recruitment and selection for hr practices

RECRUITMENT & SELECTION : 

RECRUITMENT & SELECTION www.humanikaconsulting.com

Process : 

Process Analysing the job Writing the JD and PS Deciding the recruitment method Deciding the application method Marketing the job Short-listing the candidates Holding selection events Making a decision & Offer Taking up references Inducting new employee R E C R U I T M E N T S E L C T I O N

Difference : 

Difference Recruitment is the way in which an organization tries to attract the people from whom it will ultimately make selection. Selection is about choosing among the job candidates as who is most likely to perform well on the job, through a fair and accurate assessment of the strengths and weaknesses of applicants.

Purpose of Recruitment : 

Purpose of Recruitment A good recruitment programme attracts ample number of job seekers Simultaneously, the recruitment programme must provide enough information about the job. Meeting this dual objective will minimize the cost of processing unqualified candidates

Slide 5: 

Recruitment Method Company-self Recruitment Outside Agency Recruitment Internal Sources Referrals Unsolicited Applications External Search Press Advertisement University Recruitment E. Recruitment External Sources

RECRUITMENT PIPELINE : 

RECRUITMENT PIPELINE Resume to invitation 5 days Invitation to Test 6 days Individual Test to User Interview 10 days User Interview to Medical Check 5 days Medical Check to Offer 5 days Offer to acceptance 7 days Total length of pipeline 41 days

Selection Process : 

Selection Process

Initial Selection Process : 

Initial Selection Process Academic Test Psychological Test (Potential View) Assessment Center (Competency Based) Interview Medical Check

Tests : 

Tests There are a number of tests an organisation sets for the candidate wishing to receive the job, such as ; I.Q tests Personality tests Aptitude tests

Assessment Center : 

Proses evaluasi perilaku  standar Berdasarkan beberapa masukan (multi tools) Multi assessor / rater – terlatih secara teknis dan Integrasi Hasil mempertimbangkan seberapa sering perilaku tersebut muncul. Meminimalkan Bias/ Subyektifitas Assessment Center

NOT assessment center : 

NOT assessment center 1. Prosedur assessment yang tidak mengharuskan peserta/kandidat mendemonstrasikan perilaku nyata 2. Panel interview atau beberapa kali wawancara sebagai satu-satunya alat atau proses dalam menilai seseorang 3. Ketergantungan pada satu teknik saja, sebagai standar dalam mengevaluasi atau menilai seseorang 4. Hanya menggunakan battery test yang merupakan kumpulan beberapa tes tertulis 5. Evaluasi yang hanya dilakukan oleh satu asesor 6. Penggunaan beberapa simulasi dengan melibatkan lebih dari satu orang asesor namun tidak ada proses pengintegrasian data

Being Used to Help organizations : 

Being Used to Help organizations Develop high-performing (productive : employees, leaders, executives, and work teams), Manage and maximize their talent resources, Reduce training costs Transform organizational culture, Promote self-discovery and willingness to change in employees, Improve succession planning, Improve performance management activities  sesuai dengan standards and models

Assessment Center : 

Assessment Center Multi Methods

Advantages : 

Advantages Comprehensive evaluation Valid; better predictor Training effect for raters Multiple uses More information for decision-making

Disadvantages : 

Disadvantages Requires expertise to develop Developmental time can be lengthy Requires high ratio of raters to participants Requires multiple rooms for administration Time consuming Costs more (time and dollars) Involves more people Still somewhat removed from the job Difficult to administer for large groups Hard to “reschedule” (appeals)

Interview : 

Interview “susah-susah gampang”

Definisi Interview : 

Definisi Interview Interview is an interactional communication process between two parties, at least one of whom has a predetermined and serious purpose, and usually involves the asking and answering of questions. (Stewart & Cash, 2000)

PERBEDAAN ANTARA INTERVIEW DENGAN PERCAKAPAN BIASA : 

PERBEDAAN ANTARA INTERVIEW DENGAN PERCAKAPAN BIASA  Memiliki tujuan  Berstruktur  Ada pengontrol  Bipolar (2 pihak)  Amount of speaking (70 : 30)

Good interview tips : 

Good interview tips Practice, practice, practice ! Having background knowledge of interview creates more self-confidence. Create open-ended questions Get to the interview at least 10 minutes early. Be polite and positive. Eye contact Speak slowly and calmly Dress to impress – smartly. Handshakes should be firm, but not too tight!

Keep On SPIRIT …. : 

Keep On SPIRIT ….