Basic Tools of HRAssignment # 1Basic Tools of HRMRecruitment and Selection

Submitted to : Dr. Sadia NadeemSubmitted by: Fatima ShahzadRoll number: 14-1222Dated : 02-09-2014Word Count :1000Recruitment and SelectionDefinitions:Recruitment: The process of generating a pool of capable people to apply for employment to an organisation.Selection: Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements.Key Terms:Vacancy: A job or position that is available to be filled. Vacancies may arise due to expansion or resignations/terminations.Competencies: A competency is a set of defined behaviors that provide a structured guide enabling the identification, evaluation and development of the behaviors in individual employees.Job Specification: A statement of employee characteristics and qualifications required for satisfactory performance of defined duties and tasks comprising a specific job or function.Methods of Recruitment:Internal Recruitment: This kind of recruitment takes place within the organization, i.e the recruiter attracts only the current or ex-employees of organization. Types are:1. Transfers2. Promotions3. Re-employmentsExternal Recruitment: Advertisement: It conducts a candidate hunt through sources like newspapers, television, billboards and other publications. Third Party Souring: This method uses employment exchanges and employment agencies having professionals who post job adds for you on their job portals or provide you with the candidate data, suitable for the vacancy in your organization in return of a payment. Job fairs: Most of the institutes conduct open houses and invite different companies from the corporate world. This helps fresh graduates start their professional career. Recommendations: This method includes getting recommendations from senior people having expertise in the particular field. Unsolicited Applicants: Many job-seekers visit offices to drop their CVs or meet hiring managers in person. E-recruitment: The process of personnel recruitment using electronic resources, in particular the internet. Some companies have their own online portals while others use outsourced portals owned by third party. In Pakistan, Rozee.pk, BrightSpyre, Pakistan placement and Careerjet are popular these days. Linkedin, a business-oriented social networking website, gives an opportunity to establish connections, promote yourself and receive job alerts. It connects many job hunters with job seekers and helps filling vacancies with the right candidates to a great extent.Job Ads:A job ad is a paid announcement in a newspaper or other medium about a job vacancy. The content of the job add is designed in a way that the applicant has a clear idea of the name of the organization ,qualification, job roles, experience, skill-set, person specification required for that particular job and about how to apply . It is approved and sent to the concerned department to get it published in the local or nationwide newspapers or broadcasted on television, radio or websites.Post-ad Communication: Once the advertisement is published, applicants start approaching you by calling, mailing, coming over or by other means to inquire about the job descriptions or status. The concerned person should professionally handle all the queries in order to hire skilled candidates and build professional image of the organization. So, the recruiter needs to track recruitment to inform successful and unsuccessful applicants.Short listing: The short-listing process involves determining which applicants meet the minimum key selection criteria to perform the job satisfactorily. Short listing should be always made transparent and the selection panel should first agree on a standard short listing/selection criteria, and ranking system, and start short listing after the last date of submitting applications. The criteria should be purely based on the qualification, experience, skill set required for that particular vacancy. It should be finalized with the agreement of the whole panel. Applicants would be informed about the interview timings, venue, length of the interview and documents to bring for the interview. Short listing processes that are generally used are:1. Scoring system2. Panel short listing3. Software systemsSelection Criteria: Categories of qualification, capabilities or experiences, which can provide the basis for screening and acceptance or rejection of candidates to vacancies. Three perspectives are:Fit with the organizationFunctional and team fitIndividual job criteriaPerson Specifications: This is an extension of job analysis in which the firm formulates the personal characteristics of the candidate.Skills and Attributes: Experience, qualification and training, knowledge and expertise, team-work and co-operation, personal attributes and special conditions.Attitudes and Behavior: Dedication, motivation, responsibility, interpersonal relationships, competitive spirits, change management and attitude. Selection Decision Matrix:Rating: 5=High , 4=Above average, 3=Average , 2=Below average, 1=PoorMatrixCriterionWeightageCandidate ACandidate BCandidate C

Criterion 154X51X55X5

Criterion 221X21X22X2

Criterion 332X31X32X3

Criterion 422X21X22X2

Total Weightage12321339

Selection Methods:Application Forms: Application forms are required to be filled by almost every organization to collect education, work, non-work, military, civil, last employer and other information.CVs: Curriculum Vitae provide overview of a candidates profile.Interviewing: Interviews have types like structured, semi-structured, in-person, group interviews, telephonic and video conferencing. Testing: It is used to screen candidates on the basis of abilities, skills and aptitudes.Tests should have validity and reliability. There are different types of tests:Aptitude tests: To check whether the candidate has the mental capacity or intelligence to learn a job.Personality tests: To check candidates as an individual and their self-confidence, patience, sociability, team-work and leadership etc.Interest tests: To check likes and dislikes of the candidate relating to work, activities and hobbies. Assessment Centres: A group of structured activities to assess candidates behavior that includes IQ tests, interviews, group exercises etc.Reference Check:Before selection, a candidates attitude, behavior and previous certificates are checked through previous employer and academic institutions. People having expertise in the specific field might also be contacted to take opinion about the candidate.Overall SOP:Recruitment and Selection:1. Identify Vacancy and Evaluate Need2. Develop Position Description3. Develop Recruitment Plan4. Select Search Committee5. Post Position and Implement Recruitment Plan6. Review Applicants and Develop Short List7. Conduct Interviews8. Select Hire9. Finalize Recruitment

References:HRM (Torrington et al., 2005)Imrecruitmentblog.weebly.com, (n.d.). Sources Of Recruitment - IMRecruitmentBlog. [online] Available at: http://imrecruitmentblog.weebly.com/sources-of-recruitment.html [Accessed 2 Sep. 2014].Small Business - Chron.com, (n.d.). Methods of Recruitment & Selection. [online] Available at: http://smallbusiness.chron.com/methods-recruitment-selection-2532.html [Accessed 2 Sep. 2014].Imrecruitmentblog.weebly.com, (n.d.). Sources Of Recruitment - IMRecruitmentBlog. [online] Available at: http://imrecruitmentblog.weebly.com/sources-of-recruitment.html [Accessed 2 Sep. 2014].Work - Chron.com, (n.d.). What Is a Job Advertisement?. [online] Available at: http://work.chron.com/job-advertisement-6654.html [Accessed 2 Sep. 2014].Wikipedia, (n.d.). Competence (human resources). [online] Available at: http://en.wikipedia.org/wiki/Competence_%28human_resources%29 [Accessed 2 Sep. 2014].Wikipedia, (n.d.). Person specification. [online] Available at: http://en.wikipedia.org/wiki/Person_specification [Accessed 2 Sep. 2014]. Anon, (n.d.). [online] Available at: http://www.teachingintheuk.com/assets/pdf/RCPersonSpecification.pdf [Accessed 2 Sep. 2014].Alis.alberta.ca, (n.d.). ALIS - Glossary of Transfer Terms. [online] Available at: http://alis.alberta.ca/ps/ep/aas/ta/faq/glossary.html [Accessed 2 Sep. 2014].Merriam-webster.com, (n.d.). Vacancy - Definition and More from the Free Merriam-Webster Dictionary. [online] Available at: http://www.merriam-webster.com/dictionary/vacancy [Accessed 2 Sep. 2014].Explorehr.org, (n.d.). Best website on HRM - Excellent HR Tools and HR Presentation Slides - HR ppt - Human Resource Management. [online] Available at: http://www.explorehr.org/articles/Selection_+_Recruitment/Types_of_Selection_Methods.html [Accessed 2 Sep. 2014].Citeman.com, (n.d). Types of tests for selection. [online] Available at: http://www.citeman.com/359-types-of-tests-for-selection.html [Accessed 2 Sep. 2014].Hrgyaan.com, (n.d.). Standard Operating Procedures (SOP) | Human Resource (HR) Articles. [online] Available at: http://www.hrgyaan.com/standard-operating-procedures-sop/ [Accessed 2 Sep. 2014].Hr.ucr.edu, (2014). Human Resources: Recruitment & Selection Hiring Process. [online] Available at: http://hr.ucr.edu/recruitment/guidelines/process.html [Accessed 2 Sep. 2014].BusinessDictionary.com, (n.d.). What is job specification? definition and meaning. [online] Available at: http://www.businessdictionary.com/definition/job-specification.html#ixzz3C3V9ToRM [Accessed 2 Sep. 2014].

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