Recruitment and Selection Lecture 4

The Recruitment and
Selection of Travel and
Tourism Staff
Human Resource
Management -Session 4
Suhel Khan
Aims
By the end of the session students will be
able to:
1) Understand the processes around
recruitment and selection
2) Handle competently the recruitment and
selection process
3) Conduct a selection interview
Recruitment

Where will you advertise?

Are there any internal options?

What is the likely pool of skilled individuals?

How many people do you want too see?

Are the salary and benefits in line with
expectations.

Will you advertise before the current post holder
leaves?
Some Do’s and Don’ts

Do
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Focus on the needs of
the job
Consider all the
options
Use only objective
measures
Ask open questions

Don’t
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Be swayed by
appearance
Worry about if they’ll
fit in
Include additional
criteria
Ask about hobbies
private life etc.
Recruitment

What is Recruitment?
 What is Procurement?
 The Difference Between Recruitment and
Selection and Placement.
 Why Recruitment is more important for an
organization?
 How
not to recruit employees in the
organization?
 General Factors affecting
Recruitment:
What is Recruitment?
Recruitment is the process used to attract
individuals to become employees in an
organisation.
 The aim is to attract the right people in
sufficient numbers and at a cost-effective
price.
 The starting point for induction.
 Major factor in the company’s image.

The sources of Recruitment
 Internal
Sources  External Sources
 1. Press Advertisements
 1. Transfers
 2. Educational Institutions
 2. Promotions
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3.Placement Agencies
4.Employment Exchanges
5.Labour Contractors
6.Unsolicited Applicants
7.Recommendations
8.Recruitment at Factory
gate
9. Online
Recruitment Process

Steps in Recruitment Process:

1. Requisitions for recruitment from other
department
2. Locating and Developing the sources of
Required number and type of employees
3. Identifying the prospective employees with
required characteristics
4. Communicating the information about the
organization, the job and the terms of conditions
of service.
5. Encourage the identified candidates to apply for
jobs
In the organization.
6. Evaluating the effectiveness of recruitment
process.
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Legal Aspects

In the UK it is illegal to discriminate on the
basis of sex, race or disability
 Indeed
the law encourages positive action on
disabled candidates

New laws will extend this to age

Discrimination can be direct or indirect
What is Selection?
Getting the right individual(s) from the
recruitment process
 First stage shortlist from applications
against the job description and person
specification
 Consider the use of appropriate tests
 Use and interview for the final selection
 Chose the best candidate on merit only
 Make the formal job offer

What is Selection?

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Selection is the process of choosing the most
suitable persons out of all the applicants.
Selection is a process of matching the
qualifications of applicants with the job
requirements.
It is the process of weeding out unsuitable
candidates and finally identify the most suitable
candidate.
The purpose of Selection is to pick up the right
person for every job.
Selection is negative process as it rejects a large
number of unsuitable applicants from the pool.
Prepare for a Selection Interview
Decide how many will be on the panel
 Prepare a list of questions making sure
you cover the criteria
 Find a venue – this will set the tone
 Invite the candidates
 Prepare a timetable
 Agree when you will announce the
decision

Methods of Selection

(a) Tests:
 1. Aptitude Tests:
 Mental or
Intelligence test
 Mechanical test
 Psycho-motor test
 2. Achievement Tests:
- Job Knowledge test
- Work sample test

3. Personality Tests:
 Objective test
 Projective test
 Situation test
 4. Interest Tests:

Continued…
Methods of Selection (continued)
(b) Interviews
1. Informal Interview
2. Formal Interview
3. Patterned or Structured Interview
4. Non-Directed or Unstructured Interview
5. Depth Interview
6. Group Interview
7. Stress Interview
8. Panel or Board Interview
Selection Process…
 1.
Preliminary Interview
 2. Application Blank
 3. Selection Test
 4. Employment Interview
 5.Medical Examination
 6.Reference Checks
 7. Final Approval
Your Experiences

What happened when you first joined your
organisation?

What aspects made you feel positive
about the company?

What aspects gave rise to doubts?

Did the job meet your expectations?
Conduct a Selection Interview
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So now we will role play a series of
selection interviews
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Observers will assess against the selection
criteria
How Did It Go?

So lets reflect on the exercise and
consider
 Was
the interview fair?
 Did the candidate do most of the talking?
 Was the outcome bases of the evidence?
 How well did they assess the ability to do the
job?
 What would you do differently?
Summary
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Recruitment is a key process
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Good selection means better retention

Ensure the process is fair and legal
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Think of it as an investment