The document provides an overview of a recruitment and selection workshop. It begins with introductions and expectations. The workshop will cover topics like recruitment strategies, selection tools, developing recruitment plans, and onboarding. It also gives background on HR history and the evolution of HR functions. Job analysis, interviews, employment branding, and developing recruitment and selection plans are discussed. Case studies are included. The document provides a thorough overview of the recruitment and selection process and related HR concepts to be covered in the workshop.
6. HR History
• 1800 | Industry revolution , quick and cheap production was the highest priority for many industries!
• 1912 | Tata Steel became the first company to limit the number of working hours for factory workers to 8!
• 1918 | The “work committee” was formed at Tata Steel to handle workers complaints and grievances
• 1921 | “ Dupont ” create the first organization multi-divisional structure
• 1940 | Personnel department was born and was responsible for ( compliance – work safety )
• 1943 | “ Abraham Maslow ” discovered what motivate people and developed the hierarchy of needs
• 1969 | Sir “ Aubrey Danials ” developed the concepts of performance management
• 1970 | Personnel department start conducting more duties such as ( Equal pay – stopping discrimination )
• 1973 | David McClelland started the use of competency in people management
• 1984 | Wayne F. Casico addressed the needs to justify the effective cost of HR functions
• 1990 | Personnel department evolved into HR department
• 1996 | Dave Ulrich defined the term of strategic partners
10. HR Systems “for student activities”
• Policy & code of conduct
• Communication system
• Reward system
• Benefits system
• Discipline system aka “ punishment system ”
• Performance appraisal
• Flexibility system
• Recruitment system
• Documentation system
16. Job Analysis Definition
• Job analysis is a study of the major tasks, responsibilities and requirements of jobs in
an organization
• It is the foundation of many HR functions and activities.
18. Job Analysis Steps
Step 1 | Collect Data
• Conduct an interview with members or leaders
• Review any document related to the job
• Observe people doing their work
• Making questionnaires
Step 2 | Analyze Data
• Figure out job duties, responsibilities and tasks ( DTR )
• Figure out knowledge, skills and abilities ( KSA ) needed
• Experience needed
• Equipment , tools or software used
19. Tips for writing JD & JS
• Match writing style to company’s culture
• Be concise and specific
• Use action verbs and present tense
• Use unbiased terms
32. Internal Recruitment
Advantages
• Cheaper and quicker to recruit
• People already familiar with the organization and how it operates
• Provides opportunities for promotion with in the organization – can be motivating
• Heads already know the strengths and weaknesses of candidates
Disadvantages
• No new bloods from outside
• Limits the number of potential applicants
• Creates another vacancy which needs to be filled
33. External Recruitment
Advantages
• New bloods
• 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 advertising , interviews and training required
• Selection process may not be effective enough to reveal the best candidate
38. Employment Brand Definition
• The workforce market perception of what it’s like to work for an organization
• The image people have about the employment experience at an organization
42. Selection
• It is a series of filters designed to narrow the field of applicants down to
a select few.
• More information is gathered about potential candidates to match their
qualifications to the job requirements
48. Interview Definition
✓A procedure designed to obtain information from a person through
oral responses to oral inquiries in order to predict his/her future job
performance.
49.
50. Interview Format
✓ Structured
The manager, generally, follows no set format . it can be described as a general conversation.
✓ Unstructured
The employer specifies the questions ahead of time and may, also, list and rate possible answers for
appropriateness.
✓ Semi-structured
A general framework of open-ended questions, with room for follow-up questions
56. Interviewers Common Mistakes
1. Stereotyping
2. First Impression ( Snap judgment )
3. Halo/Horn effect
4. Contrast effect
5. “ Similar to me ” error
6. Misunderstanding the job nature
7. Non-verbal bias
8. Effect of personal characteristics
9. Asking silly and cliché questions
57. Examples on Poor Questions
Questions that rarely produce a true answer !
– “How did you get along with your coworkers?”
– “Just fine.”
Leading questions !
– “You do like to talk to people, don’t you?”
– “Of course.”
Obvious questions !
– Questions already answered on the application blank should be probed, not asked
again.
Questions that are not job related !
– All questions asked should be directly related to the job for which the interviewee
has applied.
58. Interviewers Common Mistakes
9. Not giving the interviewee time or opportunity to sell him/herself.
10. Unprofessionalism
11. Misunderstanding the job nature
12. Asking questions answerable by a simple "yes" or "no".
13. Putting words in the applicant's mouth.
14. Losing Control - Letting the applicant dominate the interview.
15. Acting more positively toward a favored applicant.
16. Talking so much that applicants have no time to answer questions.
59. Interview Tips
1. Review candidate application form and identifying areas that need explanation.
2. The interviewer should review the answers provided during the interview and then make
decisions.
3. Develop your own employer interviewing checklist.
4. Give interview feedback to rejected candidates.
5. Conduct mock interviews to improve your interviewing skills.
60. Interview Tips
6. Don’t act as a psychologist in the interview
7. Rely on achievements and life experience
8. Take away your values
9. Keep your eyes on the criteria while interview
10. Don’t be dragged to areas of wasting energy ( Debates )
11. Don’t offer your opinions
12. Don’t display approval or disapproval through tonality,
facial expressions or side comments
61. Interview Tips
13. Use same questions with all candidates to standardize evaluation and increase reliability
14. Use descriptive rating scales (excellent, fair, poor …etc.) to rate answers and scoring
15. Use panel interviews to reduce bias
16. Use standardized interview form
17. Take brief notes to avoid the recency effect (putting more weight on the last
few minutes of the interview)
18. Use job knowledge, situational, or behaviorally oriented questions
and objective criteria to evaluate the interviewee’s responses.
62. Candidates You Should Avoid
• Negativity towards past co-workers and managers
• Inflating importance on past projects
• Avoiding eye contact
• Interrupting
• Using condescending tones and language
• Blaming others for past failures
• Making you sell them on the open position, as though you may not be good enough for them
77. Members Criteria
Estimated number of members
Experience needed
Education & Experience
Personality
Knowledge – Skills – Abilities - Equipment
78. Publicity Guidelines
✓ Recruitment Channels
✓ Description of Recruitment Theme
✓ Content Guidelines of recruitment event on Facebook
✓ Graphic Design brief
✓ Recommendations for increasing event reach
79. Recruitment Event on
Description Tab Checklist
❑ Information about organization ( Who we are ? and what we do ? )
❑ Benefits list
❑ Vacant positions
❑ Job description for each position
❑ Registration form link
❑ Deadline for registration
80. Recruitment Event on
Discussion Tab Checklist
❑ Pinned post which answer the FAQs.
❑ Posts about old members and their stories or achievements.
❑ Posts about the job description of each committee.
❑ Post about the benefits list.
❑ Post about some tips for the interview.
❑ Photos of previous events.
❑ Photos of amazing moments ( outings – meetings .. etc).
85. Onboarding Definition
• It is a strategic process of integrating new volunteers with our organization and its
culture by providing them information, training, mentoring and coaching throughout
the transition.
87. Importance Of Onboarding
• Facilitates the new volunteer’s ability to contribute in the new role.
• Increases the new volunteer’s comfort level in the new role.
• Reinforces his/her decision to join the organization.
• Enhances productivity.
• Encourages commitment and volunteer engagement.
89. Pre-Hire Stage
1. Prepare member profiles
2. Prepare members handbook
3. Prepare welcome party
4. Prepare team building activities
5. Prepare orientation email template
6. Prepare the Initial Training program
90. Welcome Party
• Welcome Party is a great chance to make a good first impression with the new
comers and the first few days will leave a lasting impression.
91. Orientation Session
• It’s a procedure of providing new members with basic background information about organization .
• The Purpose of orientation session is to help new comers to understand the organization in a broad
sense and to make clear to them what is expected in terms of work and behavior.
92. Orientation Session Content
✓ Team Meet & Greet
✓ Icebreaking activities
✓ Organization History
✓ Organization Culture
✓ Organization Achievements
✓ Organization Structure
✓ Season objectives
✓ Roles & Responsibilities
✓ Benefits
✓ Policy & COC
✓ Communication system
✓ Discipline system
✓ Member profiles
Welcome Organization Info HR Info
93. Handbook
• Member handbook is a document that contains all information about our organization
the new member will need in order to do his/her duties.
94. 1st Committee Meeting
Each Head will cover the following:
✓ Detailed job description and main duties & responsibilities.
✓ The Committees’ work strategies and action plan.
✓ Clarity of work details.
✓ Indicating the degree of professionalism that we seek.
✓ Team building activities
✓ Answering additional questions the new members may have
✓ Each member introduce him/her self