RECRUITMENT & SELECTION
Routine HR Functions
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Manpower planning
Recruitment and Selection
Training & Development
Appraisals – Performance Management
Transfers / Promotions
Compensation and Benefits
Definitions
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Recruitment: Overall process of defining jobs
profiles and inviting applicants.
Selection: Specific process of narrowing the
focus and selecting the perfect fit
The Recruitment and Selection Process
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Decide what positions to fill through personnel planning
and forecasting.
Build a candidate pool by recruiting internal or external
candidates.
Have candidates complete application forms and
undergo initial screening interviews.
Use selection tools to identify viable candidates.
Decide who to make an offer to, by having the
supervisor and others interview the candidates.
Recruitment and Selection Elements
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1- Job description
2- Application forms
3- Employment tests
4- Interviewing
5- Physical examination
6- Induction or orientation
Recruitment and Selection Elements
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Job Description
Concentrates on the job, it explains what the job is and
what the duties, responsibilities and general working
conditions are.
Recruitment and Selection Elements
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Application forms is the most universal mechanism
used to screen the applicants to be called for interview
and other tests for selection purposes
Recruitment and Selection Elements
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Employment tests is essential part of the selection.
An employee test measures selected psychological
factors such as ability to reason, and capacity for
learning .
Recruitment and Selection Elements
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Interviewing: is a conversation directed to a definite
purpose between an applicant and the interviewer
Recruitment and Selection Elements
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Physical examination: or medical check-up has to be
carried out for the freshly recruited people
Recruitment and Selection Elements
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Induction or orientation training: is concerned with the
process of welcoming the new employees.
Common Hiring Mistakes
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Relying on an interview to evaluate a candidate
Using successful people as model
Using too many criteria
Evaluating”personality” not job skills
Using yourself as an example
Not using statistically validated data