Recruitment and Selection
- 1. Recruitment and Selection Dr. Aye Thanda Soe Associate Professor Department of Management Studies Yangon University of Economics
- 2. Attract an Effective Workforce 1. HR Planning 2. Job Analysis 3. Recruitment and Selection Maintain an Effective Workforce 6. Reward Develop an Effective Workforce 4. Performance Appraisal 5. Training and development Major Functions of HRM 2
- 3. Attracting an Effective Workforce Choose Recruiting Sources Want ads Headhunters HR Planning Select the Candidate Application Interview Tests Welcome New Employee Employee Contributions Ability, Education Creativity Commitment Expertise Company Inducements Pay and benefits Meaningful work Advancement Training Matching Mode Match with Company Needs goals Current & future competencies Market changes Corporate culture Employee Needs Stage of career Personal values Promotion Family concerns Match with
- 4. What Is Recruitment ? The process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications, and encouraging them to apply for jobs with an organization”
- 5. Recruitment and Selection Policy To provide clear guidelines for managers To promote and support good practice for those with responsibility for recruitment
- 6. Alternatives to Recruitment Outsourcing Contingent workers Employee leasing Overtime Potential problems Pay more and receive less in return Become fatigued and lack the energy to perform at a normal rate Deteriorate employee morale
- 7. RECRUITMENT PROCESS HR planning Alternatives to recruitment Recruitment External sources External methods Internal sources Internal methods Recruited individuals External environment Internal environment
- 8. 8 Job Analysis • It is the systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization. • Job facts are gathered, analyzed and recorded • In today’s rapidly changing work environment, it is critical because new jobs are being created and old jobs are being redesigned or eliminated.
- 9. Job description A document that provides information regarding the tasks, duties, and responsibilities (TDR) of a job. Job specification A document that outlines the minimum acceptable qualifications a person should posses to perform a particular job.
- 10. Reasons for Conducting Job Analysis 10 Tasks Responsibilities Duties Job Analysis Job Descriptions Job Specifications Knowledge Skills Abilities HR Planning Recruitment Selection Training & Development Performance Appraisal Reward Health and Safety
- 11. Job Description The parts of a job description are 1. Job identification- it includes the job title, the department, the reporting relationship and a job number or code 2. Date of the job analysis – it is to aid in identifying job changes, useful to place expiration date and ensuring periodic review of job content 3. Job summary- it is a concise overview of the job and states job content. 4. Duties performed – essential functions may be shown including adequately explains each duty. 11
- 12. Job Specification Items typically included in the job specification are job related factors such as: Educational requirements Experience Personality traits Physical abilities In practice, they are often included as a major section of job descriptions. 12
- 13. Recruitment Sources and Methods Recruitment sources Various locations in which qualified individuals as sought as potential employees Recruitment methods The specific means by which potential employees are attached to an organization
- 14. External Recruitment Sources • High School and Vocational Schools • Colleges and Universities • Competitors in the Labor Market • Former Employees • The Unemployed • Persons with Disabilities • Older Individuals • Military Personnel • Self-Employed Workers
- 15. External Recruitment Methods • Advertising • Employment Agencies • Job Fairs • Internships • Executive Search Firms • Professional Associations • Walk-In Applicants • Event Recruiting
- 16. External Recruitment Advantages • New blood from the outside • Touch with the competitors and marketplace Disadvantages • More costs in recruitment and selection, training • Uncertainty for right person in the right place • Demotivated of existing employees • High labor turnover 16
- 17. Internal Recruitment Methods Jobs posting through intranet notice boards etc Advantages • Promotion opportunities • Motivation of employees • Career development/succession planning • Less costs in orientation and training Disadvantages • Narrow skilled workers • Consider the whole workforce movement • Resentment 17
- 18. Selection “ The process of choosing from a group of applicants those individuals best suited for a particular position and organization”
- 19. Significance of Employee Selection • Affect the morale of the entire staff, especially team • Cost a firm money ( higher for expatriate assignments) • Affect the organization’s distinctive advantage • Devastate a small companies
- 20. Selection Process • The Preliminary Interview • Review of Applications and Résumés • Selection Tests • Employment Interviews • Reference and Background Checks • Selection Decision • Medical Examination
- 21. Types of Employment Tests Differ in characteristics related to job performance by individuals Relate to : Job knowledge Work samples Personality Substance abuse testing Internet testing Assessment centers
- 22. Employment Interview • A goal-oriented conversation in which an interviewer and an applicant supposedly exchange information • Endured the preliminary interview and scored satisfactorily on selection tests • Need additional information because of mislead appearances • Willing to work and adapt to the particular organization
- 23. Content of Interview • Occupational experiences • Academic achievement • Interpersonal skills • Personal qualities • Organizational fit • Management’s perception of the degree to which the prospective employee will fit in with the firm’s culture or value system
- 24. Methods of Interviewing • One-on-one interview • Group interview • A meeting in which several job applicants interact in the presence of one or more company representatives • Board interview • A meeting in which several representatives of a company interview a candidate in one or more sessions • Stress interview • Internationally creates anxiety to determine how a job applicant will react in certain type of situations
- 25. Potential Interviewing Problems • Inappropriate Questions • Interviewer Domination • Inconsistent Questions • Central Tendency • Halo Error • Contrast Effects • Interviewer Bias • Lack of Training • Nonverbal Communication
- 26. Verification of Information Accuracy • Personal reference check • Background investigations • Outsourcing investigations • Elements to verify • Previous employment • Education • Personal references • Criminal history • Driving record • Civil litigation • Workers’ compensation history • Social security number
- 27. Induction Training Induction is the process whereby a person is formally introduced and integrated into an organization or system
- 28. The Process of Induction 1. Pinpoint the areas that the recruit will have to learn to start the job 2. Introduce the recruit to the work premises and facilities 3. Briefing by the HR manager on relevant policies and procedures 4. Introduce the recruit to key people in the office including a mentor
- 29. The Process of Induction 5. Introduce work procedures 6. Plan and implement an appropriate training program for whatever the recruit is needed 7. Monitor initial progress as demonstrated by performance, as reported by the recruits’ mentor and by the recruit himself
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