SELECTION CBM Topic Overview 1. Introduction To HRM 2. Recruitment - PowerPoint PPT Presentation

Certificate In Business Management Essentials Of Human Resource Management Jeeshan Mirza Lecture 2 RECRUITMENT & SELECTION

CBM Topic Overview 1. Introduction To HRM 2. Recruitment & Selection

Overview Recruitment • Internal Sources Of Candidates • Sources Of Outside Candidates • Feedback & Control • Selection • Checking Applications • Interviewing • Testing • Assessing Candidates • Obtaining References • Offering Employment •

Recruitment The Concept

Recruitment ▷ Often confused, interchanged with selection! ▷ Recruitment -practices and activities carried out by the organization ▷ With the primary purpose of identifying and attracting applicants ▷ Applicants form the applicant pool from where selection process starts

Recruitment ▷ First contact for an organization with its potential employee ▷ Selection and placement follows sequentially after the recruitment; total process called the hiring process ▷ Should inform qualified individuals about opportunities ▷ Create a positive image of the company

Recruitment ▷ Provide information about job; applicants can make comparisons with their qualifications and interests ▷ Generate enthusiasm among the best candidates so that they may apply for available position ▷ Attract not just candidates, but, qualified candidates who meet expectations of organization

Recruitment The Recruitment & Selection Process 1. Defining requirements Recruitment 2. Attracting candidates 3. Checking applications 4. Interviewing 5. Testing 6. Assessing candidates Selection 7. Obtaining references 8. Offering employment

Recruitment Determining Requirement ▷ Recruitment policy ▷ Workforce planning & forecasting ▷ Job Analysis- Job Description + Job Specification

Recruitment Determining Requirement Recruitment policy ▷ Guiding principle that govern recruitment ▷ Broad framework for HR to choose its priorities ▷ Gender, race, characteristics ▷ Person Job Organization Match

Steps In Recruitment & Selection Process Source: Dessler

Recruitment Determining Requirement Workforce Planning & Forecasting ▷ Also referred as Personnel or HR planning ▷ Process of deciding what positions the firm will have to fill, and how to fill them ▷ Identify, address gaps between employer’s workforce today, and projected workforce needs, after analyzing firm’s strategic planning

Recruitment Determining Requirement ▷ Workforce planning should precede recruitment and selection ▷ Essential to know what employment needs will be in the next few months or years ▷ Three sets of employment forecasts are done Personnel needs (Demand)  Supply of inside candidates (Supply)  Supply of outside candidates (Supply) 

Steps In Recruitment & Selection Process Source: Dessler

Recruitment Attracting Candidates ▷ Sources Of Candidates- Internal Vs External ▷ Recruitment Methods

Internal Sources Of Candidates Hiring From Within

Internal Sources Of Candidates ▷ Filling a vacancy with by hiring a candidate from within the organization ▷ Promotion ▷ Transfer from other department/company ▷ Referrals ▷ Considered internal, although candidate may be from outside organization

Internal Sources Of Candidates ▷ “Hiring from within ”— often the best source of candidates Source: Mathis

Internal Sources Of Candidates Finding Internal Candidates Job posting ▷ Publicizing open jobs to employees by posting on company intranets, newsletter, bulletin boards Rehiring ▷ + former employees are known quantities, already familiar with company, job & culture ▷ - employees who you let go may return with negative attitudes

Internal Sources Of Candidates Finding Internal Candidates Succession Planning ▷ The process of identifying and tracking high potential employees ▷ Who will be able to fill top management positions when they become vacant ▷ Creating bench strength or talent pipeline

Internal Sources Of Candidates Finding Internal Candidates Job Referrals ▷ Reliable source of potential recruits- suggestions from current or former employees ▷ Current/former employees familiar with employer, most likely to refer suitable candidates At Enterprise Rent-A-Car, 40% workers hired through employee referrals; prizes like iPads, TVs plus traditional cash incentives for employees who refer new hires

External Sources Of Candidates Hiring From Outside

External Sources Of Candidates ▷ Filling a vacancy with by hiring a candidate from outside the organization ▷ Job Advertisement ▷ Executive Search ▷ Other Forms Of Recruitment

External Sources Of Candidates Source: Mathis

External Sources Of Candidates Internet Recruitment Social Media External Sources Of Advertising Candidates Employment Agencies Campus, Job Fairs

External Sources Of Candidates Finding External Candidates ▷ Internet Recruitment  Internet-based recruiting-most popular choice- job websites , company career page , mobile notifications  Advantage: Generates quicker responses, longer time at least cost  Disadvantage: Often exclude disproportionate numbers of older applicants, not IT savvy;  Deluge of cv’s from unqualified candidates; clerical time required to process

External Sources Of Candidates Finding External Candidates ▷ Social Media  Recruiting for professionals and managers is shifting from job boards to social networking sites such as Facebook, Twitter, and LinkedIn  Used to develop campaigns to attract applicants  To build employer brand, brand awareness  Also used for reference, background information

External Sources Of Candidates Finding External Candidates ▷ Advertising  Newspaper, weekend classifieds, magazines  Billboards/Hoardings  Newspaper ads are best for entry to mid level jobs  May be ineffective with top level and plant/floor level

External Sources Of Candidates Finding External Candidates ▷ Employment Agencies  Public and Non Profit Agencies  National Job Bank, BOI Job Bank; eg Sri Lanka Job Bank  Third Party Staffing Agencies  Good option for contract/temporary staffing  Ideal when companies don’t want hassle of recruitment, regulation related issues

External Sources Of Candidates Finding External Candidates ▷ Employment Agencies  Headhunters/Executive Recruiters  Agencies seek top-management talent for their clients  One month fee or other pre agreed amount  Deep contacts; adept at finding qualified employed candidates who aren’t actively looking to change jobs  Can keep your firm’s name confidential until late into the search process  Saves significant time

External Sources Of Candidates Finding External Candidates ▷ Campus Hiring  Sending representatives to university campuses to prescreen applicants,  Create applicant pool from graduating class — management trainees and professional and technical employees  Expensive and time-consuming-company brochures, time spent  Internship programs, win-win for company and university

External Sources Of Candidates Finding External Candidates ▷ Career/Job Fairs  Draws large supply of applicants  Appropriate for lower level/entry level hires; mid to top level candidates unlikely to participate  May attract job shoppers  Outstation campaigns by apparel/manufacturing companies

External Sources Of Candidates Finding External Candidates ▷ Walk Ins  Encouraging candidates to walk in and apply  Maybe useful for lower end jobs such as sales, manufacturing ▷ Raiding & Poaching  Aggressive initiatives to lure competitors employees  Issue of ethics arises  Many jobs may have “Non Compete” clause

Feedback & Control Checking the Effectiveness Of Recruitment

Feedback & Control

Selection Choosing & Fitting the Right Person for the Right Job

The Hiring Process Recruitment- How do we get applicants? Selection- Which applicant should we choose? Placement- What position shall we offer to the chosen person?

Selection & Placement Selection ▷ Process of choosing individuals with the correct qualifications, experience, capabilities ▷ Needed to fill jobs in an organization ▷ Process-differentiates applicants in order to help identify (and hire) those with a greater likelihood of success in a job

Selection & Placement Person Job Fit ▷ Selection activities focus on applicants’ knowledge , skills , and abilities (KSAs) ▷ KSA’s are products of work experience, education, training, life experiences etc Person Organization Fit ▷ Congruence between people and company

Overview Recruitment • Internal Sources Of Candidates • Sources Of Outside Candidates • Feedback & Control • Selection • Checking Applications • Interviewing • Testing • Assessing Candidates • Obtaining References • Offering Employment •

Checking Applications Assessing Candidates