2. Human Resource Recruitment,
Selection, and Placement
• Need for selection of human resource.
• Steps in human resource recruitment
and selection procedure.
3. Need for selection of human resource
Why is the Human Resource Selection
Process Important?
4. The role of selection is related to its use as a
tool for locating and selecting applicants to
fill open vacancies in the organization.
Choosing the right candidates is crucial to
the success of an organization because the
workforce or labor that has the right
qualities will help ensure that an
organization meets its goals and targets.
Why is the Human Resource Selection
Process Important?
5. Good Hires Are Good Business
In small organizations with few employees, everybody's
contributions are critical. When an employee performs poorly
due to a poor work ethic or a skills mismatch, the entire
company suffers.
All organizations need to establish human resources policies
and procedures that ensure that the right person is selected for
each job within the company. These processes should be
created and reviewed against current best practice standards
within the human resource management community.
6. The Significance of Employee Selection
1. THE ROLE OF SELECTION IN HRM
2. SELECTION AFFECTS DAILY OPERATIONS
3. SELECTION IMPACTS THE LONG-TERM SUCCESS
4. EFFECTIVE SELECTION SAVES YOU MONEY
5. SELECTION IMPACTS ON EMPLOYEE MORALE
7. THE ROLE OF SELECTION IN HRM
Selection falls in the human resource
management process and which
goals this step achieves. When you
need to fill an open role, you'll begin
the process of recruiting workers
through job postings, word of
mouth, the internet, job fairs, and
other means.
8. SELECTION AFFECTS DAILY OPERATIONS
The importance of employee
selection can be seen in how
the choices made will have a
major impact on day-to-day
operations in terms of work
productivity and quality.
9. SELECTION IMPACTS THE LONG-TERM SUCCESS
The employees you select not only
determine how your company will run
daily but also whether you'll be
competitive in the long run. Selecting
employees who can simply do the
jobs needed today can limit you if
your company needs to make changes
to job duties in response to innovation
in your industry.
10. EFFECTIVE SELECTION SAVES YOU MONEY
Hiring a new employee can cost your
company a lot of money, If you rush the
selection process, avoid taking
advantage of skills testing and
reference checks, or simply make a
mistake, you risk hiring someone unfit
for the job and having to restart the
expensive recruitment and selection
process.
11. SELECTION IMPACTS ON EMPLOYEE MORALE
When hiring a new employee, it's important to
consider the impact of that hire on the rest of
your staff. An employee with poor work habits or
who is incompetent will slow down productivity
and creates more work for the rest of your
employees.
It's important to note, however, that even a
highly skilled and competent worker may not fit
in with the rest of your staff. Consider your office
culture and the personalities of your best
employees.
12. TIPS
After drafting an employee selection process, have
an employment lawyer review it. You want to make
sure that your hiring practices are compliant with
federal, state, and local employment and anti-
discrimination laws.
14. Steps in human resource recruitment and
selection procedure
1. IDENTIFY YOUR NEEDS
2. PREPARE THE JOB DESCRIPTION
3. CREATE A RECRUITMENT PLAN
4. START SEARCHING
5. RECRUIT TOP-TIER CANDIDATES
6. CONDUCT A PHONE SCREENING
7. INTERVIEW IN PERSON
8. OFFERING THE JOB
9. ONBOARDING A NEW EMPLOYEE
15. IDENTIFY YOUR NEEDS
Create a list of needs before you create
a job posting. It may seem easy to
identify the hiring need when you’re
replacing an employee who just left,
but the task gets more difficult if you’re
creating a new position or changing
the responsibilities of a role.
16. PREPARE THE JOB DESCRIPTION
Creating a good job description is a vital
piece in crafting an effective recruitment
strategy. Once you understand your
business and department’s needs, you
should determine the duties and
responsibilities of the role and write them
out.
17. Save time and energy by
creating a recruitment plan.
Strategize the best ways to get
the word out about the job.
Determine who will be
reviewing resumes, scheduling
interviews, and deciding on the
right candidate.
CREATE A RECRUITMENT PLAN
18. START SEARCHING
Use keyword recruitment tools
to cut down on your search
time during the recruitment
process. This can be the most
time-consuming part of
recruiting, and keyword tools
can weed out unqualified
applicants.
19. RECRUIT TOP-TIER CANDIDATES
The best candidates likely have many
options, and you’ll need to maintain
timely communication or they’ll
quickly move on to other
opportunities. Use a mobile hiring
app to review top candidates quickly,
right on your smartphone, whether
you’re in the office or on the go.
20. CONDUCT A PHONE SCREENING
Once you have your eye on certain
applicants, conduct a phone
screening to narrow down the
selection process and make sure
you want to take the time to
interview the candidate in person.
Make a list of the best interview
questions to ask before you get
started.
21. INTERVIEW IN PERSON
Interviews should be conducted soon after a
phone screening—ideally within a week. The
process shouldn’t stretch on too long, or
candidates may lose interest. Communicate with
the interviewee about where you are in the
process and how long it will take to get back to
them with your decision. And then be sure to
follow up, even if you decide they’re not a good
fit. Be sure to allot enough time so you can focus
and give candidates your undivided attention.
22. OFFERING THE JOB
You offer an employee a job doesn’t mean
they’re going to accept. Take great care in
this step of the process to present a desirable
offer the candidate won’t want to pass up.
Over 90 percent of people report being
contacted by a manager can make them
accept a job offer faster, so don’t be afraid to
reach out. But expect the process to take
time, and be ready to negotiate salary and
benefits.
23. ONBOARDING A NEW EMPLOYEE
The onboarding process
shouldn’t simply focus on new
hire paperwork—it should focus
on processes and resources that
will help new hires transition
successfully into the company.
24. BTTHS RECRUITMENT PROCESS
(FACULTY)
(SAC)
SUBJECT AREA
COORDINATOR
PERSONNEL REQUEST
FORM
(DH)
DEPARTMENT
HEAD
PRINCIPAL
(HRDO)
HUMAN
RESOURCE DEPT.
OFFICER
(HRDO)
HUMAN
RESOURCE DEPT.
OFFICER
RESUME
SCREENING
SCREENING
CALL
IN-PERSON
INTERVIEW
TEACHING DEMO
HIRING BOARD
DECISION AND
JOB OFFER
HIRING BOARD
CONTRACT
SIGNING
PERSONNEL REQUEST
FORM
PERSONNEL REQUEST
FORM
PERSONNEL REQUEST
FORM
26. REFERENCES
Esther Ejim Last Modified Date: February 19. (2023, February 19). What is the role of selection in
Human Resource Management? Smart Capital Mind. Retrieved February 22, 2023, from
https://www.smartcapitalmind.com/what-is-the-role-of-selection-in-human-resource-management.htm
Schatz, T. (2017, November 21). Effectiveness of Recruitment & Selection process. Small Business -
Chron.com. Retrieved February 22, 2023, from https://smallbusiness.chron.com/effectiveness-
recruitment-selection-process-2527.html
Donohoe, Ashley. (2023, February 20). The Significance of Employee Selection. bizfluent.com.
Retrieved from https://bizfluent.com/about-6722274-significance-employee-selection.html
Perucci, D. (n.d.). The Quick Guide to an effective recruitment process. BambooHR Blog. Retrieved
February 22, 2023, from https://www.bamboohr.com/blog/guide-effective-recruitment-process
Bacolod Tay Tung High School, Inc. Administrative and Personnel Manual (revised edition 2021)
Hinweis der Redaktion
Right person for the Right JOB
This process can involve interviews, written tests, hands-on skills assessments, medical examinations, and reference checks.
If you select employees based solely on their credentials and skills on their resume and don't get a good idea of how they actually work, you take the risk of hiring someone who might not be fast enough to keep up with the rest of your team or who may prefer to slack off and make other employees take up the workload.
Even worse, your selection choice may not focus on doing quality work, costing you money and losing productivity time to redo the work. By effectively selecting workers, you can help avoid any damage to your company's reputation that can result from these issues.
Your selected workforce should be adaptable so that they can take on new roles and learn new technologies if necessary. Otherwise, your company may not keep up with competitors and can see bad effects on its bottom line and reputation as a result.
Therefore, thoroughly researching job needs, carefully interviewing candidates and understanding the importance of a selection test are essential to saving you money and helping you make the right hiring choice.
If you hire the right people, your existing employees can benefit from productive and positive new colleagues who make the workplace a more enjoyable place.
Morale = Confidence
Chemistry as a Team
Many view tattooing in a negative light due to occupational, religious or personal reasons. Some argue tattoos are unprofessional, while others say tattooing is immoral due to the desecration(higku.an or pollute) of one’s body. Tattoos don't change the person, only the point of view that others have on that person.
Programming Teacher/ Teacher that can do baking
Job descriptions help communicate the organization’s needs and expectations to a potential candidate. It’s essential to be as specific as possible in the job description to attract and meet candidates who can sufficiently meet the demands of the role.
Job Fairs
Onsite interviews to Online interviews
Be specific about what you are looking for in the new applicants.
Coding
Premier pro
Photoshop
For example, assigning a mentor or a buddy and setting up one-on-one time with managers can help expedite new hire proficiency.
