard to reschedule (appeals)

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Interviewsusah-susah gampang

Definisi InterviewInterview is an interactional communication process between two parties, at least one of whom has a predetermined and serious purpose, and usually involves the asking and answering of questions. (Stewart & Cash, 2000)

PERBEDAAN ANTARA INTERVIEW DENGAN PERCAKAPAN BIASAMemiliki tujuanBerstrukturAda pengontrolBipolar (2 pihak)Amount of speaking (70 : 30)

Good interview tipsPractice, practice, practice !Having background knowledge of interview creates more self-confidence.Create open-ended questionsGet to the interview at least 10 minutes early.Be polite and positive.Eye contactSpeak slowly and calmlyDress to impress smartly. Handshakes should be firm, but not too tight!

Keep On SPIRIT .