RECRUITMENT AND SELECTION

1. RECRUITMENT AND SELECTION CHAPTER 4

2. RECRUITMENT AND SELECTION RECRUITMENT Activity concerned with searching and attracting qualified applicants for positions that are vacant or will be vacant. Logical step to follow approved HR plan OBJECTIVE: Provide a group of qualified candidates for selection.

3. Factors Affecting Recruitment • Size of the organization • Community employment condition • Effective past recruitment • Working condition, salary and benefit packages • Growth of the organization

4. PROCESS OF RECRUITMENT • Preparation of HR plan • Keeping contact with recruitment sources • Manager notifies HR department about a job opening that needs to be filled;

5. PROCESS OF RECRUITMENT 4. The recruitment officer and the manager review the JD and JS of the job to be filled; 5. Internal sources are checked; 6. External sources are contacted; 7. Candidates are selected 8. Evaluation of the effectiveness of the recruitment efforts

6. SOURCES OF RECRUITMENT • Internal • Present employees • Friends of employees • Former employees • External • Advertising • Employment agencies • Campus recruitment • Executive search • Professional organizations • Walk-in applicant • Electronic recruitment

7. SELECTION SELECTION The process of choosing individuals from a pool of applicants who are most likely to achieve the goals of the jobs that may be assigned to them.

8. SELECTION PROCESS • Initial screening • completion of the application form • Employment test • Comprehensive interview • Background investigation • Physical examination • Job offer • HIRE (SELECT)

9. EMPLOYMENT TEST • Aptitude tests • Verbal ability • Numerical ability • Perceptual speed test • Spatial test • Reasoning test • Psychomotor tests • Job knowledge test • Proficiency tests • Interest tests • Personality tests

10. EMPLOYMENT TEST • Aptitude test – these are used to measure an applicant’s capacity or potential to learn and perform a job. • Verbal ability test – measuring a person’s ability to use words in thinking, planning, and communicating • Numerical ability test – measuring ability to perform the fundamental mathematical operations. • Perceptual speed test – measure an applicant’s ability to recognize similarities and differences. • Spatial test – measure ability to visualize objects and determine their relationships. • Reasoning test- measure ability to analyze facts and make correct judgments based on logic

11. EMPLOYMENT TEST 2. Psychomotor tests - measure an applicant’s strength, finger dexterity, manual dexterity, wrist-finger speed, and speed of arm movement. 3. Job knowledge test – these are used to measure the knowledge of the applicant regarding the job 4. Proficiency tests – measure how well an applicant performs a potion (or sample) of the job. 5. Interest tests – shows how interested an applicant is to the job. 6. Personality tests – determine if the personality characteristics of the applicant fit well to the proposed job.

12. SELECTING MANAGERS • Assessment centers • Is a process in which multiples raters evaluate applicants or job incumbent on their managerial potential. • Panel interview • Interview undertaken by a panel

13. QUESTIONS?

14. Activity & Assign’t Advertisement lay-out of your position in the HR department Employment Test With answers

15. THANK YOU!