HRM-L5.pdf

8/10/2019 HRM-L5.pdf

1/20

RECRUITMENT& SELECTION

LECTURE5

PARTONELecturer: Sara Aslam

Fall 2011

Kinnaird College For Women

8/10/2019 HRM-L5.pdf

2/20

WHATISRECRUITMENT?

Process of Attracting the best qualified

individuals to apply for a given Job

Human Resource Management

Instructor: Sara Aslam

8/10/2019 HRM-L5.pdf

3/20

STAGESOFRECRUITMENTPROCESS

Identify and define the requirements (Job descriptions,job specifications)

Attract potential employees through Advert

Use selection Methods toidentify the best candidate

Appoint

(Followed by induction training)

Human Resource ManagementInstructor: Sara Aslam

8/10/2019 HRM-L5.pdf

4/20

RATIONALEFORRECRUITMENT& SELECTION

Staff departures (e.g. retirements, sackings,

resignations)

Changes in business requirements (e.g. new products,

markets expanded operations) Changes in business location (a relocation often

triggers the need for substantial recruitment)

Promotions



8/10/2019 HRM-L5.pdf

5/20

RECRUITMENTMETHODS

Internal Recruitment

This refers to the filling of job vacancies from within

the business - where existing employees are selected

rather than employing someone from outside.

A business might decide that it already has the right

people with the right skills to do the job, particularly if

its training and development programme has been

effective.



8/10/2019 HRM-L5.pdf

6/20

HOWISITDONE?

Internal vacancies are usually advertised within the

business via a variety of media:

Job-postings through Staff notice boards, Intranets

in-house magazines / newsletters.

Skill inventories (HR Audit)



8/10/2019 HRM-L5.pdf

7/20

ADVANTAGESOFINTERNALRECRUITMENT

Gives existing employees greater opportunity to

advance their careers in the business.

May help to retain staff who might otherwise leave.

Requires a short induction training period. A reduced risk of selecting an inappropriate

candidate

Usually quicker and less expensive than recruiting

from outside



8/10/2019 HRM-L5.pdf

8/20

DISADVANTAGESOFINTERNALRECRUITMENT

Limits the number of potential applicants for a job

External candidates might be better suited / qualified

for the job

Another vacancy will be created that has to be filledexisting staff may feel they have the automatic right to

be promoted, whether or not they are competent.



8/10/2019 HRM-L5.pdf

9/20

EXTERNALRECRUITMENT

This refers to the filling of job vacancies from outside

the business (contrast with internal recruitment). Most

businesses engage in external recruitment fairly

frequently, particularly those that are growing strongly,

or that operate in industries with high staff turnover



8/10/2019 HRM-L5.pdf

10/20

WAYSOFLOOKINGFORSTAFFOUTSIDETHE

BUSINESS

1- School and College Recruiting:

- A usual practice adopted by the organisations for

entry level or internal training level jobs.

- HR manager is sometimes selective about the

institution.



8/10/2019 HRM-L5.pdf

11/20

CONTD

2- Recruitment Agencies:- These businesses specialise in recruitment and selection.

- They often specialize in recruitment for specific sectors(e.g., finance, travel, secretarial).

-They usually provide a shortlist of candidates based on thepeople registered with the agency.

- They also supply temporary or interim employees.

The main advantageswith using an agency are:

The specialist skills they bring and the speed withwhich they normally provide candidates.

They also reduce the administrative burden of recruitment.



8/10/2019 HRM-L5.pdf

12/20

CONTD

3- Head-hunters/ Recruitment consultancies

(Rozee Pk)

"Upmarket" recruitment agents who provide a more

specialised approach to the recruitment of key

employees and/or senior management. They tend to

"approach" individuals with a good reputation rather

than rely on long lists of registered applicants - often

using privileged industry contacts to draw up a short

list. The cost of using a headhunter or recruitment

consultant is high.



8/10/2019 HRM-L5.pdf

13/20

CONTD

4- Job centres Government run agency - good for identifying local

candidates for relatively straightforward jobs.

The job centre service is free to employers and is most

useful for advertising semi-skilled, clerical and manualjobs.

Government Funded Training Schemes

The advantage of these schemes is that government

funding lowers the cost of employment. However,relatively few employment requirements are covered

by these schemes.



8/10/2019 HRM-L5.pdf

14/20

CONTD

Advertising

Probably the most common method.

Advertising

allows the employer to reach a wider audience.The choice of advertising media (e.g. national

newspaper, internet, specialist magazine etc)

depends on the requirement for the advert to

reach a particular audience and, crucially, the

advertising budget.



8/10/2019 HRM-L5.pdf

15/20

ADVERTCHARACTERISTICS

Accurate - describes the job and its requirements

accurately

Short - not too long-winded; covers just the important

ground

Honest - does not make claims about the job or the

business that will later prove false to applicants

Positive - gives the potential applicant a positive feel

about joining the business Relevant - provides details that prospective applicants

need to know at the application stage (shift-

working required; Skill/ qualifications required)

Human Resource ManagementInstructor: Sara Aslam

8/10/2019 HRM-L5.pdf

16/20

CHOICEOFMEDIUM

What kind of advertising medium should be chosen? The followingfactors are relevant:

Type of job: senior management jobs merit adverts in the nationalnewspapers and/or specialist management magazines (e.g. theEconomist, Business Week). Many semi-skilled jobs need only beadvertised locally to attract sufficient good quality candidates

Cost of advertising: National newspapers and television costs aresignificantly more than local newspapers etc

Readership and circulation: how many relevant people does themedium reach? How frequently (e.g. weekly, monthly, annually)

Is the target audience actually only a small fraction of the totalreadership or Viewer ship?

Frequency: how often does the business want to advertise the post.



8/10/2019 HRM-L5.pdf

17/20

ADVANTAGESOFEXTERNALRECRUITMENT

These are mainly the opposite of the disadvantages of

internal recruitment. The main one being that a wider

audience can be reached which increases the chance

that the business will be able to recruit the skills it

needs



8/10/2019 HRM-L5.pdf

18/20

REVOLUTIONARYMETHODS

Internal referral program: employees refer their

friends and relatives for a job.

Results:Reduces costs



8/10/2019 HRM-L5.pdf

19/20

E- RECRUITMENT

Advancement in technology has caused recruitmentand selection process to be faster and easier.

E- mails have replaced ordinary post

Electronic CVs has expedite the process by optical

character recognition (OCR)

Online recruitment sites include job sites, agency sites

and different media sites

Job postings on the company website



8/10/2019 HRM-L5.pdf

20/20

Thank You

Documents

HRM-L5.pdf