as a human resource management function, is one of
the activities that impact most critically on the
performance of an organization
Activities designed to attract a qualified pool of job
applicants to an organization.
Steps in the recruitment process:
Advertisement of a job vacancy.
Preliminary contact with potential job candidates.
Initial screening to create a pool of qualified applicants.
4. Steps in recruitment process
Successful recruitment involves the several processes of:
1. Development of a policy on recruitment and retention and the
systems that give life to the policy; requirements of the
2. Identification, within and outside the organization, of the potential
human resource pool and the likely competition for the knowledge
and skills resident within it;
3. Job analysis and job evaluation to identify the individual aspects of
each job and calculate its relative worth.
4. Assessment of qualifications profiles, drawn from job descriptions
that identify responsibilities and required skills, abilities,
knowledge and experience;
5. Determination of the organization’s ability to pay salaries and
benefits within a defined period;
6. Identification and documentation of the actual process of
recruitment and selection to ensure equity and adherence to equal
opportunity and other laws.
5. Process is interlinked and interdependent
with other activities
Employee planning and work analysis
Deciding on the number of vacancies and
selecting a source
Screening the applicants
6. RECRUITMENT METHODS
Internal recruitment — candidates are sought from within
External recruitment — candidates are sought from outside
the hiring organization
Traditional recruitment — candidates receive information
only on most positive organizational features.
Realistic job previews — candidates receive all pertinent
7. Sources of Recruitment
•Internal and External sources
•Internal source – Selecting suitable candidate from among the
current employees in an organization
•Employee referrals, promotions from within, succession planning.
•Builds employee morale
•Involves less cost than booking for outside
•Facilitates people to be places in the middle and top level
9. •Recruitment thru internet
•Advantage is wide publicity and a chance for a large number of
applicants to choose
•Best method to be assessed depends upon:
- Cost per hire
- Number of resumes
- Time-lapse between recruitment and placement ratio
- Applicant performance and turnover
10. COLLEGE RECRUITMENT
College recruiting – sending an employer’s
representatives to college campuses to pre
screen applicants and create an applicant
pool from that college’s graduating class –
is an important source of management
trainees, promotable [entry-level]
candidates, and professional and technical
11. The concept of a job fair is to bring those
interested in finding a job into those companies
who are searching for applicants. Job fairs are
open fora at which employers can exhibit the
best their companies have to offer so that job
seekers can make informed choices. They are
considered one of the most effective ways for job
seekers to land jobs.
12. Initiate recruitment
Review & approval
by level 5 and
Arrange & conduct
Intimate to the
candidate about not
Intimation to the
Choosing from a pool of applicants the person or
persons who offer the greatest performance potential.
Completion of a formal application form.
Final analysis and decision to hire or reject.
15. STEPS IN THE SELECTION PROCESS
Step 1—application forms
Declares individual to be a job candidate.
Documents applicant’s personal history and
Personal résumés may be included.
Applicants lacking appropriate credentials are
rejected at this step.
16. STEPS IN THE SELECTION PROCESS
Exchange of information between job candidate
and key members of the organization.
Opportunity for job candidate and organizational
members to learn more about each other.
17. STEPS IN THE SELECTION PROCESS
Step 3 — employment tests
Used to further screen applicants by gathering
additional job-relevant information.
Common types of employment tests:
18. STEPS IN THE SELECTION PROCESS
Criteria for selection devices:
The selection device is consistent in measurement.
There is a demonstrable relationship between a
person’s score or rating on a selection device and
his/her eventual job performance.
19. STEPS IN THE SELECTION PROCESS
Behaviorally-oriented employment tests:
Evaluates a person’s performance in simulated work
Evaluates a person’s performance on actual job tasks.
20. STEPS IN THE SELECTION PROCESS
Step 4 — reference and background checks
Inquiries to previous employers, academic
advisors, coworkers and/or acquaintances
Past work records.
Can better inform potential employer.
Can enhance candidate’s credibility.
21. STEPS IN THE SELECTION PROCESS
Step 5 — physical examinations
Ensure applicant’s physical capability to fulfill job
Basis for enrolling applicant in life, health, and
disability insurance programs.
Drug testing is done at this step.
22. STEPS IN THE SELECTION PROCESS
Step 6 — final decision to hire or reject
Best selection decisions will involve extensive
consultation among multiple parties.
Selection decision should focus on all aspects of
the candidate’s capacity to perform the
23. SOCIALIZATION & ORIENTATION
Process of influencing the expectations, behavior,
and attitudes of a new employee in a way
considered desirable by the organization.
Set of activities designed to familiarize new
employees with their jobs, coworkers, and key
aspects of the organization.
•It is usually the responsibility of the HR department to
conduct induction process
•Induction is the process that introduces an employee to
25. Immediate supervisor might introduce the following steps:
•Welcomes the newcomer
•Explains the overall objectives of the company and his role
•Shows the location or place of work
•Hands over the rule book or job descriptions
•Provides details about training and promotional
•Discusses working conditions
26. •History of that company
•Layout and physical facilities
•Overview of the company procedures
Topics that are usually covered are: