Recruitment and selection

1. Recruitment and Selection
Staffing Management • Myrna L. Gusdorf, MBA, SPHR • 2008
)

2. In the Name of ALLAH, the Beneficent,
the Merciful
2

3. JOB ANNOUNCEMENT
3

4. Applicants
4

5. SHORTLISING
5

6. SCREEING/TESTING
6

7. INTERVIEW SESSION
7

8. SELECTION
8
Right Person for Right Job

9. SELECTION for Best Option
9

10. The Recruitment Process
10

11. The Recruitment & Selection Process
©
SHRM 2008
11

12. Let’s Fill it out that Provided Questionnaire
Please, Keep it with you;
at the end you have to
fill it out and do return it
to me.
Best Regards
12

13. 13
Learning Objectives
> What is Recruitment, Selection &
Appointment ?
> What Factors are Affecting
Recruitment & Selection ?
> What is Effective Recruitment &
Selection ?
> What are the Stages in Recruitment
& Selection ?
> What is difficult in the Process of
Recruitment & Selection ?

14. ©
SHRM 2008
14
Recruitment, Selection & Appointment
• RECRUITMENT
> The process by which applicants are
encouraged to apply for employment to
college or School.
• SELECTION
> The process through which the best
person for the particular post is chosen
and offered employment.
• APPOINTTMENT
> It is the final agreement process in which
employer and employee commit
themselves to the contract of
employment.

15. ©
SHRM 2008
15
Factors Affecting Recruitment
• External Authority;
Leaders and Managers at individual context level may be
considerably constrained by the fact that staff are nominated to
their organization.
• Market Situation;
Economic Climate, Areas of employment, Population &
Demographic Situation & Number of Entrants into Profession.
• Legislation;
Management of recruitment and selection has to be carried out
within the framework of the relevant legislation.
• Local Condition;
Institutional level in local reputation; expansion or contraction,
Cost and availability and Accessibility of institution.

16. 16
Factors Affecting Selection Management
• Quality of Applicants;
Selector can only make a choice from those who actually apply
and it is the stage the care taken in job description will pay
dividend.
• Quality of Selectors;
Leaders and Managers could consider the Middle Managers
and could be dependant on their expertise.
• Fallibility of Selectors;
Judgment, Insisting on Personal Stereotype, Comparing
Candidates and Preferring a Candidate.
• Micro Political Factor;
A choice for the actually important one of agreeing that an
accurate choice had been made.

17. 17
Effective Recruitment ???
Purpose of Strategy
Equal Opportunity Commitment
Applicant must be kept informed
Commitment about the use of
data
Statement about approach to
assessment
Commitment to Confidentiality

18. ©
SHRM 2008
18
EFFECTIVE MANAGEMENT OF
SELECTION
• Personnel;
Who will be involved- and the extent and nature of that
involvement ?
• Criteria;
Against which standards will candidates be assessed?
• Weight ;
What should be the relative importance of the criteria?
• Instruments for Assessment;
How will the candidates’ performance be assessed ?
• Matching;
Making a decision on which person is the best suited to
the post.

19. 19
What are the Stages in
Recruitment & Selection ?
• The need to know about the job to be
filled
• The need to know the type of person
and qualities required to perform the
job effectively
• The need to know the likely means of
best attracting a range of suitable
candidates
• Training for those who selected
• Monitoring the Effectiveness

20. 20
Internal Recruitment
• Job Posting: The process of announcing job
openings to employees.
> Job information must be made available to all
employees.
> Ensure minority workers and disadvantaged
individuals are aware of job opportunities.
> Employee cynicism occurs when there is not
“equal” opportunity for open positions.
• Employee Referrals:
> Some believe this is the route to the best
employees.
> Can perpetuate discriminatory hiring practices.

21. 21
External Recruitment
• Employment agencies.
• Executive search firms.
• In-house recruiters.
• Local advertising:
> Newspaper.
> Multimedia.
• Internships.
• Job fairs.
• College recruiting.
• Walk-in candidates.

22. 22
Internet Recruiting
• Advantages:
> Inexpensive.
> Quick and easy to post announcement.
> Responses arrive faster and in greater quantity.
> Will generate a wider range of applicants.
> Applicants can be screened by computer.
> Some selection tests can be administered by
computer.
> Automated applicant tracking.
• Disadvantages:
> Ease of submission will result in a lot of applicants,
many whom are not qualified.
> May take more HR time to sort through the greater
quantity of applicants.

23. 23
Recruitment for Diversity
• An ethnically diverse workforce enhances
creativity and may facilitate expansion
into global markets.
• Recruiting must generate applicants from
a wide variety of individuals.
• Train recruiters to use objective
standards.
• Include pictures of minority and disabled
employees on recruitment flyers.
• Make sure ads and interviews are bi-
lingual.

24. 24
Evaluating the Recruitment and
Selection Process
• Cost:
> Did you stay within your recruitment
budget?
• Time:
> How long did it take you to fill the
position?
• Quality:
> Were your applicants well qualified for
the job?
• Longevity:
> What about turnover? Do your new hires
stay for the long term?

25. 25
CONGRATULATIONS!
You have a new employee!