recruitment-and-selection-process.ppt

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Recruitment and Selection



Recruitment Selection

• The process of attracting suitable individuals

to apply for positions in an organisation.

• Aim - to attract the best applicants and

exclude any that are not suitable



Recruitment

• Recruitment is job centred:

– Questions to ask before starting the process

• Should the job continue in its present form?

• Is it needed at all?

• Can the work be redistributed

• Does this job add value or assist the organisation to

achieve its objectives



Recruitment Process

• Determine the vacancy

– External

• Do we buy in skills, knowledge, ability?

– Internal

• grow our own inside the organisation?



Recruitment Process

Internal vs External

•

Before any decision is made to recruit newstaff, the experience and qualifications ofcurrent staff need to be considered

• Vacancies should be advertised on staffnoticeboards before going outside



Recruitment Process

Benefits of internal recruitment :

1. Saves on cost of recruitment and selection

2. Builds staff morale

3. Reduces costs of induction and training

4. Allows for succession planning

5. Selection is based on actual performance

assessment of current staff6. Provides career paths for employees

Taken from: Building Quality Service by Lynn Van der Wagen (pg65)



Recruitment

Benefits of external recruitment :

1. Brings in new skills

2. Encourages competition

3. Gives the organisation exposure in employmentmarket

4. Brings in applicants with current knowledge and

qualificationsTaken from: Building Quality Service by Lynn Van der Wagen (pg65)



Recruitment Process

• Advertise the vacancy

– National press

– Local press

– Recruitment agencies

– Radio

– Internet

– Internal methods

– Educational sources

http://jobs.search4.co.nz/job/view/2n6q4v/search/o/education-training/3/









Selection Process

• Want candidates who have:

– Skills

– Knowledge

– Correct attributes

– Good fit to the organisation

• Bilateral Process

– Candidates are more assertive in choosing

organisations they want to work for



Selection Process

• Job Analysis

– Job description

– Person profile

– Job context



Selection Criteria

• Job descriptions

•

Person specifications

What is the difference between the two of

these?



Selection Criteria

• Job description – the role of the person, duties

and responsibilities of the individual and of

the job

– Full or part-time

– Fixed, casual, permanent contract



Selection Criteria

• Person specification – the skills, experience

and knowledge necessary to perform the job

• http://www.ers.dol.govt.nz/publications/pdfs/

checklist_personal_profile.pdf

http://www.ers.dol.govt.nz/publications/pdfs/checklist_personal_profile.pdf







Selection Criteria

• Job Context

– This is the situational and supporting information

regarding the job

• Work climate (safety)

• Reporting relationships

• Unspoken rules

• Budgetary information and incentives

– eg. The job context for someone working in front-line tourism

may state that the position could be associated with

complaints, time pressure, stress, unpredictable work hours



Selection Process

• Selection devices:

– Psychological, aptitude or ability testing

– Medical examinations

– Reference check

– Academic achievement

– Selection interview

– Training and experience



References

• Wagen Der Van, Lynn. (1994) Building Quality Service – with

competency-based human resource management.

Butterworth-Heinemann, Australia.

Documents

recruitment-and-selection-process.ppt