Recruitment
Recruitment
 Once an organization identifies its
Once an organization identifies its
human resource needs through
human resource needs through
employment planning, it can begin the
employment planning, it can begin the
process of recruiting potential
process of recruiting potential
candidates for actual or anticipated
candidates for actual or anticipated
organizational vacancies.
organizational vacancies.
 Recruiting is the process of discovering
Recruiting is the process of discovering
potential candidates for actual or
potential candidates for actual or
anticipated organizational vacancies.
anticipated organizational vacancies.
What is Recruiting ?
•Successful human resource planning designed to
identify an organizations human resource needs.
•Once these needs are known an organization will do
something to meet them
•Staffing function assume that demand for certain skills,
knowledge and abilities is greater than the current
supply then recruiting is necessary
Recruiting Goals
 To provide information that will attract a
significant pool of qualified candidates
and discourage unqualified ones from
applying.
Internal Search
Internal Search
Organizations may attempt to develop their own
Organizations may attempt to develop their own
employees for positions beyond the lowest level. It
employees for positions beyond the lowest level. It
can occur though internal search. There are several
can occur though internal search. There are several
advantages of it
advantages of it
» It establishes good public relations
It establishes good public relations
» It builds morale
It builds morale
» It encourages individuals who are ambitious
It encourages individuals who are ambitious
» It can be good selection because information about the individual
It can be good selection because information about the individual
available
available
» It is less costly
It is less costly
» Those choose knows the organization
Those choose knows the organization
» Promotion within can act as training device
Promotion within can act as training device
INTERNAL RECRUITMENT
INTERNAL RECRUITMENT
When recruitment occurs from existing employees
When recruitment occurs from existing employees
then it is internal recruitment.
then it is internal recruitment.
EXTERNAL RECRUITMENT
When recruitment occurs excluding existing
employees then it is external recruitment.
Some advantages of
Some advantages of
internal recruitment
internal recruitment
 All information on current
All information on current
employees can be available
employees can be available
 selection less costly
selection less costly
 positions filled up faster
positions filled up faster
Some advantages of internal
Some advantages of internal
recruitment
recruitment (contd..)
(contd..)
 internal promotion can be
internal promotion can be
motivator signaling that good
motivator signaling that good
performance are rewarded.
performance are rewarded.
 candidates already familiar with
candidates already familiar with
organization norms etc., which
organization norms etc., which
helps to save time and expenses
helps to save time and expenses
for induction
for induction
Disadvantages of Internal
Disadvantages of Internal
recruitment
recruitment
 Utilize internal inferior sources while
Utilize internal inferior sources while
excellent candidates may be available
excellent candidates may be available
outside
outside
 Occasionally it is necessary to bring new
Occasionally it is necessary to bring new
blood to broaden current ideas, knowledge
blood to broaden current ideas, knowledge
and enthusiasm
and enthusiasm
 In many organizations it is standard practice
In many organizations it is standard practice
to open the new job to compete
to open the new job to compete
External Searches
External Searches
 Advertisements – where the advertisement
Advertisements – where the advertisement
is placed.
is placed.
 Blind box advertisement –where there is no
Blind box advertisement –where there is no
specific identification of the organization
specific identification of the organization
 Job analysis process is the basic source of
Job analysis process is the basic source of
information
information
Employment Agencies
Employment Agencies
 Public organization: manpower bureau,
Public organization: manpower bureau,
overseas employment services
overseas employment services
 Private employment agencies : manpower
Private employment agencies : manpower
recruitment firms
recruitment firms
 Management consultants: Manpower
Management consultants: Manpower
Associates, Report Bangladesh
Associates, Report Bangladesh
 Educational institutions
Educational institutions at all levels offer
at all levels offer
opportunities for recruitment
opportunities for recruitment
 Professional organizations
Professional organizations e.g. Engineering
e.g. Engineering
Institute, Institute of Chartered Accountants
Institute, Institute of Chartered Accountants
 Unsolicited applicants
Unsolicited applicants some organization
some organization
keep inventories of such applications and call
keep inventories of such applications and call
them as and when necessary
them as and when necessary
 Referrals and recommendations
Referrals and recommendations from other
from other
sources
sources
Other Forms of Recruitment
Cyberspace or online
Cyberspace or online
 Internet recruitment through websites
Internet recruitment through websites
 Many companies are having their websites
Many companies are having their websites
which become natural source of recruitment
which become natural source of recruitment
 It can provide detail about the organization
It can provide detail about the organization
for attracting large number of employees
for attracting large number of employees
 Aggressive candidates are also using
Aggressive candidates are also using
internet for their job candidacy
internet for their job candidacy
 It is low cost unprecedented source
It is low cost unprecedented source
Some advantages of External
Some advantages of External
recruitment
recruitment
 Import new ideas
Import new ideas
 Reduce employee training and
Reduce employee training and
development, particularly if they have
development, particularly if they have
been trained elsewhere
been trained elsewhere
 Hiring outsider can indicate a change
Hiring outsider can indicate a change
of business outlook
of business outlook
 Internal person may not be available
Internal person may not be available
A journey to best recruitment
A journey to best recruitment
 Best recruitment requires some steps to
Best recruitment requires some steps to
follow up properly. Some steps should
follow up properly. Some steps should
follow for the best recruitment and selection
follow for the best recruitment and selection
process are..
process are..
Advertisement
Advertisement
 Indicating qualification
Indicating qualification
 Skills
Skills
 Competencies
Competencies
 Other relevant information
Other relevant information
 Brief job summary
Brief job summary
 nature of jobs
nature of jobs
 place of posting
place of posting
 compensation packages
compensation packages
 Professional references
Professional references
Screening Applications
Screening Applications
 Based on qualitative or quantitative short listing
Based on qualitative or quantitative short listing
 service record should be consulted before short
service record should be consulted before short
listing internal candidates.
listing internal candidates.
 consideration may be given for gender/diversity
consideration may be given for gender/diversity
balance
balance
 screening process may be conducted in accordance
screening process may be conducted in accordance
with benchmark (required skills, competencies,
with benchmark (required skills, competencies,
education and experiences) for each position.
education and experiences) for each position.
Written test
Written test
 must set questions by taking inputs from interview
must set questions by taking inputs from interview
panel.
panel.
 final question should prepare and write out by
final question should prepare and write out by
trusted person.
trusted person.
 confidentiality must be ensured
confidentiality must be ensured
 type of questions will depend on the level of
type of questions will depend on the level of
position,
position,
 generally, questions should be on core business,
generally, questions should be on core business,
on management-related issues and job specifies.
on management-related issues and job specifies.
Work Simulations
Work Simulations
 verbal or physical activities that replicate
verbal or physical activities that replicate
actual work.
actual work.
 must be specific to job
must be specific to job
 Example could be to ask the candidate to
Example could be to ask the candidate to
conduct a meeting in a participatory manner
conduct a meeting in a participatory manner
or interact with customer or beneficiaries.
or interact with customer or beneficiaries.
Interview panel
Interview panel
 may consist of 3 to 5 experience persons.
may consist of 3 to 5 experience persons.
 have adequate knowledge
have adequate knowledge
 have specific skills and competencies
have specific skills and competencies
 at least one woman may participate
at least one woman may participate
 line manager or his/her designate and HRM
line manager or his/her designate and HRM
representative’s participation is mandatory.
representative’s participation is mandatory.
Practical test or Demonstration
Practical test or Demonstration
 positions like driver, technicians,
positions like driver, technicians,
electricians etc required practical test.
electricians etc required practical test.
 sometimes educational qualification is
sometimes educational qualification is
considered for better performer.
considered for better performer.
Interview
Interview
 It generally occurs after written test
It generally occurs after written test
 Could be on an individual basis
Could be on an individual basis
 or could be with a panel
or could be with a panel
 a grading system may apply for each
a grading system may apply for each
question
question
Don’ts
Don’ts
 Interview when worried, upset, ill or under
Interview when worried, upset, ill or under
stress
stress
 Hold the interview in a noisy place
Hold the interview in a noisy place
 Keep applicants waiting unnecessarily
Keep applicants waiting unnecessarily
 Give the impression of being abrupt or harsh
Give the impression of being abrupt or harsh
 Allow outside interruptions
Allow outside interruptions
 Seek information you already have
Seek information you already have
Panels for future vacancies
Panels for future vacancies
 panels of suitable applicants should be
panels of suitable applicants should be
preserved from which future smilar
preserved from which future smilar
vacancies can filled which may reduce the
vacancies can filled which may reduce the
cost of recruitment
cost of recruitment
Some more recruitement steps are..
Some more recruitement steps are..
 Notifying Unsuccessful Applicants
Notifying Unsuccessful Applicants
 Reference Check
Reference Check
 Medical Tests
Medical Tests
 Salary negotiation
Salary negotiation
 Interview Records
Interview Records
 Appointment Letter
Appointment Letter
Not team
Player
Problems with
co/workers
Un-Professional
Part of the
problem
Not the
solution
Not my job
syndrome
Lacks
Skills to do
the job
Bad Hire
Five effects of Bad recruitment
Manageability
&
Teamwork
Professional
Behavior &
Demeanor
Problem
Solving
Abilities
Willingness
Able &
Suitable
Ideal
Candidate
Five effects of Ideal recruitment
Present recruitment and selection practice (in
Present recruitment and selection practice (in
Bangladesh):
Bangladesh):
 Bribe in the name of donation
Bribe in the name of donation
 Biased recruitment
Biased recruitment
 Unfair selection
Unfair selection
 Quota based recruitment
Quota based recruitment
 Unwillingness to recruit female candidates
Unwillingness to recruit female candidates
 Political recruitment
Political recruitment
 Recruitment biased by religion, groups and
Recruitment biased by religion, groups and
ethnic priority
ethnic priority
 Not following a standard system
Not following a standard system
Recommendation
Recommendation
 Be clear about what you want
Be clear about what you want
 Use a thorough recruitment process
Use a thorough recruitment process
 Advertise carefully
Advertise carefully
 Interview thoroughly
Interview thoroughly
 Assess appropriately
Assess appropriately
 Always recruit the right person for the job
Always recruit the right person for the job
 Pre screening may be outsourcing
Pre screening may be outsourcing
361034519-15784511-Presentation-Recruitment-and-Selection-Process-ppt.ppt

361034519-15784511-Presentation-Recruitment-and-Selection-Process-ppt.ppt

  • 2.
    Recruitment Recruitment  Once anorganization identifies its Once an organization identifies its human resource needs through human resource needs through employment planning, it can begin the employment planning, it can begin the process of recruiting potential process of recruiting potential candidates for actual or anticipated candidates for actual or anticipated organizational vacancies. organizational vacancies.  Recruiting is the process of discovering Recruiting is the process of discovering potential candidates for actual or potential candidates for actual or anticipated organizational vacancies. anticipated organizational vacancies.
  • 3.
    What is Recruiting? •Successful human resource planning designed to identify an organizations human resource needs. •Once these needs are known an organization will do something to meet them •Staffing function assume that demand for certain skills, knowledge and abilities is greater than the current supply then recruiting is necessary
  • 4.
    Recruiting Goals  Toprovide information that will attract a significant pool of qualified candidates and discourage unqualified ones from applying.
  • 5.
    Internal Search Internal Search Organizationsmay attempt to develop their own Organizations may attempt to develop their own employees for positions beyond the lowest level. It employees for positions beyond the lowest level. It can occur though internal search. There are several can occur though internal search. There are several advantages of it advantages of it » It establishes good public relations It establishes good public relations » It builds morale It builds morale » It encourages individuals who are ambitious It encourages individuals who are ambitious » It can be good selection because information about the individual It can be good selection because information about the individual available available » It is less costly It is less costly » Those choose knows the organization Those choose knows the organization » Promotion within can act as training device Promotion within can act as training device
  • 6.
    INTERNAL RECRUITMENT INTERNAL RECRUITMENT Whenrecruitment occurs from existing employees When recruitment occurs from existing employees then it is internal recruitment. then it is internal recruitment. EXTERNAL RECRUITMENT When recruitment occurs excluding existing employees then it is external recruitment.
  • 7.
    Some advantages of Someadvantages of internal recruitment internal recruitment  All information on current All information on current employees can be available employees can be available  selection less costly selection less costly  positions filled up faster positions filled up faster
  • 8.
    Some advantages ofinternal Some advantages of internal recruitment recruitment (contd..) (contd..)  internal promotion can be internal promotion can be motivator signaling that good motivator signaling that good performance are rewarded. performance are rewarded.  candidates already familiar with candidates already familiar with organization norms etc., which organization norms etc., which helps to save time and expenses helps to save time and expenses for induction for induction
  • 9.
    Disadvantages of Internal Disadvantagesof Internal recruitment recruitment  Utilize internal inferior sources while Utilize internal inferior sources while excellent candidates may be available excellent candidates may be available outside outside  Occasionally it is necessary to bring new Occasionally it is necessary to bring new blood to broaden current ideas, knowledge blood to broaden current ideas, knowledge and enthusiasm and enthusiasm  In many organizations it is standard practice In many organizations it is standard practice to open the new job to compete to open the new job to compete
  • 10.
    External Searches External Searches Advertisements – where the advertisement Advertisements – where the advertisement is placed. is placed.  Blind box advertisement –where there is no Blind box advertisement –where there is no specific identification of the organization specific identification of the organization  Job analysis process is the basic source of Job analysis process is the basic source of information information
  • 11.
    Employment Agencies Employment Agencies Public organization: manpower bureau, Public organization: manpower bureau, overseas employment services overseas employment services  Private employment agencies : manpower Private employment agencies : manpower recruitment firms recruitment firms  Management consultants: Manpower Management consultants: Manpower Associates, Report Bangladesh Associates, Report Bangladesh
  • 12.
     Educational institutions Educationalinstitutions at all levels offer at all levels offer opportunities for recruitment opportunities for recruitment  Professional organizations Professional organizations e.g. Engineering e.g. Engineering Institute, Institute of Chartered Accountants Institute, Institute of Chartered Accountants  Unsolicited applicants Unsolicited applicants some organization some organization keep inventories of such applications and call keep inventories of such applications and call them as and when necessary them as and when necessary  Referrals and recommendations Referrals and recommendations from other from other sources sources Other Forms of Recruitment
  • 13.
    Cyberspace or online Cyberspaceor online  Internet recruitment through websites Internet recruitment through websites  Many companies are having their websites Many companies are having their websites which become natural source of recruitment which become natural source of recruitment  It can provide detail about the organization It can provide detail about the organization for attracting large number of employees for attracting large number of employees  Aggressive candidates are also using Aggressive candidates are also using internet for their job candidacy internet for their job candidacy  It is low cost unprecedented source It is low cost unprecedented source
  • 14.
    Some advantages ofExternal Some advantages of External recruitment recruitment  Import new ideas Import new ideas  Reduce employee training and Reduce employee training and development, particularly if they have development, particularly if they have been trained elsewhere been trained elsewhere  Hiring outsider can indicate a change Hiring outsider can indicate a change of business outlook of business outlook  Internal person may not be available Internal person may not be available
  • 15.
    A journey tobest recruitment A journey to best recruitment  Best recruitment requires some steps to Best recruitment requires some steps to follow up properly. Some steps should follow up properly. Some steps should follow for the best recruitment and selection follow for the best recruitment and selection process are.. process are..
  • 16.
    Advertisement Advertisement  Indicating qualification Indicatingqualification  Skills Skills  Competencies Competencies  Other relevant information Other relevant information  Brief job summary Brief job summary  nature of jobs nature of jobs  place of posting place of posting  compensation packages compensation packages  Professional references Professional references
  • 17.
    Screening Applications Screening Applications Based on qualitative or quantitative short listing Based on qualitative or quantitative short listing  service record should be consulted before short service record should be consulted before short listing internal candidates. listing internal candidates.  consideration may be given for gender/diversity consideration may be given for gender/diversity balance balance  screening process may be conducted in accordance screening process may be conducted in accordance with benchmark (required skills, competencies, with benchmark (required skills, competencies, education and experiences) for each position. education and experiences) for each position.
  • 18.
    Written test Written test must set questions by taking inputs from interview must set questions by taking inputs from interview panel. panel.  final question should prepare and write out by final question should prepare and write out by trusted person. trusted person.  confidentiality must be ensured confidentiality must be ensured  type of questions will depend on the level of type of questions will depend on the level of position, position,  generally, questions should be on core business, generally, questions should be on core business, on management-related issues and job specifies. on management-related issues and job specifies.
  • 19.
    Work Simulations Work Simulations verbal or physical activities that replicate verbal or physical activities that replicate actual work. actual work.  must be specific to job must be specific to job  Example could be to ask the candidate to Example could be to ask the candidate to conduct a meeting in a participatory manner conduct a meeting in a participatory manner or interact with customer or beneficiaries. or interact with customer or beneficiaries.
  • 20.
    Interview panel Interview panel may consist of 3 to 5 experience persons. may consist of 3 to 5 experience persons.  have adequate knowledge have adequate knowledge  have specific skills and competencies have specific skills and competencies  at least one woman may participate at least one woman may participate  line manager or his/her designate and HRM line manager or his/her designate and HRM representative’s participation is mandatory. representative’s participation is mandatory.
  • 21.
    Practical test orDemonstration Practical test or Demonstration  positions like driver, technicians, positions like driver, technicians, electricians etc required practical test. electricians etc required practical test.  sometimes educational qualification is sometimes educational qualification is considered for better performer. considered for better performer.
  • 22.
    Interview Interview  It generallyoccurs after written test It generally occurs after written test  Could be on an individual basis Could be on an individual basis  or could be with a panel or could be with a panel  a grading system may apply for each a grading system may apply for each question question
  • 23.
    Don’ts Don’ts  Interview whenworried, upset, ill or under Interview when worried, upset, ill or under stress stress  Hold the interview in a noisy place Hold the interview in a noisy place  Keep applicants waiting unnecessarily Keep applicants waiting unnecessarily  Give the impression of being abrupt or harsh Give the impression of being abrupt or harsh  Allow outside interruptions Allow outside interruptions  Seek information you already have Seek information you already have
  • 24.
    Panels for futurevacancies Panels for future vacancies  panels of suitable applicants should be panels of suitable applicants should be preserved from which future smilar preserved from which future smilar vacancies can filled which may reduce the vacancies can filled which may reduce the cost of recruitment cost of recruitment
  • 25.
    Some more recruitementsteps are.. Some more recruitement steps are..  Notifying Unsuccessful Applicants Notifying Unsuccessful Applicants  Reference Check Reference Check  Medical Tests Medical Tests  Salary negotiation Salary negotiation  Interview Records Interview Records  Appointment Letter Appointment Letter
  • 26.
    Not team Player Problems with co/workers Un-Professional Partof the problem Not the solution Not my job syndrome Lacks Skills to do the job Bad Hire Five effects of Bad recruitment
  • 27.
  • 28.
    Present recruitment andselection practice (in Present recruitment and selection practice (in Bangladesh): Bangladesh):  Bribe in the name of donation Bribe in the name of donation  Biased recruitment Biased recruitment  Unfair selection Unfair selection  Quota based recruitment Quota based recruitment  Unwillingness to recruit female candidates Unwillingness to recruit female candidates  Political recruitment Political recruitment  Recruitment biased by religion, groups and Recruitment biased by religion, groups and ethnic priority ethnic priority  Not following a standard system Not following a standard system
  • 29.
    Recommendation Recommendation  Be clearabout what you want Be clear about what you want  Use a thorough recruitment process Use a thorough recruitment process  Advertise carefully Advertise carefully  Interview thoroughly Interview thoroughly  Assess appropriately Assess appropriately  Always recruit the right person for the job Always recruit the right person for the job  Pre screening may be outsourcing Pre screening may be outsourcing

Editor's Notes

  • #26 Bad hiring effects in the organisations