CHAPTER 2
RECRUITMENT AND
SELECTION
2.1 : RECRUITMENT
2.2 : RECRUITMENT PROCESS
2.3 : SELECTION
2.4 : SELECTION PROCESS
2.5 : EMPLOYMENT TEST
2.6 : TYPES AND METHOD OF
INTERVIEW
2.7 : CONTRACT OF EMPLOYMENT
2.8 : INDUCTION PROGRAM
POINT TO PONDER
Why interview is required in any organization?
How to find the right people for any position?
Can an organization simply pick any individual for any position and what is the impact to
organization?
Is it hired a new employee will give more benefit to the company instead offer promotion to
their existing staff? What is the cost may be incurred?
Which method that may helps organization to find the suitable candidates for the job?
RECRUITMENT
Recruitment can be define as:
“The process of attracting individual on a timely basic, insufficient numbers and with
appropriate qualifications and encouraging them to apply for jobs opening.”
The main reason organization spent time in recruiting new employees is to find the
right person for the position that been offer.
Imagine if the company hired someone has engineering background as head chef.
What is the worst thing can be happens?
RECRUITMENT
PROCESS
RECRUITMENT PROCESS
STEP 1: HUMAN RESOURCE PLANNING
Recruiting is a part of human resource planning as recruitment process usually will
consume lot of time to finish it.
HR will consider all other alternatives that required less time before deciding to
recruit a new employee.
The reason recruiting is been done to fill up any vacancy in organization that may
slow down the productivity.
RECRUITMENT PROCESS
STEP 2: ALTERNATIVES TO RECRUITMENT
A. Outsourcing @ subcontracting .
A process of transferring responsibility for an area of services and its objectives to an external
provider.
The source company will handled some of the activities in the company with certain amount of
fees agreed by both parties in the agreement contact.
B. Contingent workers
Contingent workers are also known as part-timers, temporaries and independent contractor.
These workers are hired on a temporary basis especially when company is experiencing peak
sales for instance.
RECRUITMENT PROCESS
STEP 2: ALTERNATIVES TO RECRUITMENT
C. Overtime
Offering current workers to do extra hours of work.
Employees will be required to extend their working hours beyond their normal working
hours.
Provide employees with additional income.
D. Professional employer organization
A firm terminates some or most of its employees; a leasing company then hires them;
usually at the same salary and lease them back to the former employer, who becomes the
client.
RECRUITMENT PROCESS
STEP 3: RECRUITMENT
Organization or HR will seek to recruitment if all the alternatives required lot of cost
and time to compare with recruitment.
The option that HR may have in recruiting are:
i. Internal recruitment
ii. External recruitment
RECRUITMENT PROCESS
STEP 3: RECRUITMENT
Internal recruitment also known as recruiting or promoting within the organization and the
post will filled up by internal staff.
Done through searching qualifies job candidates internally or within the organization.
Internal candidates who are suitable can be detected through job posting and job bidding,
employee referral and promotion.
RECRUITMENT PROCESS
STEP 3: RECRUITMENT
Internal recruitment methods can be classified into three methods:
• Notice of jobs opening in the • It is a recommendation made • Involves movement of
Job Posting and Job
firm are posted through :- by a employee regarding a employees from lower level
Promotion
• -Email potential job applicant position to higher level
through a word of mouth. position with changes in
Employees
• -Employee publications
Referral
Bidding
• -Special handouts • It means using personal duties, responsibilities, status
• -Bulletin board contact to locate job and value.
opportunities.
RECRUITMENT PROCESS
STEP 3: RECRUITMENT
External recruitment is searching qualified job candidates externally or outside the
organization to fill in job vacancies.
The outside sources from which employer recruit will different with the type of
position to be filled.
If the recruitment is from outside, it referred to as external recruitment.
RECRUITMENT PROCESS
STEP 3: RECRUITMENT
RECRUITMENT PROCESS
STEP 3: RECRUITMENT
a) Advertisement
• Most common methods of attracting applicants in through advertisement.
• Channels often used by the organization are newspaper and internet.
b) Job Fairs
• It is done by a single employer or group of employer opening interview booth or counter to
attract large number of candidates.
RECRUITMENT PROCESS
c) Public Employment Agencies
• An organization that help firm recruits employees and at the same time helps individuals in
their attempt to locate jobs.
d) Internship Program
• Program that placing practical training in temporary jobs with no obligation either by the
firm to hire the student permanently or by the students to accept a permanent position with
the firm after graduation.
e) Private Employment Agencies
• Will charge a certain, fixed rate to help applicants look for jobs.
• Fee may be paid by the job seeker or potential employer.
SELECTION
Selection is the process of choosing the best individual from a group of application for
a particular position and organization.
To choose the most suitable candidate, information must be collected and each applicant
carefully assessed and compared.
If an unsuitable worker is recruited, not only will it be necessary to go through the
harrowing process of dismissing the newly recruited worker, but the recruitment process,
with all its financial and time costs, will also have to be repeated.
SELECTION
SELECTION PROCESS
1) The selection process begin with preliminary interview ,basic purpose of this
interview is to eliminate those who obviously do not meet the requirement.
2) Then those who qualified will be asked to complete application form and specific
information requested on an application form may vary firm. After that HR manager
will reviewed resume manually.
SELECTION PROCESS
3) After that candidates will go several test that rate the person personality, abilities &
motivation of potential employees. The example of selection tests are cognitive
aptitude tests, psychomotor abilities test, personality test etc.
4) Those who succeed this stage will go to the next stage “employment interview” ,this
stage is important because to determine whether the candidate is suitable for the open
position .These are several types of interview and board interview.
SELECTION PROCESS
5) Those who success will then go to next stage ,reference checks are validation that
provide additional insight into the information given by the applicant to verify the
accuracy.
6) Then employer’s will obtains and evaluates information about the finalists in a job
selection process, at this point HR manager must take the critical step of all the actual
hiring decision.
SELECTION PROCESS
7) Those who success on previous stage will go to next stage, medical examination and
the basic purpose is to determine whether an applicant is physically capable of
performing the work.
8) Then employer should notify both successful and unsuccessful candidates of
selection decision as soon as possible.
EMPLOYEMENT TEST
Employment test were conducted to find whether the candidate are competent with the
offered position.
The test will ease HR manager and organizations to making a decision based on the
result of the candidate.
There FIVE (5) types of employment test that often use in selection.
EMPLOYEMENT TEST
EMPLOYEMENT TEST
A. COGNITIVE APTITUDE TEST
General reasoning ability ,memory ,vocabulary , verbal fluency and numerical ability.
B. PSYCHOMOTOR ABILITIES TESTS
Measure a candidates strength ,coordination and dexterity.
C. JOB KNOWLEDGE TEST
Measure a candidates knowledge of the duties of the job for which he or she is applying.
EMPLOYEMENT TEST
D. WORK SAMPLE TEST
Require an applicant to perform a tasks or set of tasks representative of the job.
E. PERSONALITY TEST
Test measure traits and to classify candidate’s personality.
TYPES OF INTERVIEW
I. Unstructured interview
Interview when the interviewer asks open ended questions such as tell me about yourself.
II. Structured interview
An interviewer asks each candidate for a particular job the same series of job-related
questions.
Usually structured interview consist 4 types of question such as situational question, job
knowledge, job sample simulation and worker requirement question.
METHOD OF INTERVIEW
1) One on one interview: meets one on one with the interviewer.
2) Group interview: interact with one or more representative @ interviewer.
3) Stress interview: a form of interview where interviewer asks questions intentionally to
see how candidate react under stress.
4) Panel or board interview : A type of interview when a few interviewer interview the
candidate.
CONTRACT OF EMPLOYEMENT
Also known as ‘contract of service’.
It is an agreement between an employer and an employee that can be enforced in a court
of law.
The terms, or details of the employment should be expressly and clearly stated to avoid
future disputes.
CONTRACT OF EMPLOYEMENT
A clear, well-written contract helps to minimize disputes and ensures employees know
what is expected of them, as well as the benefits to which they are entitled.
A new employee should be given a letter of appointment by the first day he starts work,
at the latest. This will allow any misunderstandings to be cleared up before he reports for
duty.
TERMS IN CONTRACT OF
EMPLOYMENT
1.) IMPLIED TERMS OF A CONTRACT OF EMPLOYMENT
There are many items which are not normally included in a contract and yet still
considered part of the contract. These obligations are known as implied terms. They are
derived from common law.
According to Dessler, 2015, the employer is responsible to provide safe working
conditions.
TERMS IN CONTRACT OF
EMPLOYMENT
1.) IMPLIED TERMS OF A CONTRACT OF EMPLOYMENT
- He should also provide work, especially for those who would be negatively affected by its
absence, for instance, salesmen paid on commission and entertainers who rely on public
performances for their popularity.
- Equally, a worker who agrees to be employed by an organization takes on certain
obligations. These are care, obedience and fidelity. This means the employee should carry
out his assigned duties in a responsible and safe manner, obey any lawful order within his
scope of employment and which does not expose him or his fellow workers to danger, and
give faithful service to his employer.
TERMS IN CONTRACT OF
EMPLOYMENT
2.) EXPRESS TERMS OF A CONTRACT OF EMPLOYMENT
A contract of employment must include CLEARLY the following information:
the job-holder’s occupation or designation
the wages rate, allowances payable, if any, and the overtime rates payable
all other benefits including increment and bonus, if any
the duration of the wage period
the normal hours of work per day
the holiday and paid annual leave entitlement for the worker
TERMS IN CONTRACT OF
EMPLOYMENT
2.) EXPRESS TERMS OF A CONTRACT OF EMPLOYMENT
The above are required under the Employment Act Regulations. It is also common for
organizations to add in the following:
a mobility clause which gives the employer the right to require employees to transfer their place of
work and to change the working hours
a clause requiring employees to undergo periodic medical examination
age of retirement
a statement as to whether or not an employee is permitted to be employee outside office hours
without the employer’s consent
the probationary period, if any, and notice period required to terminate the contract during this period.
INDUCTION PROGRAM
What is Induction?
Induction is the process by which the new recruit is familiarized with the working environment.
Purpose of Induction?
Introduce the new employees with the business environment thus break the anxiety of new employee.
Provide right information to ensure maximum productivity as quickly as possible.
It a legal obligation to train new workers to do their jobs safely and what to do in the event of an emergency.
An induction program must be designed to provide employees with information about the organization, show
them where their job fits in, and which assists in maintaining their initial excitement about the job and the
organization.
When one or more new employees are expected to report for duty, not only must an induction program be
organized, but the workers’ first day must be carefully planned.
