Recruitment and Selection

Steps in the Selection Process

Step 1

Study and know about employment laws that affect the selection process
Step 2

Conduct a position analysis. Learn everything possible about the job (processes, performance factors, working conditions, etc.) to determine what the essential functions are and what is required in terms of knowledge, skills and personal traits to perform the position's duties satisfactorily. This step is critical, as it lays the groundwork for the following steps. Identify and prepare in detail the minimum qualifications required for the position. Prepare a current position description for the vacant position or verify that the existing position description is current
Step 3

Prepare and issue a vacancy announcement

Step 4

Prepare application screening criteria. If an interview is necessary to conduct an initial screening of applicants, prepare questions and screening criteria.
Step 5

Prepare questions and screening criteria for the selection interview

Step 6

Screen applications and, if necessary, conduct initial screening interview, based on established criteria in Step 4 above. Select the top-ranking individuals for interviewing.
Step 7

Conduct interviews based on established criteria in Step 5 above

Step 8

Make your selection decision, and conduct reference checks on your choice

Step 9

Orientation.
Step 10

Probationary Period.

Recruitment
Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. Training consists of a range of processes involved in making sure that job holders have the right skills, knowledge and attitudes required to help the organisation to achieve its objectives. Recruiting individuals to fill particular posts within a business can be done either internally by recruitment within the firm, or externally by recruiting people from outside. The advantages of internal recruitment are that: 1. Considerable savings can be made. Individuals with inside knowledge of how a business operates will need shorter periods of training and time for 'fitting in'. 2. The organisation is unlikely to be greatly 'disrupted' by someone who is used to working with others in the organisation. 3. Internal promotion acts as an incentive to all staff to work harder within the organisation. 4. From the firm's point of view, the strengths and weaknesses of an insider will have been assessed. There is always a risk attached to employing an outsider who may only be a success 'on paper'. The disadvantages of recruiting from within are that: 1. You will have to replace the person who has been promoted 2. An insider may be less likely to make the essential criticisms required to get the company working more effectively 3. Promotion of one person in a company may upset someone else.

External recruitment

External recruitment makes it possible to draw upon a wider range of talent, and provides the opportunity to bring new experience and ideas in to the business. Disadvantages are that it is more costly and the company may end up with someone who proves to be less effective in practice than they did on paper and in the interview situation. Purpose & Importance Of Recruitment y Attract and encourage more and more candidates to apply in the organisation. y Create a talent pool of candidates to enable the selection of best candidates for the organisation. y Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. y Recruitment is the process which links the employers with the employees. y Increase the pool of job candidates at minimum cost. y Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. y Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. y Meet the organizations legal and social obligations regarding the composition of its workforce. y Begin identifying and preparing potential job applicants who will be appropriate candidates. y Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants