20XX

RECRUITMENT aNd SELECTION

HRM 202
 Recruiting and selecting the best employees for your
organization is one of the most important things you will do as
an HR Generalist. Topics for this course include creating a job
description; strategies for finding candidates; interviewing and
selection techniques for determining the best candidate for the
job; and keeping the hiring process fair and legal.
Course Objectives:
• Understand the employment laws that relate to recruiting
and selection.
• Write job descriptions and job analyses.
• Evaluate candidates using a variety of selection methods.
Demonstrate interviewing techniques.

Chapter 1

3rd-4th Week (Jan.12-23)

 20XX

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 Every organization needs to look after recruitment and selection in the initial
period and thereafter as and when additional manpower is required due to
expansion and development of business activities.
“Right person for the right job” is the basic principle in recruitment and
selection. Ever organization should give attention to the selection of its

INTRODUCTION manpower, especially its managers. The operative manpower is equally

important and essential for the orderly working of an enterprise.
Every business organization/unit needs manpower for carrying different
business activities smoothly and efficiently and for this recruitment and
Human resource management is concerned with people element in selection of suitable candidates are essential. Human resource management in
management. Since every organization is made up of people, acquiring an organization will not be possible if unsuitable persons are selected and
their services, developing their skills/ motivating to high level of employment in a business unit.
performances and ensuring that they continue to maintain their
The Personnel or Human Resource Department has to initiate the system
commitments to the organization which are essential to achieve
process techniques and tools of individual teams and organizational
organizational objectives.
performance measurement. It has to ensure that performance targets for
Recruitment and selection are two of the most important functions of individuals, teams, sections, and departments are set and agreed upon and
personnel management. Recruitment precedes selection and helps in measures to address performance gaps are in place and are working. This is
selecting a right candidate. Recruitment is a process to discover the not an easy task because it requires a value judgment about employees.Indeed,
sources of manpower to meet the requirement of the staffing schedule there are no other areas of personnel management that make personnel
and to employ effective measures for attracting that manpower in officers more uncomfortable and unpopular than the appraisal function. This is
adequate numbers to facilitate effective selection of efficient personnel. because whatever process or tool is used to appraise staff and reward them
Staffing is one basic function of management. All managers have accordingly, there is always tacit or explicit dissatisfaction from staff based on
responsibility of staffing function by selecting the chief executive and the feelings that such decisions where biased. Progress has been made
even the foremen and supervisors have a staffing responsibility when towards improving staff appraisal systems, which will be covered later under
they select the rank and file workers. performance management.

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A change in customer taste, fashion, and quality of goods to reflect their purchase price
put more pressure on the organizations to get the best out of their production systems,
processes, and employees. This could only be achieved by getting the best people from the
labor market, develop, reward, and ensure that they are committed to high quality service
to the organization. In order to achieve these objectives, an enabling environment for 20XX
employee creativity and innovation became a necessity. This new demand has an impact
on Recruitment and Selection criteria, staff development and reward systems as well as the
roles of personnel specialists vis-a-vis line managers in personnel management functions.
The role of personnel had to change from that of a doer of personnel functions to that of a
partner in providing support services to other departments to perform personnel functions.

One of the main functions of human resource is Recruitment and Selection.

Effective recruitment is a process that involves exploration and that will require specialized
methods and techniques, short of which no 'discovery' of potential people for the job can
be made. Usually, Recruitment and Selection depend on the organization's policy guiding
Recruitment and Selection. The Recruitment and Selection processes start with
organizational analysis. This is the process of evaluating the total organization, its
objectives, human resources, effectiveness, and internal environment. The most useful data
and information are obtained from the corporate strategic plan or human resource strategy
if available. Other sources are monthly or quarterly reports, management meetings
decisions, government policies and laws, market trends and global patterns.
The next step is job analysis. This is the process of analyzing and listing the tasks that are
included in the job, all the steps taken to perform the different tasks and all the requirements
the respective tasks put upon the jobholder. The data on the nature of the job and
requirements can be obtained from the available human resource manuals, job descriptions,
making inquiries from departmental and section managers or supervisors, the person doing
the job and moving around to observe how the job is done.
The final step is individual analysis. This involves performance appraisal of
individuals doingTitle
Presentation the job in order to compare individual knowledge, skills and competence 5
requirements in relation to the job objectives and possible potential for development.
 is the process of identifying the need for a job, defining the requirements of the position and the job holder,
advertising the position, and choosing the most appropriate person for the job (Riley, n. d.). It is a process of pooling potential candidates with
possible knowledge and skills and choosing from the pool of candidates by using specific instruments that will succeed in the job given
management goals and legal requirements.
is understood as the process of searching and obtaining a pool of potential candidates with the desired knowledge, skills and
experience to allow an organization to select the most appropriate people to fill job vacancies against defined position descriptions and
specifications.
is to find the widest pool of applicants to provide the greatest opportunity to select the best people for the
required roles in an organization. Acquiring the best applicant for the role can be a competitive advantage for the company or organization.
can result to work disruption, reduced productivity, interpersonal difficulties, hamper operations, poor
customer service and long-term costs.
reduce organizational effectiveness, invalidate reward, and development strategies are frequently unfair on the
individual recruit and can be distressing for the superiors who have to deal with unsuitable employees.
the most appropriate candidate or candidates are identified
through selection process including but not limited to interviewing, testing and reference checking so as to eliminate those who are not qualified
for the job. Human resource or personnel department of larger businesses often have detailed Recruitment and Selection policies which should
be followed and responsible for hiring new employees.

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 The Process to Attract and Hire the
Best Qualified Candidates:
o RECRUITMENT-is the process of identifying that the
organization needs to employ someone up to the point at
which application forms have arrived at the organization.
o SELECTION-is the process involved in choosing from
applicants a suitable candidate to fill a post.
o PLACEMENT- is the actual hiring which includes
orientation and the acculturation process.
After the processes,TRAINING consists of a range of
processes involved in making sure that the job holders have
the right skills,knowledge and attitudes required to help the
organization to achieve its objectives.
Presentation Title 7
ADOPTING A RECRUITMENT POLICY
The Policy should be directed to the ff. objectives:
Ø Hire the right person
Ø Conduct a wide and extensive search of the potential
position candidates.
Ø Recruit staff who are compatible with the style of
management and the culture of your company.
Ø Handle applications with due diligence,speed,and courtesy.
Ø Hire from within and develop existing employees to qualify
them for consideration for promotion.
Ø Make sure that no false or exagerrated claims are made in
recruitment announcements or help wanted advertisements
Ø Place individuals in positions with responsibilities and train
them to enhance their career and personal development. 8
Sample of a Recruitment Policy Statement
“Every vacant position shall be filled based upon a thorough job
analysis regardless of the level of the position. The goals and culture
of the organization will be considered in recruitment and selection
processes.
Some departments or sections may use different media and
processes of attracting the best hire depending upon the best
available under the circumstance provided that the culture, values
and standards of the company are observed. All managers, and
human resource professionals should be properly trained in the
proper conduct of interviews.
Interested candidates whether invited or walk-in applicants must
be accorded with due respect,protected with confidentiality in their
identity,attended to immediately on their scheduled time of tests
and/or interview. Those not chosen must be informed as soon as
possible either in person, by telephone or in writing and thanked 9
for their interest in joining the company. They must also be
informed that should there be any vacancy in the future that
suits their qualifications, they will considered if still interested.
Efforts must be exerted to search for qualified candidates
from within. When no one is qualified from within after speedy
and diligent search,then and only external recruitment be
conducted.(In a unionized company,where promotion from
within is part of the CBA, a statement may be made to the
effect that ‘’ if there are two or more interested applicants
from within who are equally qualified as determined in their
records and company standards,the one who is more senior in
years of employment,will be appointed for the vacant
position”)
All interviewers must strive to sell the company,projecting 10
its image as a great place to work in. No exaggerated or false
claims shall be made in job vacancy announcements or
classified advertisements. Nor shall job offers be made, direct
or indirect,until all prerequisites such as background checks,
and the like, are done and a hiring desicion is approved by the
Human Resource Dept. and the CEO.
Recruitment should be planned,implemented and evaluated
to ensure that the best qualified candidate is hired and
provided the best opportunity for training and development to
enhance his personal career in the comany.”

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 Notes on the Policy of Attracting Internal Vs. External
Applicants:
v Each organization should be flexible in adopting recruiting
options to make sure the position is filled when needed.
Depending upon the policy of the company, recruitments
may be sourced internally or externally.

Advantages of Internal Recruitment:

ü It is usually cheaper in terms of starting pay and faster to
fill up internal vacancies.
ü Savings can be made since individuals with inside
knowledge of how a business operates will need shorter
periods of training and time for fitting in. 12
v Advantages of Internal Recruitment:
ü It improves employee’s morale; it acts as an incentive to all
staff to work harder w/n the organization.
ü From the company’s point of view, the strengths and
weaknesses of an insider will have been assessed. It has
potential then for a better success rate since the track
record of the employee is known.
ü Internal employees are already attuned to the culture of
the organization.
ü The organization is unlikely to be disrupted by someone
used to working w/ others in the company.
ü Keeps proprietary and industry knowledge inside the
organization. 13
v Disdvantages of Internal Recruitment:
ü The management will have to replace the person who has
been promoted,creating a ripple effect more job openings
occur as employees are moved about.
ü Promoting from w/n may upset some inside the company
thereby lowering the morale of those not selected for the
position.
ü Deprives the company from getting fresh views and new
ways of doing things.
ü Creates negative internal competition for the position.
ü An insider may be less likely to make essential criticisms to
get the company working more effectively.
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v Advantages of External Recruitment:
ü Draws upon a wider range of talent,and provides the
opportunity to bring new experience and ideas into the
organization,enhancing creativity and innovation.
ü Brings in an opportunity to acquire new skills and
competencies not found in the organization.
ü Enables the organization to hire people with knowledge of
competitors’ secrets-an easy though arguably dubious way
of conducting competitive gathering.

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v Disadvantages of External Recruitment:
ü Usually more costly to hire somebody from outside.
ü The outsider does not fit into the organization’s culture.
ü Some risks in failure,an employee could be less effective in
actual job than what appears on paper application and
interview.
ü Takes a longer time to get acclimated to the job and to the
organization’s culture.
ü May demoralize employees who did not get the promotion
and adversely affect their commitment levels.

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v Stages of Recruitment:
Ø Determine whether a vacancy exists
Ø Prepare Job Description and Person Identification
Ø Media Announcement
Ø Managing the Response
Ø Short-listing
Ø Arrange Interviews
Ø Conduct the Interviews
Ø Reference/Background Checks
Ø Decision to hire
Ø Offer to hire
Ø Appointment Action
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