Recruitment and Selection Process

• Examining sales Examining sales person’s turnoverperson’s turnover

• Establishing hiring Establishing hiring objectivesobjectives

• Determining the no. Determining the no. of people neededof people needed

• Determining the type Determining the type of people neededof people needed

Job AnalysisJob Analysis Job QualificationsJob Qualifications Job DescriptionJob Description

• Internal SourcesInternal Sources• External SourcesExternal Sources

• Preliminary interview Preliminary interview and pre-interview and pre-interview screeningscreening

• Formal applicationFormal application• Interview(s)Interview(s)• Reference and credit Reference and credit

check check • Testing Testing • Physical ExaminationPhysical Examination• Employment offerEmployment offer

Planning for Recruitment &

Selection

Step 1Recruitment:

Locating Prospective Candidates

Step 2Selection:

Evaluation and Hiring

Step 3

SELECTION

Selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

STEPS IN SELECTION PROCESS

Preliminary interview and Preliminary interview and pre-interview screeningpre-interview screening

Serve as an initial screen Detects the presence or absence of

predetermined minimum qualifications. Eliminate unqualified applicants.

Formal applicationFormal application Serves as a central record for all pertinent

information Included are:o Present jobo Dependentso Educationo Work experienceo Time with last employero Reasons for leaving last jobo Hobbies etc.

Interview(s)Interview(s) Get to know the candidate

– Determine fitness for job– verify facts on application– two way communication device

Locations– Campus– Recruiter’s Location (i.e. Plant Trip)– Neutral Site– Telephone

Interview(s)Interview(s) Types of interviews

o Structured interviewo Unstructured interviewo Stress interviewo Group discussions

References References May be time-consuming, costly Can ensure factual data

– Job experience– College degrees

Can reveal opinions– Aptitudes– Job performance

Can prevent costly hiring mistake

TestingTesting

References References Present or former employers Former customers Reputable citizens Mutual acquaintances

Psychological testsPsychological tests

Intelligence – tests mental ability Aptitude – tests interest in and ability to perform

job Personality – often tests traits related to future

success in a job

Physical examinationPhysical examination Sales jobs require sound basic health,

stamina and the physical ability Caution when requiring medical

examinations and specific tests for drug use, HIV virus

Physical exam can be performed only after extending job offer (ADA)

Employment offerEmployment offer Terms and conditions of service regarding

compensations and allowances Probationary period Last date to join duty

SOCIALIZATION