Presentation by:Audrey LoosleyDenise BensonEva O'DonoghueDara Mitchell

Magda Zenderowska

Human Recourses ManagementRecruitment & Selection

Lecturer: Annmarie McHugh M.Sc.

Background of National PenNational Pen found in Florida by Tom Liguori and Paul Stabile in 1966.

National Pen opened its headquarters in Ireland in 1987.

Manufacturing personalised and promotional items.

National Pen employs between 300-400 people.

National Pen is servicing to sixteen European countries and four Asian Pacific countries.

Theory on Selection processBefore we detail the differing techniques used in selection we should consider if these methods take into account the importance of:

Reliability: Will the process give the same results independent of who is assessing a potential candidate?

Validity: Does the selection process used actually measure, what it is suppose to measure?

Suitability: Will the candidate be able, willing to preform the tasks required

Recruitment and Selection Process of National Pen

The most used method is “the word of mouth”.

Advertisement through FAS, various Websites and local news papers.

National Pen holds hundreds of CV’s and uses Candidate Manager to manage the applications

For specific language jobs HR department travels abroad to source suitable candidates

Job fairs and Colleges visits

SCREENING

SHORTLISTING

PHONE INTERVIEW

ASSESSMENT

FACE TO FACE INTERVIEW

DECISION/OFFER

Match application to Person and job specification

Use shortlisting matrix to eliminate unsuitable candidates

Used to establish language skills, communication skills, politeness and professionalism, can be useful to fill in any gaps in C.V

Online Ability Test Assessment Centre Psychometric Test

Formal structured interaction, guided by detailed job analysis. To meet candidates and gain answers to critical incident type questions

Integrate information. Assign quantitative value to assessment methods. Discuss results, decide on most suitable and make the offer

Selection

Screening

Match application to Person and job specification

Suitable Candidates Found?

YES

NO

Use short listing matrix to eliminate unsuitable

candidates

Phone Interview

Establish language skills, communication skills,

politeness and professionalism,

Assessment

Online ability test for accuracy

Face to Face Interview

Formal structured interaction, To meet candidates and gain answers to critical

incident type questions

Continue running add

If Applicant Passes

Create Offer Letter / Determine Start Date

Induction On Boarding Training

Flow Chart

ConclusionResearch Findings

Standard Approach

Comparisons

Success and on going analysis