Hrm, lecture 4

04/08/2023

sanchawa, DH( BPA &MPA) 1

RECRUITMENT AND SELECTION

Sanchawa, Denis . H

04/08/2023sanchawa, DH( BPA &MPA)

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Recruitment and selection

"Recruitment is the process of enticing a prospective employee to fill in a vacant position through advertising, while selection is the process of choosing the appropriate candidate from the result of the recruitment. Recruitment is the introduction of the opportunity for you to apply and selection is choosing the right candidate for the position. citehr.com is a good source.“(Noah,2003)


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Selection defined

To select means to choose. It is a part of the recruitment function. It is the process of choosing people by

obtaining and assessing information about the applicants (age, qualification, experience and qualities) with a view of matching these with the job requirements and picking up the most suitable candidates.

It is the process of choosing the most suitable persons out of all applicants.


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definitions

Selection can also be defined as a process of matching the qualifications of applicants with job requirements.

It is a process of weeding out unsuitable candidates and finally identify the most suitable candidates.

It may also be described as a process of rejection because generally most candidates are turned away those who do not qualify for the post.


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The purpose of selection

The purpose of selection is to pick up the most suitable persons who would match the requirements of the job and the organization .i.e. the optimal match between the person and the job.

To choose the best person available. However, there could be a real problem with such an objective if the Job is not appropriate for the person concerned.


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Purposes of selection

Selection is an important HRM function as an organisation can achieve its goals without selecting the right people.

Proper selection and placement of employee can build stable workforce and reduce absenteeism and labour turnover.

Effective selection is also helpful in increasing the efficiency of the organization.


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Criteria of Selection

Selection decisions are usually based on how an applicant is rated (rather, predicted) in terms of the likelihood of success on the job.

The selection criteria must base on job description and specification derived from job analysis.

Frequently educational qualifications, technical skills and achievements are used as the basis for selection .


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Criteria of selection

Integrity loyalty, initiative/drive/resourcefulness and intelligence/mental alertness are the key attributes influencing the selection criteria and more specifically to managerial employees .

There should be a special person with an authority to select.

There must be sufficient number form whom the required number of employees may be selected.


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Steps in selection process

Selection process consist of a series of steps where by at each stage certain fact can be realized.

However there is no standard selection procedures to be used in all organisations for all jobs.

Thus there following are some of the steps which are used in selection process in most of the organizations.

1.Receipt of application letters2.Cherking personal data. This is done by HR

department in collaboration with user departments


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3. TestingTesting can be of different categories such

as; intelligence tests , aptitude tests, achievement tests , pip tests (personality), projective tests .

All these can be done depending on the type of the job for example a lecturer can be requested to deliver a lecturer on a selected topic in his or her field of specialization.


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Selection process

4.Selection interview In here a formal conversation is conducted to

evaluate the applicant’s suitability for the job applied for.

5. Supervisors interview supervisor must also be included in the

interview panel so that he or she can ask the candidate questions related to the technical issues relating to the job. Generally supervisor is the one who give the candidate a job.


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Criteria's for effective selection Educational qualification Relevant experience Attitude Technical know how Physical characteristics


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Guidelines for effective interview in selection process

Clear objectives to be achieved ; this should be determined by HR manager .

Establishing and maintaining a report with the candidates through several ways such as good listening, candidate being polite, greet the candidate.

Listening to the candidate Observe the candidates body language Give an opportunity to the candidate to

ask .question if any


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Guidelines for effective interview Frame the questions clearly Avoid bias Subjectivity( assessing an individual

either favorably or unfavorably) Sitting plan


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6.medical examination Some times medical examination can be

done before selection so as to be sure about the health of the respective employee but in most cases it is done after selection.

7. Job preview It is better to give candidate the opportunity

to look at the job setting. Its contents, tools, equipments and even environment before the hiring decision is made


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8. Hiring decisionThis is the final decision in the selection

process and it is sometimes termed as appointing decision where the interviewers select the best candidate amongst the interviewees.

Documents

Hrm, lecture 4