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Recruitment and Selection

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Recruitment Selection

The process of attracting suitable individuals to apply for positions in an organisation.

Aim - to attract the best applicants and exclude any that are not suitable

Recruitment

Recruitment is job centred:

Questions to ask before starting the process

Should the job continue in its present form?

Is it needed at all? Can the work be redistributed

Does this job add value or assist the organisation to achieve its objectives

Recruitment Process

Determine the vacancy

External

Do we buy in skills, knowledge, ability?

Internal

grow our own inside the organisation?

Recruitment Process

Internal vs External

Before any decision is made to recruit new staff, the experience and qualifications of

current staff need to be considered

Vacancies should be advertised on staff noticeboards before going outside

Recruitment Process

Benefits of internal recruitment :

  • 1. Saves on cost of recruitment and selection

  • 2. Builds staff morale

  • 3. Reduces costs of induction and training

  • 4. Allows for succession planning

  • 5. Selection is based on actual performance assessment of current staff

  • 6. Provides career paths for employees

Taken from: Building Quality Service by Lynn Van der Wagen (pg65)

Recruitment

Benefits of external recruitment :

  • 1. Brings in new skills

  • 2. Encourages competition

  • 3. Gives the organisation exposure in employment market

  • 4. Brings in applicants with current knowledge and qualifications

Taken from: Building Quality Service by Lynn Van der Wagen (pg65)

Recruitment Process

Advertise the vacancy

National press Local press Recruitment agencies Radio Internet Internal methods Educational sources

Recruitment

If you are too detailed in the specifications not enough people will apply; and if you are too general, too many will apply

Important to choose people who will mix/blend in well

and compliment the skills of the existing team

Selection Process

Want candidates who have:

Skills Knowledge Correct attributes Good fit to the organisation

Bilateral Process

Candidates are more assertive in choosing organisations they want to work for

Selection Process

Job Analysis

Job description Person profile Job context

Selection Criteria

Job descriptions

Person specifications

What is the difference between the two of these?

Selection Criteria

Job description the role of the person, duties and responsibilities of the individual and of

the job

Full or part-time Fixed, casual, permanent contract

Selection Criteria

Person specification the skills, experience and knowledge necessary to perform the job

Selection Criteria

Job Context

This is the situational and supporting information regarding the job

Work climate (safety) Reporting relationships Unspoken rules Budgetary information and incentives

eg. The job context for someone working in front-line tourism may state that the position could be associated with complaints, time pressure, stress, unpredictable work hours

Selection Process

Selection devices:

Psychological, aptitude or ability testing Medical examinations Reference check Academic achievement Selection interview Training and experience

References

Wagen Der Van, Lynn. (1994) Building Quality Service with competency-based human resource management.

Butterworth-Heinemann, Australia.