Recruitment and Selection

Presented To; Dr. Muhammad Amin

Presented By; Qurat-ul-ain Naqvi

M.A Education ( Leadership and Management )

In the Name of ALLAH, the Beneficent, the Merciful

©SHRM 2008 2

Learning Outcomes What is Recruitment, Selection & Appointment ?

What Factors are Affecting Recruitment & Selection ?

What is Effective Recruitment & Selection ?

What are the Stages in Recruitment & Selection ?

What is difficult in the Process of Recruitment &

Selection ?

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Difference between Recruitment, Selection and

Appointment?

4

Recruitment, Selection & Appointment

RECRUITMENTThe process by which applicants are encouraged to apply for employment in an organization.

SELECTIONThe process through which the best person for the particular post is chosen and offered employment.

APPOINTTMENTIt is the final agreement process in which employer and employee commit themselves to the contract of employment.

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Recruitment & Selection Process

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Job Analysis

Marketing Jobs

Deciding Application Methods

Deciding Recruitment

Methods

Writing JD & PSRECRUITMENT

Inducting new Employee

Holding Selection Events

Taking up references

Making a Decision and offer

Short listing Candidates

SELECTION

Job AnalysisDetailed examination of

1)Tasks that make up a job (employee role)

2)Conditions under which they are performed

3)what the job requires from an employee in terms of

aptitude, attitudes, knowledge and skills.

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Job Description • A written statement of a specific job,

based on the findings of a job analysis. • Includes duties, purpose,

responsibilities, scope, and working conditions of a job along with the job's title, and the name or designation of the person to whom the employee reports.

Person Specification • The skills that a job candidate must have

in order to complete the tasks of a position offered by a company.

• A person specification can outline the educational requirements, training experience as well as more personal qualifications that a candidate must possess.

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Methods of Recruitment

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Internal External

when the firm looks to fill the vacancy from within its existing workforce

when the firm looks to fill the vacancy from any suitable applicant outside the business

Internal Recruitment Advantages

• Better selection

• Motivate employees.

• Cost effective.

• Less Training

• Adaptability.

Disadvantages

• Limited Choice.

• Demotivate failed

employee.

• Favoritism.

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External Recruitment Advantages

• Greater choice for

selection

• Balanced workforce.

• Fairness.

• Fresh Blood.

Disadvantages

• High Cost.

• Wrong selection.

• Adaptability

problems.

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Marketing Jobs Internal

• Notice board

• Memo

External

• Recruitment Agencies

• News paper.

• Agency Website.

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Selection Methods

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Application Forms

AptitudeTest

Interviews

Personality Test

Selection Methods Application FormsApplication forms are a means of collecting written information about an applicant's education, work and non-work experiences.Employment InterviewsThe employment interview is a vehicle for information exchange between applicant and interviewer regarding an applicant's suitability and interest in a job the employer seeks to fill.

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Selection Methods Tests of AbilitiesTests used for screening applicants on the basis of skills, abilities, and aptitudes can be classified as either paper and pencil tests or job sample tests.Personality Test People often believe that certain jobs require unique personalities or temperaments.

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Factors affecting Recruitment & Selection process?

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Factors Affecting Recruitment

Internal Factors

• Human resource

planning

• Size of Firm

• Cost

• Growth and Expansion

External Factors

• Supply & Demand

• Image of firm

• Economic conditions

• Competitors

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Factors Affecting SelectionQuality of Applicants

Selector can only make a choice from those who actually apply and it is the stage the care taken in job description will pay dividend.Quality of Selectors

Leaders and Managers could consider the Middle Managers and could be dependant on their expertise.Weakness of Selectors

Judgment, Insisting on Personal Stereotype, Comparing Candidates and Preferring a Candidate.Micro Political Factors

A choice for the actually important one of agreeing that an accurate choice had been made.

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Evaluating Recruitment & Selection Process

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Evaluating the Recruitment and Selection Process

CostDid you stay within your recruitment budget?

Time:How long did it take you to fill the position?

QualityWere your applicants well qualified for the job?

LongevityWhat about turnover? Do your new hires stay for the long term?

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Questions

©SHRM 2008 22

©SHRM 2008 23