CHAPTER 4

CHAPTER 4: RECRUITMENT & SELECTION

4.1 RECRUITMENT AND SELECTION

DEFINITION OF RECRUITMENT: Recruitment is the process of attracting suitable people to apply for a job vacancies.


SOURCES FOR RECRUITMENT:

Internal Sources
-Promotions
-Transfer
-Employee referrals
-Former employees
-Retrenched employees

External Sources
-College recruitment
-Employment agencies
-Executive search firms
-Internet recruitment
-Media sources

THE ADVANTAGES AND DISADVANTAGE OF INTERNAL AND EXTERNAL OF SOURCES:


Advantages Internal Recruitment
• Morale of promote
• Better assessment of abilities
• Lower cost for some jobs

Disadvantage Internal Recruitment
• Inbreeding
• Possible problem
• “political” infighting for promotions

Advantages External Recruitment
• New “blood” brings new perspective
• No group of political supporters already
• May bring new industry insights

Disadvantage External Recruitment
• May not select someone who will
• “fit” the job or organization
• May cause morale problems for internal candidates not selected
• Longer “adjustment” or orientation time

4.2 SELECTION PROCESS

DEFINITION OF SELECTION: Selection is the process of choosing a suitable applicant to fill an available job vacancy.

ISSUES WITH REGARDS TO SELECTION PROCESS:

a) RELIABILITY
If a test gives the same results every time it is repeated or it is conducted by different people,it is considered reliable.

b) VALIDITY
The extent to which a test measures what it is intended to measure.

c) STANDARDIZATION
Uniformity in the task of similar job position in different department of an organization.

d) OBJECTIVITY
Objectivity is critical in the workplace on order to maintain employee loyalty and to avoid ethical conflicts.

e) LEGALITY
The principle of legality is the legal ideal that requires all law to be clear.


4.3 SELECTION PROCESS METHODS

DEFINITION: Selection process involves rejection of unsuitable applicants.

4.3.2 SELECTION PROCESS METHODS

INTERVIEWS → REFERENCES AND BIOGRAPHICAL DATA → PHYSICAL ABILITY → COGNITIVE ABILITY TEST → PERSONAL INVENTORY → WORK SAMPLE HONESTY TEST → HONESTY TEST & DRUG TEST

4.4 JOB INTERVIEW

DEFINITION:
A job interview is a process in which a potential employees is evaluated by an employer for prospective employment in their company, organization, or firm. During this process, the employer hopes to determine whether or not the applicant is suitable for the role.

JOB INTERVIEW PROCESS:
1. Planning the interview
- The timings
- The venue
- The topics for discussion

2. Conducting the interview
- Avoid stress technique
- Establish rapport
- Ask the right questions

TYPES OF JOB INTERVIEW:

1. STRUCTURE is directive interview is usually structured, it usually more effective in promoting equal opportunities for all applicants.

2. UNSTRUCTURED is where the applicant takes the lead. It provides no specific reference and the applicant is given are free hand in talking about himself ant the interviewer makes an assessment.