CHP 3-PART BRECRUITMENT & SELECTION

HOW DO ORGANIZATIONS ATTRACT A QUALITY WORKFORCE?

RECRUITMENTRecruitmentActivities designed to attract a qualified pool of job applicants to an organization.Steps in the recruitment process:Advertisement of a job vacancy.Preliminary contact with potential job candidates.Initial screening to create a pool of qualified applicants.

RECRUITMENT METHODSRecruitment methods:External recruitment candidates are sought from outside the hiring organization.Internal recruitment candidates are sought from within the organization.Traditional recruitment candidates receive information only on most positive organizational features.Realistic job previews candidates receive all pertinent information.

Steps in recruitment processProcess is interlinked and interdependent with other activities

Employee planning and work analysis

Deciding on the number of vacancies and selecting a source

Advertising vacancies

Screening the applicants

Filling vacancies

Sources of recruitmentInternal and External sourcesInternal source Selecting suitable candidate from among the current employees in an organizationEmployee referrals, promotions from within, succession planning.Advantages:Builds employee moraleInvolves less cost than booking for outsideFacilitates people to be places in the middle and top level positions

Walk in/write inAdvertisingPrivate placement agenciesGovernment employment exchangesCampus recruitmentHead huntersMilitaryProfessional associationsExternal source of recruitment

Recruitment thru internetAdvantage is wide publicity and a chance for a large number of applicants to chooseBest method to be assessed depends upon: - Cost per hire - Number of resumes - Time-lapse between recruitment and placement ratio - Applicant performance and turnoverElectronic recruiting

Planning aheadClarity in job requirementsIdentify a good source of recruitmentScreening and interviewingProviding challenging workFocus on compensation and working conditionsRetention of employees

Initiate recruitment request Review & approval by level 5 and above managersApproval receivedYesNoReferencesAdvertise/AgenciesScreening ProfilesEligibleProfilesfoundYesNoIs written test requiredNoYesConductWritten testArrange & conductInterviewsQualified/Short listedNOYesIntimate to the candidate about not short listed/selectedQualified/Short listedYesNoFinal selectionSelectedYesSend offer letterYesNoIntimation to theOriginalrequesterAAAARecruitment Flow Chart

SELECTIONSelectionChoosing from a pool of applicants the person or persons who offer the greatest performance potential.

Selection StepsCompletion of a formal application form.Interviewing.Testing.Reference checks.Physical examination.Final analysis and decision to hire or reject.

STEPS IN THE SELECTION PROCESS

STEPS IN THE SELECTION PROCESSStep 1application formsDeclares individual to be a job candidate.Documents applicants personal history and qualifications.Personal rsums may be included.Applicants lacking appropriate credentials are rejected at this step.

STEPS IN THE SELECTION PROCESSStep 2interviewsExchange of information between job candidate and key members of the organization.Opportunity for job candidate and organizational members to learn more about each other.

STEPS IN THE SELECTION PROCESSStep 3 employment testsUsed to further screen applicants by gathering additional job-relevant information.Common types of employment tests:IntelligenceAptitudePersonalityInterests

STEPS IN THE SELECTION PROCESSCriteria for selection devices:ReliabilityThe selection device is consistent in measurement.ValidityThere is a demonstrable relationship between a persons score or rating on a selection device and his/her eventual job performance.

STEPS IN THE SELECTION PROCESSBehaviorally-oriented employment tests:Assessment centerEvaluates a persons performance in simulated work situations.Work samplingEvaluates a persons performance on actual job tasks.

STEPS IN THE SELECTION PROCESSStep 4 reference and background checksInquiries to previous employers, academic advisors, coworkers and/or acquaintances regarding applicants:Qualifications.Experience.Past work records.Can better inform potential employer.Can enhance candidates credibility.

STEPS IN THE SELECTION PROCESSStep 5 physical examinationsEnsure applicants physical capability to fulfill job requirements.Basis for enrolling applicant in life, health, and disability insurance programs.Drug testing is done at this step.

STEPS IN THE SELECTION PROCESSStep 6 final decision to hire or rejectBest selection decisions will involve extensive consultation among multiple parties.Selection decision should focus on all aspects of the candidates capacity to perform the designated job.

SOCIALIZATION & ORIENTATIONSocializationProcess of influencing the expectations, behavior, and attitudes of a new employee in a way considered desirable by the organization.OrientationSet of activities designed to familiarize new employees with their jobs, coworkers, and key aspects of the organization.

InductionInduction is the process that introduces an employee to the organizationIt is usually the responsibility of the HR department to conduct induction process

Immediate supervisor might introduce the following steps:Welcomes the newcomerExplains the overall objectives of the company and his roleShows the location or place of workHands over the rule book or job descriptionsProvides details about training and promotional advancementsDiscusses working conditions

Topics that are usually covered are:Organizational issues:History of that companyLayout and physical facilitiesProducts/services offeredOverview of the company proceduresDisciplinary proceduresProbationary period

Pay scalesVacations, holidaysSchedulesCounselingOther benefits Training opportunitiesEmployee benefits

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