Hrd Report No 6 Staffing Module

FILAMER CHRISTIAN UNIVERSITY Graduate School DEREGULATED STATUS – CHED Roxas Avenue, Roxas City 5800 Tel. No. (036) 6212-317 Fax No. (036) 6213-075

MBA 411 – HUMAN RESOURCE DEVELOPMENT JOLLY A. OLIVEROS JR.,CB,LPT MBA Student

Dr. MATT NUMER OFALLA Course Facilitator

MODULE 6: STAFFING: RECRUITMENT AND SELECTION OBJECTIVES       

Understand and differentiate between strategic recruitment and selection. Define recruitment and selection. Comprehend recruitment process from organizational as well as individual perspective. Identify the basic selection criteria. Design and administer an effective selection process. Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection. Appreciate varied contemporary interviewing techniques used by interviewers.

INTRODUCTION Recruitment and Selection is an important operation in HRM, designed to maximize employee strength in order to meet the employer's strategic goals and objectives. In short, Recruitment and Selection is the process of sourcing, screening, shortlisting and selecting the right candidates for the filling the required vacant positions. The scope of Recruitment and Selection is very wide and it consists of a variety of operations. Resources are considered as most important asset to any organization. Hence, hiring right resources is the most important aspect of Recruitment. Every company has its own pattern of recruitment as per their recruitment policies and procedures. The scope of Recruitment and Selection includes the following operations:  Dealing with the excess or shortage of resources  Preparing the Recruitment policy for different categories of employees  Analyzing the recruitment policies, processes, and procedures of the organization  Identifying the areas, where there could be a scope of improvement  Streamlining the hiring process with suitable recommendations  Choosing the best suitable process of recruitment for effective hiring of resources Any organization wants it future to be in good and safe hands. Hence, hiring the right resource is a very important task for any organization.

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KNOWLEDGE CHECK Essay Instruction: Answer the following questions concisely. 1. What is Recruitment? _______________________________________________________________________ _______________________________________________________________________ _______________________________________________________________________ _______________________________________________________________________

2. What is Selection? _______________________________________________________________________ _______________________________________________________________________ _______________________________________________________________________ _______________________________________________________________________

3. What is Promotion? _______________________________________________________________________ _______________________________________________________________________ _______________________________________________________________________ _______________________________________________________________________

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TOPIC PRESENTATION

RECRUITMENT AND SELECTION PROCESS STEP 1: PLANNING FOR RECRUITMENT AND SELECTION  Job Analysis  Job Qualifications  Job Description  Recruitment and Selection Objective  Recruitment and Selection Strategy STEP 2: RECRUITMENT: LOCATING PROSPECTIVE CANDIDATES  Internal Sources  External Sources STEP 3: SELECTION: EVALUATION AND HIRING  Screening Resumes and Applications  Initial Interview  Intensive Interview  Testing  Assessment Centers  Background Invest  Physical Exam  Selection Decision and Job Offer

RECRUITMENT The process of generating a pool of qualified candidates for a particular job or the process of discovering potential candidates.

RECRUITMENT IS A TWO-WAY STREET

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g r O d C n io z e t a RECRUITMENT PROCESS

SOURCES OF RECRUITMENT

S o c r u e t n x e I E r a r c e R t i u t o S c r u e

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S ID it u c R ly p E e f T d a m r g n ti s P b o J Internal Sources of Recruitment  Refer to hiring employees within the organization internally. In other words, applicants seeking for the different positions are those who are currently employed with the same organization.

Internal Sources of Recruitment

• JOB POSTING / INTERNAL ADVERTISEMENTS A process of posting/advertising jobs within the organization.

• PROMOTIONS A process of shifting an employee from a lower position to a higher position.

• TRANSFER A process of interchanging from one job to another without any change in the rank and responsibilities. • EMPLOYEE REFERRALS A process of hiring new resources through the references of employees, who are currently working with the organization. • RECRUITING FORMER EMPLOYEES A process wherein the ex-employees are called back depending upon the requirement of the position.

• PREVIOUS APPLICANTS The hiring team checks the profiles of previous applicants from the organizational recruitment database.

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x A t y p m E u M b L ti r iv U d n a s g e lC o h c S External Sources of Recruitment • Refer to hiring employees outside the organization externally. In other words, the applicants seeking job opportunities in this case are those who are external to the organization.

External Sources of Recruitment

• SCHOOLS COLLEGES AND UNIVERSITIES The educational institutions such as colleges and universities offer opportunities offers opportunities for hiring students. • LABOR UNIONS/PROFESSIONAL ASSOCIATIONS Help the organization in hiring professionals, technical and managerial personnel. There are many professional associations that act as a bridge between the organizations and the job-seekers. • MEDIA SOURCES / ADVERTISEMENTS The job vacancy is announced through various print and electronic media with a specific job description and specifications of the requirements.

• EMPLOYMENT AGENCIES A good external source of recruitment. These agencies hold a database of qualified candidates and organizations can use their services at a cost.

SCREENING   

Preliminary Application Test of deselection Screening Interviews

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S B C y h f t s iP e p x n ti c u d lE a m r o F There is no definite number of applicants that should be interviewed. The decision will depend on:  The number of Applicants  The quality of their applications  The number and type of jobs available, and  The amount of time available

Selection •

The process of picking or choosing the right candidate, who is most suitable for a vacant job position in an organization. Selection can also be explained as the process of interviewing the candidates and evaluating their qualitied, which are required for a specific job and then choosing the suitable candidate for the position.

Difference between Recruitment &Selection

Basic Selection Criteria

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Selection Process

Selection Methods The three most common methods used are: 1. Testing 2. Gathering Information 3. Interviewing 1. TESTING Tests measure knowledge, skills and ability, as well as other characteristics, such as personality traits Testing Types 1. Cognitive Ability Test 2. Personality Test 3. Physical Ability Test 4. Integrity Test 5. Drug Test 6. Work sample Testing Cognitive Ability Testing It measures the learning, understanding and ability to solve problems, e.g. Intelligence Test Personality Testing It measures the patterns of thought, emotion and behavior, e.g. Myers Briggs Physical Ability Testing It assesses muscular strength, cardiovascular endurance and coordination.

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Integrity Testing It is designed to assess the likelihood that applicants will be dishonest or engage in illegal activity. Drug Testing Normally requires applicants to provide required sample that is tested for illegal substances. Work sample Testing Measures performance on some element of the job.

2. INFORMATION GATHERING Common methods for gathering information include application forms and resumes, biographical data and reference checking. Application Forms and Resume  

Generally, ask for information such as address and phone number, education, work experience and special training At the professional-level, similar information is generally presented in resumes

Biographical Data  Historical events that have shaped a person’s behavior and identity Reference Checking  Involves contacting an applicant’s previous employers, teachers or friends to learn more about the applicant issues with reference checking 3. INTERVIEWS  The interview is the most frequently used selection method.  Interviewing occurs when applicants respond to questions posed by a manager or some other organizational representative (Interviewer).  Typical areas in which questions are posed include education, experience, knowledge of job procedures, mental ability, personality, communication ability and social skills.

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External Sources School Colleges and Universities

Labor Unions

Media Sources

Employment Agencies

Organization

Candidate

Vacant or New Position occurs

Receive education and choose occupation

Generate candidate pool via internal or external recruitment methods

Acquire employment experience

Evaluate Candidates via selection proces

Search for Job Openings

Impress Candidates

Apply for Jobs

Make Offer

Impress company during selection process

Evaluate jobs and companies

Accept or reject job offers

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SALARY NEGOTIATIONS Salary negotiation is done ahead of issuing an offer letter. This is the heart of recruitment and selection process, wherein the actual worth of a right candidate will be evaluated. • A Win-Win Situation Both the candidate and employer should benefit. • Salary negotiation is extremely important, as it can either make or break a selection. Sometimes, hiring managers tend to go overboard and offer an extraordinary package to attract a right candidate. At other times, a potential candidate rejects the offer because it was not up to his expectation. •

MAKING JOB OFFER •

•

The final stage of recruitment and selection. Once a candidate is selected he/she will be issued an offer letter, which describes the designation, job location, role, responsibilities, renumeration, benefits, and a few terms related to the company policies. The process of recruitment and selection starts right from understanding the requirements, sourcing, scheduling, shortlisting, interviewing, selecting and finally issuing the offer letter. The process is not over till the candidate joins.

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ASSESSMENT IDENTIFICATION Instructions: Identify the correct answer according to the definition or description given. Write your answer on the space provided before the number. _______________________1. The process of picking or choosing the right candidate, who is most suitable for a vacant job position in an organization. _______________________2. This is the heart of recruitment and selection process, wherein the actual worth of a right candidate will be evaluated. _______________________3. The final stage of recruitment and selection. _______________________4. The process of identifying and making the potential candidatesto apply for the jobs. _______________________5. It occurs when applicants respond to questions posed by a manager or some other organizational representative. _______________________6. One of the external sources of recruitment whereinthe job vacancy is announced through various print and electronic media with aspecific job description and specifications of the requirements. _______________________7. It refers to the sources of recruitment where the applicants seeking for the different positions are those who are currently employed with the same organization. _______________________8. One of the selection methods that measure knowledge, skills and ability, as well as other characteristics, such as personality traits. _______________________9. A type of test that assesses muscular strength, cardiovascular endurance and coordination. _______________________10.A process of hiring new resources through the references of employees, who arecurrently working with the organization.

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ANSWER KEY

KNOWLEDGE CHECK 1. RECRUITMENT The process of generating a pool of qualified candidates for a particular job or the process of discovering potential candidates.Recruitment is defined as the process of identifying and making the potential candidates to apply for the jobs.

2. SELECTION The process of picking or choosing the right candidate, who is most suitable for a vacant job position in an organization. Selection can also be explained as the process of interviewing the candidates and evaluating their qualitied, which are required for a specific job and then choosing the suitable candidate for the position.

3. PROMOTION A process of shifting an employee from a lower position to a higher position with more responsibilities, remuneration, facilities and status. It refers to upgrading the cadre of the employees by evaluating their performance in the organization.

ASSESSMENT 1. SELECTION 2. SALARY NEGOTIATIONS 3. MAKING JOB OFFER 4. RECRUITMENT 5. INTERVIEW 6. MEDIA SOURCES / ADVERTISEMENTS 7. INTERNAL SOURCES OF RECRUITMENT 8. TEST 9. PHYSICAL ABILITY TEST 10. EMPLOYEE REFERRALS

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REFERENCES

Recruitment and Selection. (2016). Tutorials Point. Retrieved September 15, 2020 from https://www.tutorialspoint.com/recruitment_and_selection/recruitment_and_selection_tut orial.pdf Chapter 5. (2010). Recruitment and Selection. Retrieved September 15, 2020 from http://www2.cipd.co.uk/NR/rdonlyres/194F086A-6EE1-451C-B72AD3C7CFECC435/0/9781843982531_sc.pdf http://www.slideshare.net/umerkhalidhabib/recruitment-and-selection-24053999? from_m_app=android http://www.slideshare.net/AnubhaRastogi/staffing-recruitment-and-selection? from_m_app=android

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