RECRUITMENT AND SELECTION

Definition and Meaning of Recruitment

According to Edwin B. Flippo,“ Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation”

Is the activity that links the employers and the job seekers. A process of finding and attracting capable applicants for employment

Selection

Definition According to Thomas stone “Selection is the process of differentiating between applicants in order to indentify and hire those with a greater likelihood of success on the jobs

In simple words……It is the functions perform by the management of selecting

the right employees at the right time After identifying the sources of human resources, searching for prospective employees and stimulating them to apply for jobs in an organization .The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates.

Recruitment

It the process of searching the candidates for employment and stimulating them to apply for jobs in the organization.

The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation.

Recruitment is a positive process i.e. encouraging more and more employees to apply .

Recruitment is concerned with tapping the sources of human resources.

There is no contract of recruitment established in recruitment

Selection 

It Involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. T

he basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation.

Selection is a negative process as it involves rejection of the unsuitable candidates.

Selection is concerned with selecting the most suitable candidate through various interviews and tests.

Selection results in a contract of service between the employer and the selected employee.

Internal recruitment

TransfersPromotions (through

Internal Job Postings)

Re-employment of ex-employees

Employee referrals

External recruitment

Recruiting on Internet

Job centers AdvertisingEmployment

Agencies RecruitersJob Fairs

Internal recruitment

Advantages Cheaper and quicker to recruit People already familiar with the

business and how it operates. Provides opportunities for promotion

with in the business – can be motivating.

Business already knows the strengths and weaknesses of candidates

Disadvantages Limits the number of potential

applicants. No new ideas can be introduced from

outside the business. Creates another vacancy which

needs to be filled.

External recruitment

Advantages Outside people bring in new

ideas. Larger pool of workers from

which to find the best candidate. People have a wider range of

experience.

Disadvantages Longer process. More expensive process due to

advertisements and interviews required.

Recruitment needs are of three types

PLANNED

ANTICIPATED

UNEXPECTED

Trends are being seen in recruitment

 Outsourcing

Poaching

E-Recruitment

Recruitment ProcessIdentify vacancyPrepare job description and specificationAdvertising the vacancyManaging the responseShort-listing Arrange interviewsConducting interview and decision making

Personal ProfileDrive: A desire to get things done. Goal-Oriented.Motivation: Enthusiasm and willingness to ask

questions. Does extra on every job.Communication skills: The ability to talk and

write effectively to people at all levels.Chemistry: Gets along with others, A team player.Energy: Someone who goes the extra mile, pays

attention to detail, looks for solutions.Determination: Does not quit when a problem

gets tough.Confidence: Not arrogant. Poise. Friendly, honest

and open to employees high and low. Not intimidated by management, nor overly familiar.

ProfessionalReliability: Following up, not relying on anyone else to

ensure the job is well done, keeps management informed.Honesty/Integrity: Taking responsibility for own actions,

Good and bad.Pride: Pays attention to details all jobs done to best of their

ability.Dedication: Whatever it takes in time and effort to see a

project through to completion.Analytical Skills: Weighing the pros and cons. Weighing the

short-and long term benefits against all possible negatives.Listening Skills: Listening and understanding, as opposed

to waiting your turn to speak.

Uses for the ProfilesPlacementPromotionSelf-improvementCoachingSuccession planning

Profiles can generate the following

Individual Report- A guide for self-understandingPlacement Report- Selecting the right people

through Job MatchMulti-Job Match Report- Useful for succession

planning and reassigning employees to new positions.

Coaching Report- An excellent training and development tool

Job Analysis Survey Report- Used with job descriptions to more accurately define job requirements.

Summary Reports- To give you a “snapshot “ of information.