Upload
mahmoud-mokhtar
View
496
Download
1
Embed Size (px)
Citation preview
RECRUITMENT AND SELECTION
M A H M O U D M O K H T A R
“Take our 20 best people away
and I will tell you that
Microsoft would become an
unimportant company”
-Bill Gates
What is
recruitment?
Finding the right person for the right job
RECRUITMENT AND SELECTION PROCESS
1. PLANNING AND FORECASTING
The process of deciding what positions the firm will have to fill,
and how to fill them.
Ex.
Diversification strategies.Cost leadership strategies.
Manpower plan
𝑥 + 𝑎 𝑛 =
𝑘=0
𝑛𝑛
𝑘𝑥𝑘𝑎𝑛−𝑘
JOB ANALYSIS
Job
Description
Job
Specification
Job
Analysis
• Knowledge, Skills and Abilities ( KSA)
• Duties, Tasks, and Responsibilities (DTR)
USES OF JOB ANALYSIS
TYPES OF INFORMATION COLLECTED
• Work activities
• Machines, tools, equipment, and work aids
• Performance standards
• Human requirements
METHODS OF COLLECTING JOB ANALYSIS INFORMATION
• Interview•Questionnaires•Observation•Participant Diary/Logs
2 . B U I L D I N G A P O O L O F C A N D I D A T E S
Some factors influence
recruitment:
A. A; External factors:
1. Shortage of talent.
B. 2. Labor market
competition.
2 . B U I L D I N G A P O O L O F C A N D I D A T E SGoogle vs. Yahoo
If you have two job offers
from Google and Yahoo,
where do you like to work??
B. Internal factors:
1. Company’s pay package.
2. Quality of work life.
3. Career planning and growth.
4. Company’s size.
5. Company’s growth rate.
6. Company’s image.
Pre-requisites of a good recruitment policy:
• Provides job security.• Provides employee development opportunities.• Ensures its employees long-term employment
opportunities.• Builds teams of HR experts.
HR Expert
Development Safety
MASLOW PYRAMID
RECRUITMENT TYPESTypes of
recruitmentAdvantages Disadvantages
Internal • Less cost and less time• Less training and orientation
required• More accurate view of candidate’s
skills• Candidates have a stronger
commitment to the company “Motivate other employees”
• Loyalty, commitment and a sense of belongingness
• Employee aware about the firm’s culture
• Other positions will be vacant
• Failed applicants become discontented
• Limited number of potential applicants
External • Builds teams of HR experts• expand the pool of qualified
candidates• Marketing for the firm
• Cost to hire is high• More time consuming• More training and
orientation required
RECRUITMENT CHANNELS1. Websites & social media2. Adv. (AIDA)3. Campus booth4. Job fairs5. Referrals6. Head hunt7. Outsourcing
SYS’15 Members Recruitment
3 . A P P L I C A T I O N F O R M S A N D C V S
What should the App. Form
include?
1. Personal data
2. Education
3. Membership in
organizations
4. Previous employment
record
5. Physical handicaps
As a HR, what do you prefer more, Application
form or CV?
RECRUITING YIELD PYRAMID
TYPES OF COMPETENCY
•Core competency•Technical competency•Leadership competency
COMPETENCY MODEL• Competencies
Demonstrable characteristics of a person that enable performance of a job.
• Definition
Choose one definition for every competency.
• Behavioral Indicators “BIs”
A behavioral indicator is used to provide an objective description of the
behavior that you might view from the candidate that provides evidence
that they either have or do not have the competence that you are assessing.
• Assessment cases “Questions”
You ask questions that elicit facts you want to know instead of opinions to
provide a comprehensive picture of the interviewee.
4 . E M P L O Y E E S E L E C T I O N
Tools:
1. Testing
2. Background Investigation
and Reference Checks
3. Physical Examination
4. Interviewing Candidates
Interview
5 . I N T E R V I E W S F O R M A T S A N D T Y P E S
Formats:
1. Structured & unstructured
Types:
1. One to one
2. Sequential interview (serial)
3. Panel interview (board)
4. Mass interview
5. Case study
6. On-job interview
7. Phone & video interview
8. Computerized interview
9. Avatar interview
Purpose of interviews:
• Selection – Appraisal – Exit interview
Interviews format
Phone interview
One to one interview
Panel interview
QUESTION TYPES
Situational QuestionBehavioral QuestionJob-related QuestionStress Question
WHERE DO YOU SEE YOURSELF AFTER 5 YEARS?
PROBLEMS WITH INTERVIEWS• First Impression (Snap judgment, Primacy effect)• Misunderstanding the job• Stereotyping• Effect of personal characteristics• Interviewer behavior
DESIGNING AND CONDUCTING AN EFFECTIVE INTERVIEW
1. Job analysis2. Rate the job main duties3. Create interview questions4. Create benchmark answers5. Appoint the interview panel and conduct interview
ASK QUESTIONS
AVOID
• Yes / No Questions
• Leading Questions
• Monopolizing the interview
• Applicant's dominance
NEED TO
• Ask open-ended questions.
• Allow the applicant to express his
thoughts fully.
• Repeat some of candidate's opinions
to insure proper understanding.
• Mention that you will contact
reference checks to know more about
the candidate.
STAR TECHNIQUE
SituationTaskAttitudeResult
HOW TO DEAL WITH DIFFERENT MENTALITIES?
Talkative Angry Silent Funny Ego Lair Diplomatic
As you want!
MANAGING THE INTERVIEW• Maintain eye contact
• Take notes
• 30% : 70% speaking rule
• Applicant application vs. applicant answers
• Direct & indirect questions
• STAR technique
• Don’t help or motivate
• Handle different mentalities
• Take care of your body languages.
HOW TO CLOSE INTERVIEW• Thank the interviewee for his time.
• Tell him about the result announcing time and way.
• Ask him if he has any question about the interview and
give him 2 min. to say anything he didn’t mention during
the interview.
• Ask interviewee to evaluate the interview and evaluate you
and himself during the interview.
• Thank him with smile and say nice to meet you.
INTERVIEW RESULT
ACCEPTED
1) You will call him and say
“congrats” … You
accepted to be one of us.
2) Start the Induction
Program.
REJECTED
1) You will send a rejection
letter via E-mail.
2) Ask him to follow your
organization on the
social media and apply at
the next recruitment.
Mahmoud Mokhtar
Human Resources Operation at TBS | HR Head at ACE | Student activities trainerI enjoy giving the hand for Student activities and helping Human resources learners
Find more about me:Phone: +201117300474Email: [email protected]
PRESENTED BY: