Recruitment and Selection

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PowerPoint Presentation:

1 Recruitment and Selection “An Introduction”



Importance of “Human Resource”:

Importance of “Human Resource” Staff is the most important resource of an organization. Human resource is the key ingredient to success. “ Human resource ” creates organizational accomplishments and innovations.



Components of a HRM System:

Components of a HRM System Recruitment/ Decruitment Training/ Development Compensation & Benefits Performance Management Human Resource Planning Orientation Selection Career Development HRM

PowerPoint Presentation:

Current Issues Of Human Resource Management

Current Issues Of HRM:

Current Issues Of HRM Workforce Diversity : A workforce that’s more heterogeneous in term of gender, ethnicity, age and other characteristics that reflect differences. Selection Recruitment Orientation & Training

Current Issues Of HRM (continued):

Current Issues Of HRM (continued) Work-Life Balance : Balance between family life and work life. Employees can not leave their families. Family Friendly Benefits Dual Career Couples

Current Issues Of HRM (continued):

Current Issues Of HRM (continued) Environmental Pressures: External stakeholder interests, such as Union interests, situational factors (local labor market), can influence HRM. Organizations react to these pressures

Current Issues Of HRM :

Current Issues Of HRM Four C’s Model For Evaluating Human Resources Competence Commitment Congruence Cost effectiveness

Recruitment and Selection:

© 2010 by Nelson Education Ltd. 11 Recruitment and Selection Recruitment Generation of an applicant pool for a position or job in order to provide the required number of candidates for a subsequent selection or promotion program. Achieve management goals and objectives, while meeting current legal requirements Examples: Internal postings, referrals, job advertisements

Why Recruitment and Selection Matters:

Why Recruitment and Selection Matters Selection Choice of job candidates from a previously generated applicant pool in a way that will meet management goals and objectives as well as current requirements. Examples: Interview and cognitive ability test © 2010 by Nelson Education Ltd. 12

PowerPoint Presentation:

Process Map Develop Job Specification Develop Staffing Strategy/Plan Source & Screen Candidates Prepare & Plan for Interviews Interview Assess & Select Extend Offer Bring on Board Close Deal Identify Need

The major stakeholders:

University of Bedfordshire 14 The major stakeholders individuals (employees, prospective employees, and their families) employers – organisations in private, public and ‘third sector’ government HR professional practitioners and the HR profession

Contextual factors:

University of Bedfordshire 15 Contextual factors S ocial T echnological E conomic E nvironmental P olitical L egal E thical D emographic

The Changing Context:

University of Bedfordshire 16 The Changing Context ‘old’ ‘new’ Relatively static economy  Fast-changing world Relatively static business  strategies Continually evolving business strategies Durable products  Short product life cycles Stable customer needs  Changing customer needs Well-defined markets  Global market place Clearly identified customers  Source: Stalk, Evans & Shulman (1992) Thousands of potential customers

Importance of Recruitment and Selection:

Helps to get a proper candidate. Help to increase success rate. Help to reduce the probability. Helps to get organizations legal and social obligations. Helps to increase organization and individual effectiveness. Importance of Recruitment and Selection

Why is recruitment and selection so important?:

Why is recruitment and selection so important? Costs of mistakes : engaging incompetent underqualified, unmotivated employees; employing another person requires repeating the process and generates costs

Challenges in the Hiring Process:

Challenges in the Hiring Process Determining the characteristics most important to performance Measuring the characteristics that determine performance Evaluating applicants motivation levels The motivation factor --- performance = ability + motivation+ opportunity Who should make the selection decision?

Making the Process Effective, addressing the Challenges:

Making the Process Effective, addressing the Challenges When Applicants and Organizations Misrepresent Themselves The Costs of Traditional Recruitment Human Factor Financial Factor Addressing the Problem: Realistic Recruitment How RJPs Work The Medium of the RJP Time of Administration of the RJP Realistic Recruitment and the Communicative Organization

Realistic Recruitment:

Realistic Recruitment Why is understanding the process of how organizational members are recruited and selected (or not selected) important? How does communication during the recruitment process affect individual and organizational outcomes? How do applicants intentionally mislead employers? How do employers intentionally mislead applicants?

Realistic Recruitment:

Realistic Recruitment Exchanging realistic, truthful information during the recruitment and selection process will benefit both the individual and the organization, affecting job satisfaction, organizational commitment, job performance, and turnover.

Applicant Misrepresentations:

Applicant Misrepresentations Misrepresent Qualifications “stretch the truth” on application and resume Overstating qualifications Providing altered or nonexistent academic credentials Including phony references Misreporting previous work history Exaggerations and Lies

Employer Misrepresentations:

Employer Misrepresentations Traditional Recruitment Positive characteristics are communicated to outsiders Advertised features are distorted to make them even more positive Any information (regarding details of the job or aspects of the organizational culture) that might seem unattractive to a potential employee is not communicated Inflated Expectations Low Performance ---> Involuntary Turnover Low Commitment ---> Voluntary Turnover

Realistic Recruitment & CO:

Realistic Recruitment & CO Traditional Recruitment practices contribute to unmet expectations, dissatisfaction, and turnover Realistic Recruitment attempts to ANTICIPATE and ADDRESS misunderstandings before they occur Treats recruits in a more ethical manner Match expectations with reality Results in satisfaction, performance, and job retention LACK of Information or MISLEADING Information leads to Misunderstandings CONFLICT IN VALUES LACK OF INFORMATION STRATEGIC COMMUNICATION PLANNING Construct Strategy Move from traditional to realistic recruitment Move from PROBLEM to SOLUTION Verbal RJPs presented by a credible source have the strongest relationship to relevant outcomes Psychological Immediacy Exchange assessment

Benefits of RR:

Benefits of RR Potential benefits Met expectations Increased job satisfaction Increased performance Reduced Turnover


BOTTOM LINE The communicative organization urges thoughtful and ethical behavior--realistic recruitment practices meet these criteria.




29 Summary Effective recruitment and selection Contributes to organizational productivity and worker growth. Carried out within the context of an organizational system and external environment.

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