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Ch-4recruitment and Selection

The document outlines the recruitment and selection process, emphasizing the importance of attracting qualified candidates and the various internal and external sources of recruitment. It discusses the advantages and disadvantages of both internal and external recruitment, as well as the selection process, which includes screening, interviews, and socialization of new employees. Additionally, it highlights the significance of effective induction and orientation to ensure new hires adapt well to the organization.

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27 views32 pages

Ch-4recruitment and Selection

The document outlines the recruitment and selection process, emphasizing the importance of attracting qualified candidates and the various internal and external sources of recruitment. It discusses the advantages and disadvantages of both internal and external recruitment, as well as the selection process, which includes screening, interviews, and socialization of new employees. Additionally, it highlights the significance of effective induction and orientation to ensure new hires adapt well to the organization.

Uploaded by

Belay Adamu
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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RECRUITMENT AND SELECTION

1
RECRUITMENT
Recruitment
Recruitment is the process of attracting
enough individuals with appropriate
qualifications to apply for jobs with an
organization.

Edwin B.Flippo defined recruitment as “the


process of searching for prospective employees
and stimulating them to apply for jobs in the
organization.”
2
Cont’d
•Recruitment is a pervasive function as all organizations engage
in recruitment activity. But the volume and nature of
recruitment varies with the size, nature and environment of the
particular organization.

•Recruitment is a complex job because too many factors affect


it. E.g., image of the organization, nature of job offered,
organizational polices, working conditions, compensation levels
in the organization and rate of growth of the organization etc.
Purpose of recruitment

 Find individuals who can do the job to a required standard


 To obtain a pool of suitable candidates with minimum cost
 Promote equal employment opportunity
 Ensure all recruitment activities contribute to a desirable

organizational image
 Increase organizational and individual effectiveness in the

short and long term.


FACTORS AFFECTING RECRUITMENT

The internal factors include


6. Organizational Culture
1. Company’s pay package
7. Career Planning and Growth
2. Company’s Size

3. Company’s Growth rate 8. Cost of Recruitment

4. Company’s Products / 9. Role of Trade unions


Services
10.Quality of work life
5. Company’s Name and

Fame
5
Cont’d

The external factors include:

1. Supply and Demand factors

2. Employment rate

3. Labor Market conditions

4. Socio-economic factors

5. Political, Legal and Governmental factors

6. Information system like Employment Exchanges/Internet

6
SOURCE OF RECRUITMENT
Internal source of recruitment
 Internal recruitment refers to Looking for

Potential qualified candidates within the


organization to fill job vacancies.
 It usually takes the form of promotion or

transfer with in the organization.


 Therefore, internal source of recruitment are

employees in the organization.


7
DISCUSSION
What Advantages Do You Expect from Internal
Recruitment?

8
ADVANTAGES OF INTERNAL RECRUITING

Better Selection: The employee is already known,


information on employee performance is readily
available and predictable.

Employee loyalty: Internal recruitment sends a


message to the current workforce that the
organization offers opportunities for advancement.

9
ADVANTAGES OF INTERNAL RECRUITING

Adaptability: Those chosen internally already know


the organization, hence, less training and orientation
will be required.

Cost-effective: Internal recruitment is less costly as


compared to external recruitment because of low
advertisement and training costs requirement

10
DISADVANTAGES OF INTERNAL RECRUITING
Limited Choice (inadequacy of supply): Internal
recruitment excludes excellent candidates that may
be available from external sources.

In-Breeding: The employee tends to demonstrate


on the job only what he/she has learned in the
organization and has few new ideas and
experiences.

Infighting for promotions can become overly


intense and have a negative effect on
11 the morale
SOURCE OF RECRUITMENT
External recruitment refers to attracting qualified candidates
from outside the organization to apply for job vacancies.

This source is widely used especially to:


 To fill entry-level jobs
 To acquire skill not owned by current employees
 To obtain employees with different background, to
provide new idea

12
SOURCES OF RECRUITMENT

SOURCES OF EXTERNAL RECRUITMENT


Depending on the qualifications desired, employees may be attracted
from a number of out side sources.
These are;
• Colleges and Universities
• Competitors and other firms
• The unemployed
• Professional Associations
• Employment agencies
13
A D VA N TA G E O F E X T E R N A L R E C R U I T M E N T

 Large number of applicants (a pool of talent is much larger than the


internal sources).

It is often cheaper/low training cost)

Can bring new ideas (insights and perspectives) to organization

Expand external relation of an organization.

Avoid internal promotion politics

As recruitment is done in the big market, the best selection can be made
irrespective of caste, color and creed. 14
METHODS OF RECRUITING

Recruitment methods are the means, by which


management contacts prospective employees,
provides necessary information, or stimulated
them to apply for jobs.
Internal Methods
Job posting: this involves announcing job
openings to all current employees. Position,
location, pay scale and qualifications are
described.

 The means used for announcing the job


vacancies can be: Bulletin boards, In-house
15
METHODS FOR EXTERNAL RECRUITMENT

1. Advertising

2. Employee referrals

3. Educational institutions

4. Labor contractor

5. Internship

6. Unsolicited application

7. Internet (websites)

8. Public and private employment Agencies 16


SELECTION

Selection is the process of choosing the most


suitable candidate for a particular position among the
candidates.
 Process of choosing the individual best suited for
particular position and organization from a group of
applicants.
 Goal is to properly match people with jobs and
organization. 17
SELECTION
Effective selection process requires:
Clearly spelled out job description and job
specification
Sufficiently large pool of prospective applicants

Series of steps through which applicants pass

18
Selection
Right selection
improves Poor selection leads to

Human capital of the Increased employee turnover,


organization
Absenteeism,
Employer-employee relations
Job dissatisfaction
Productivity and commitment
High costs of training and
of employees
Productivity losses.

19
THE SELECTION PROCESS
The number of steps in the selection process and their
sequence will vary, not only with the organization, but also
with the type and level of jobs to be filled.
1. Initial Screening
2. Employment interviews
3. Post interview screening
4. Pre-employment tests
5. Reaching a selection decision and notifying the candidates

20
INITIAL SCREENING

Preliminary Evaluation of Application Forms to check


whether there is a match between the applicants' qualification
and the vacant position.
The main purpose of application form :
 To aid as a pre-employment screening tool.
 Helps to collect consistent information about candidates.
 Provides an important input in determining whether the
applicant satisfies the minimum requirement set by the
organization and the relative strength of a job applicant.
21
INITIAL SCREENING

Application forms consist of information about:


 Personal background information: Name, gender, age,
marital status, nationality etc.
 Qualifications: Educational, professional and other
qualifications and specialized skills.
 Work Experience: Experience in previous jobs; duties,
responsibilities, etc.
 References: Names and addresses of persons who can be
contacted for references.
22
EMPLOYMENT INTERVIEW
The major purpose of interview is to assess the candidates in
the following areas:
Ability to do the job
Motivation and eagerness to do the job
Ability to 'fit-in' with the organization
Personality and interpersonal skills
Ability to work under pressure (stress)
EMPLOYMENT INTERVIEW

Types of interview:

Structured Interview

Free interview

Group or discussion interview

Panel or board interview

Stress interview

24
BARRIERS TO EFFECTIVE SELECTION
The impediments for effectiveness of selection are Perception, Fairness,
Validity, Reliability and Pressure.
Perception: Our inability to understand others accurately is probably the most
fundamental barrier in selecting the right candidate.
Fairness: Fairness in selection requires that no individual should be
discriminated against on the basis of region, religion, race or gender.
Validity: A test that has been validated can differentiate between the
employees who can perform well and those who will not.
Reliability: It is one which will produce consistent results when repeated in
similar situations
Pressure: It is brought on the selectors by politicians, bureaucrats, relatives,
friends, pears to select particular candidates.

25
SOCIALIZATION

Refers to a process of helping new employees adapt to


their new organizations and work responsibilities.
Process by which an individual comes to appreciate the
values, abilities, expected behaviors, and social
knowledge essential for assuming an organizational role
and for participating as an organizational member.

26
STAGES OF SOCIALIZATION
Pre-arrival stage

This stage recognizes that individuals arrive in an organization


with a set of organizational values, attitudes, and expectations.

27
STAGES OF SOCIALIZATION
Encounter stage

The socialization stage where individuals confront the possible


contradiction between their organizational expectations and reality.

If expectation and reality differ, new employees must be


socialized to detach them from their previous assumptions,
However, some new members may become totally disillusioned with
the actualities of their jobs and resign.

28
STAGES OF SOCIALIZATION
Metamorphosis stage

The socialization stage during which the new employee must work
out inconsistencies discovered during the encounter stage.

Socialization is complete when new members become


comfortable with the organization and their work teams.

They internalize coworker and organization norms, and they


understand and accept these norms.

29
ORIENTATION AND INDUCTION

Induction- is the process of receiving and welcoming


employees when they first join a company.

Orientation- A procedure for providing new employees


with basic background information about the firm.
AIM OF INDUCTION AND ORIENTATION

 Make new employees feel welcome and at home and


part of the team

Help new employees understand the organization in a


broad sense and the basic information to function
effectively, such as e-mail access, password, and
company rules
…AIM OF INDUCTION AND ORIENTATION

•To teach new employees learn the behaviors and


attitudes they need to be successful in the
organization
To establish quickly a favorable attitude to the
company in the mind of the new employee so that
he or she is more likely to stay
•To obtain effective output from the new employee in
the shortest possible time
•To reduce the likelihood of the employee leaving

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