CHAPTER 2

RECRUITMENT & SELECTION

Hairiani Binti Abdul Hamid

Lecturer
Faculty of Business and Management
UiTM Johor
Segamat Campus
 After completing each chapter, students should be
able to:

Identify the importance of job analysis in the

recruitment and selection process.

Definition of Job Analysis, Recruitment and Selection

Explain the steps in the recruitment and selection

Learning process.

Outcome Discuss the techniques for collecting information on

applicants.

Examine the issues and problems relating to

recruitment and selection.

Determine the importance of the contract of

employment.

Explain the terms to be included in a contract of

employment.
 RECRUITMENT & SELECTION
- DEFINITION -

is the process of finding or

Recruitment attracting suitable applicants
for the employer’s open
position.

involves the process of

Selection choosing the most suitable

applicants to fill an available
job opening.
 1) Cost of mistakes, accidents and loss of
customers caused by employees who
POTENTIAL cannot cope with the job.
COSTS OF A 2) Cost of lowered morale amongst the
employee’s supervisor and his or her co-
BAD workers who have to rework his
RECRUITMENT mistakes or take over his tasks.
DECISION/ BAD 3) Cost of defending a claim of dismissal
without just cause or excuse, once the
HIRING employee has been dismissed.
4) Cost of recruiting a replacement such as
advertisement, interview etc.
5) Cost of training a replacement such as
accommodation, food and beverages,
trainer etc.
 RECRUITMENT & SELECTION PROCESS

1 2 3 4 5 6

Make Conduct Job Source of Collect Choose most Offer

decision to Analysis Applicants information suitable employment
recruit on Applicants applicant
 ALTERNATIVES TO
HIRING NEW
EMPLOYEES
STEP 1 :
• Outsourcing
MAKE • The task will be carried
DECISION TO out by existing employees
RECRUIT • Automated work
• Overtime
• Fulltime or part-time
basis
 Job analysis is a technique
STEP 2 : of studying a job to
CONDUCT identify the skills,
JOB ANALYSIS knowledge, experience
and other requirements
necessary to perform the
job.
 STEP 3 : SOURCE OF APPLICANTS

Internal Applicants
1) Employment record of applicant available
Promotion or Transfer 2) No induction needed
3) Employee’s morale and motivation may be increased

1) Hr department can check through employees files to

Employee Audit or identify any potential employee.
Inventory 2) Most of the company are using HRIS that make more
easy to track the potential employee

1) It is a notice on the organizational notice board or on

Job posting and the company intranet stating a vacancy exists.
2) It is outlining the specification and mentioning who
bidding should be contacted by those interested in applying.
3) Interested employees apply with the recommendation
from superior. Superior will know who is applying to
leave the department. Therefore, replacement needed
in advance.
 STEP 3 : SOURCE OF APPLICANTS

External Applicants
Employment Campus Employee referrals Unsolicited
agencies & recruitment applicant
consultants
1) JobsMalaysia – as Employers make a trips to Existing employees 1) Applicants who have
agency that help college or universities to recommend their friends or applied without any
employee search their look suitable candidates. family that looking for jobs. advertisement or
future employer that requirement from the
offer vacancy. company.
2) Some agencies offer 2) The best example is ,
both online recruitment these days, most of the
service or offline that is job seekers, go to
having offices that invite company’s URL and load
the job seekers for their cv details.
interviews.
3) These details get stored
as UNSOLICITED
APPICANTS in the
company’s Intranet.
 STEP 3 : SOURCE OF APPLICANTS

External Applicants

Advertisement in Internet Job fairs

mass media
1) Posters and banners at a 1) Company website 1) Events organized by
strategic places 2) Online recruiting companies professional event
2) Inserts in column of 3) Advertising directly or management companies,
newspapers and journals indirectly on social media government agencies or
3) Messages aired over the private employers.
radio and television 2) Involve a variety of
employers from different
economic sectors or
specialize type of business
STEP 4 : SELECTION
PROCESS
Technique collecting Information

Application form & CV

Reference Checks

Tests

Interviews

Assessment centre activities

 STEP 4 : SELECTION
PROCESS
Technique collecting Information
1) Application forms & Curriculum vitae
A short written description of your education,
qualifications, previous jobs, and sometimes
also your personal interests, that you send to
an employer when you are trying to get a job

2) Reference Checks
Many employers request names, address,
telephone numbers or references for the
purpose to verify information and gaining
additional background information of an
applicant.
 3) Test
•i) Performance Tests
• to check that candidate has specific abilities that he/she say.
This test give a clear picture of the candidate’s abilities and
skills.
• Example – driving test, keyboarding tests, language test
and machine usage test.
STEP 4 : •ii) Aptitude tests
SELECTI • to discover a person’s potential abilities and talents.
Different job different aptitudes. Useful to employer that
ON recruit trainees and apprentices with no experience. Can
take this test online

PROCESS •iii) Personality Tests

Technique collecting • Consists of a series of questions which the candidate must
answer in a given time period.
Information • Example – graphology / study about handwriting.

•iv) Intelligence tests

• Useful attribute to know the candidate intelligence score.

•v) Medical tests

• To determine whether they are physically fit for the job or
not.
 Technique Collecting Information

4) INTERVIEW
A one-on-one interview consisting of a conversation between
a job applicant and a representative of an employer which is
conducted to assess whether the applicant should be hired.

Types of Selection Interview

a) Stress interview
b) Structured interview
c) Panel interview
d) Non-directive interview
 Technique Collecting Information

5) ASSESSMENT CENTRE ACTIVITIES

 The centre consists of test, exercise and other activities
including social events both formal and informal.
 Activities to assessed communication and language skills,
social etiquette, leadership, creativity, persuasiveness
and ability to handle stress.
 This to determine whether they have the personality
traits needed for the job being offered.
 ISSUES AND PROBLEMS RELATING
RECRUITMENT & SELECTION

1) Nepotism
2) Employment of Children
3) Hiring older workers
4) Discrimination in Recruitment & Selection
5) Employment of Foreigners
ISSUES AND PROBLEMS RELATING
RECRUITMENT & SELECTION

1) Nepotism
a) Hiring of family members or close friends to
fill vacancies in an organization.
b) Malaysian companies partly because of the
strong family values held amongst
employees, do not consider nepotism to be
totally harmful practice.
ISSUES AND PROBLEMS RELATING
RECRUITMENT & SELECTION

2) Employment of Children
a) Under Children and Young Persons (Employment ) act it is legal
to employ children and young persons under the age of 18 in
Malaysia.
b) Children under 15 can only work as follows:
i. The employment must be I their family’s business
ii. The work must be light and suitable to the capacity of
the child
iii. The working hours must not be more than six per day.
iv. The child cannot work between 8.00pm and 7.00 am
ISSUES AND PROBLEMS RELATING
RECRUITMENT & SELECTION

c) Young persons aged 15-18 years of age can

only work as follow:
i. The employment must be suitable to the
capacity of the young person.
ii. The working hours must not be more than
seven per day
iii.The young person cannot work between
8.00pm and 6.00am.
ISSUES AND PROBLEMS RELATING
RECRUITMENT & SELECTION

3) Hiring older workers

a) Government has introduced the Minimum
Retirement Age act 2012 which disallows an
employer from retiring workers before they reach
the age of 60.
b) Survey conducted by HSBC bank in 2006 found
that Malaysian respondents gave the following
reasons why they wanted to continue working:
i. 34% to have meaningful of valuable work to do
ii. 20% for the money
iii. 15% to keep physically fit
iv. 7% for the mental stimulation
ISSUES AND PROBLEMS RELATING
RECRUITMENT & SELECTION

4) Discrimination in Recruitment &

Selection
a) Employers have the freedom to choose the
candidate that they believe is most required suited
to the position available.
b) There is no legal prohibition on discrimination
currently in force, human resources practices
should consider whether their hiring prejudices
might not adversely affect their organization in the
long run.
ISSUES AND PROBLEMS RELATING
RECRUITMENT & SELECTION
5) Employment of Foreigners
a) Malaysian employers are permitted to hire
foreigners only in specified industries and only from
countries approved by the authorities.
b) Numbers of foreign workers in the manufacturing,
plantation, construction and services sectors has
been steadily increasing in the 21st century.
c) 1.9 million foreign workers working legally in
Malaysia. (May 2010)
d) Workers are from Nepal, Myanmar, India, Indonesia
and Vietnam.
 STEP 6: OFFER EMPLOYMENT

CONTRACT OF EMPLOYMENT

A contract of employment is an agreement

whereby an employer agrees to remunerate an
employee for services or work performed and
the employee agrees to work for the employer.
IMPORTANCE OF CONTRACT OF
EMPLOYMENT

1) It minimize disputes between the

employee and his employer
2) It ensures that the employee knows
what is expected of him
3) It states the minimum benefits for the
employee within their scope
4) It minimizes enquiries from the
employee to the human resource
department
5) To avoid any misunderstanding before
the employee reports duty
 STEP 6: OFFER EMPLOYMENT

TYPES OF EMPLOYMENT CONTRACT

1) EXPRESS TERM

Express terms are those terms agreed to by the parties,

whether by way of oral agreement or in writing.

Written terms are usually included in:

• the employee’s letter of appointment,
• a collective agreement, where the workers are represented
by a trade union, or
• a company handbook.
 STEP 6: OFFER EMPLOYMENT

CONTRACT OF EMPLOYMENT
2) IMPLIED TERMS

Terms implied into every employment contract by

common law include:

 An employee’s obligation to serve the employer with

care, faithfulness and obedience.
 An employer’s obligation to provide a safe workplace
and to pay the agreed wages.
 STEP 7 :
HOLD
INDUCTIO
N

Is the process by
which the new recruit
is familiarized with
the working
environment