Recruitment, Selection

and Placement

Hiring the Right Person: Recruitment

Recruitment is a process by which
prospective applicants are included to
apply to the company in order that their
qualifications for present and anticipated
vacancies can be evaluated through sound
screening and selection procedure.

METHODS OF RECRUITING
INTERNAL METHOD OF RECRUITING
This concept is referred to as promotion from

within.

EXTERNAL METHOD OF RECRUITING

This method maybe effective in attracting

individuals who may either be highly qualified

or more qualified than the current employees
but is not in the organization.

Internal Recruitment
Supervisory Recommendations:

-Candidates are chosen or nominated by hiring

supervisor. Managers or supervisor will typically
nominate individuals whose capabilities are well known
to them.
Job Posting:

-The process of announcing job openings to employees.

Job information must be made available to all
employees.
Employee Referrals:

-Firms ask their employees to solicit applications from

qualified friends and associates.

External Recruitment
Help-Wanted Advertisement

-Newspapers, Multimedia, Magazine or Internet

Internship
Special Events (JOB FAIRS)
Walk-in Candidates
On-Line Recruiting

-The use of computer technology facilitates the process

of matching with the positions

Advantages & Disadvantages

of Sources of Applicants

INTERNAL SOURCES
Advantages
Morale
Better assessment of
abilities
Lower cost for some jobs
Motivator for good
performance
Have to hire only at entry
level

Disadvantages
Inbreeding
Possible morale
problems of those
not promoted
fighting for
promotions
Requires strong
management
development
program

Advantages & Disadvantages

of Sources of Applicants

EXTERNAL SOURCES
Advantages
new blood, new
perspectives
May bring competitors,
new insights
Helps meet equal
employment needs

Disadvantages
May cause morale
problems for
those internal
candidates
Longer adjustment
or orientation
time
May bring in an
attitude from
previous Company.

Selection and Placement

Selection

-is the process of gathering legally defensible

information about job applicants in order to
determine who should be hired for long- or
short-term positions.
Placement

-is concerned with matching individual skills,

knowledge, abilities, preferences, interests, and
personality to a job.

The importance of selection and placement;

To fairly and without any element of discrimination evaluate job

applicants in view of individual differences and capabilities .

To employ qualified and competent hands that can meet the job

requirement of the organization

To place job applicants in the best interest of the organization and

the individual.

To help in human resources manpower planning purposes in

organization.

To reduce recruitment cost that may arise as a result of poor

selection and placement exercises.

THE SELECTION PROCESS

1. Screening Interview
Usually conducted by telephone.
Not done in all organizations.
A few straight-forward questions.
Can eliminate those less qualified early in the

selection process.

2. Application Form

Gives a job-performance-related synopsis of applicants

life, skills and accomplishments.

3. Selection Test
Different types of selection tests may be administered,
depending on the job and the company. generally tests are
used to determine the applicant's ability, aptitude, and
personality.
SELECTION TEST: Any instrument that is used to make a
decision about a potential employee.
STANDARDIZATION: Uniformity of procedures and
conditions related to administering tests.
RELIABILITY: The extent to which a selection test
provides consistent results
VALIDITY: The extent to which a test measures what it
claims to measure. Do higher test scores relate to higher
success on the job?

4. Comprehensive Interview
The comprehensive interview is designed to probe areas not
easily addressed by the application form or tests, such as
assessing candidates motivation, values, ability to work
under pressure, attitude and ability to fit in organizational
culture.
EFFECTIVE INTERVIEW
Review the Job Description and Job Specifications
Prepare set of questions to be ask
Review resume/application form
Listen carefully, take a few notes
Close the interview, write your evaluation.

5. Background Investigation
Reference and Background checks
Many employers request names, address, tel. nos. or

references to the purpose to verify information and

gaining additional background information of an applicant.

6. Medical/Physical Examination
The last step in the selection process may consist of
having the applicant take a medical/physical exam.
Physical examinations can be used as a selection device to
screen out individuals who are unable to physically comply
with the requirements for the job.

CONGRATULATIONS!
You have a new employee!