The Recruitment Process

WantedBest person for the job

Recruitment

Recruitment Review previous lessons The job analysis process When a job analysis & job

specification is developed, the recruitment process can begin

Reference is made to legal & anti-discriminatory aspects of the position

An overview of the process from here

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The Recruitment and Selection Process

Human Resource Planningand staff turnover

Human Resource Planningand staff turnover

Decision to recruitDecision to recruit

Recruitment ProcedureRecruitment Procedure

Selection ProcedureSelection Procedure

HiringHiring

InductionInduction

Job AnalysisJob descriptionJob specification

Job AnalysisJob descriptionJob specification

ApplicantsApplicants

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The purpose of recruitment

Increase the pool of job applicants Help reduce the number of under-

qualified job applicants Help keep new recruits Meet the organisations

responsibility for EEO programs Increase the organisational

effectiveness in the short and long term

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Controlling the recruitment process

Is the proposed employee necessary?

What about costs and budgets?

Is there high turnover in the department?

Is there someone in the organisation who can do the job?

Is the job necessary?

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Issues to consider before recruiting

What is really the job? Is its purpose clear? What sort of person should

do it? How can it be improved? Does the previous incumbent’s work

record offer any lessons? Results of exit interview

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Sources of Recruits

Newspapers Consultants Professional Bodies Professional journals Universities & Colleges Job Network Immigration

Direct Mail Campaign

Unions Internet Referral from

Existing employees

Word of Mouth The sign on the

‘front gate’ Skills audits

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What makes a good

job ad?

It should: Enable the applicant to recognise what

the job is, especially its basic functions Attract and maintain the readers

interest Present a favorable image of the

company Be clear about what the requirements

are so unsuitable applicants do not apply

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What should advertisements

contain?

Job Title Location (if possible) A job summary Description of the

organisation Minimum experience,

knowledge and qualifications required

Any unusual features of the job

Clear instructions on how to apply

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Discrimination in advertising

The Act does not cover job ads for Employment in private homes (babysitter) or

employment in private education authorities (except race)

Jobs where the person’s race or gender is a genuine occupational qualification

Modeling, dramatic performance, People employed in ethnic restaurants such

as Japanese Waiter in a Japanese Restaurant Where privacy is involved (saleswoman

required for lingerie department Community worker or other worker for a

particular ethnic group

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Tips for successful advertising

Seek candidates that really exist

Write attractive advertising copy

Place in the most suitable media

Choose the best time Decide who will

handle the first stage Make contact easy

Choose a style that will appeal to the applicant group

Use short sentences Use plain language Be accurate &

honest Use positive

sounding words Balance the layout

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