Human Resource

Management
ELEVENTH EDITION
1
GARY DESSLER

Part 2 | Recruitment and Placement

Chapter 2

Recruitment, Selection & Induction

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All rights reserved. The University of West Alabama
After studying this chapter, you should be able
to:
1. Explain the importance of job analysis in the recruitment &
selection process
2. Describe the steps in the recruitment process
3. Describe how to select new recruits
4. Discuss the issues & problems relating to recruitment &
selection
5. Clarify the importance of the contract of employment
6. Recommend the terms to be included in a contract of
employment
7. Explain the reasons for holding an induction programme
8. Recommend methods & techniques which can ensure an
induction programme is effectively organized

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Introduction
• Recruitment
 The process of attracting suitable people to apply
for job vacancies
• Selection
 The process of choosing a suitable applicant to fill
an available job vacancy

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 Bad Hiring Decision

Costs of mistakes, accidents &

loss of customers

Cost of lowered morale

amongst the employee’s
supervisor & co-workers
Cost of defending a claim of
Costs of bad hiring dismissal without just cause or
decision excuse

Cost of recruiting a
replacement

Cost of training a replacement

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 Steps in Recruitment & Selection Process

Make decision to recruit Offer employment to

1 6
new employee successful applicant
Hold induction once
2 Conduct job analysis 7
employee reports for duty

3 Source for applicants

Collect information on
4
applicants
Select most suitable
5
applicant

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 • Recruitment Requisition Forms
 Require the HOD concerned to provide a job
description of the job to be filled & to justify why
there is a need to hire new staff

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 Alternatives to Hiring Decision

Can the work be outsourced?

Can the work be reorganized &

carried out by existing
employees?

Can the work be automated?

Potential alternatives
Can the work be carried out by
existing employees working
overtime?

If an employee is needed,
should he/she be hired on a
part-time of full-time basis?

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Job Analysis
• A technique of studying a
job to identify the skills,
knowledge, experience &
other requirements
necessary to perform the
job

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 Conducting Job Analysis

Job Analysis

Interviews Questionnaires Observation

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Methods of Collecting Job Analysis
Information: The Interview
• Information Sources • Interview Formats
 Individual employees  Structured (Checklist)
 Groups of employees  Unstructured
 Supervisors with
knowledge of the job
• Advantages
 Quick, direct way to find
overlooked information
• Disadvantages
 Distorted information

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Methods of Collecting Job Analysis
Information: Questionnaires
• Advantages
• Information Source
 Quick and efficient way to
 Have employees fill out
gather information from large
questionnaires to describe numbers of employees
their job-related duties and
responsibilities • Disadvantages
• Questionnaire Formats  Expense and time consumed
in preparing and testing the
 Structured checklists
questionnaire
 Open-ended questions

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Methods of Collecting Job Analysis
Information: Observation
• Information Source • Advantages
 Observing and noting the  Provides first-hand
physical activities of information
employees as they go about  Reduces distortion of
their jobs information
• Disadvantages
 Time consuming
 Difficulty in capturing entire
job cycle
 Of little use if job involves a
high level of mental activity

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Methods of Collecting Job Analysis
Information: Participant Diary/Logs
• Information Source
 Workers keep a
chronological diary/ log of
what they do and the time
spent on each activity
• Advantages
 Produces a more complete
picture of the job
 Employee participation
• Disadvantages
 Distortion of information
 Depends upon employees to
accurately recall their
activities

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Typical questions:
1. What are your main duties/tasks?
2. How much time per day/week/month do you spend on each?
3. What machines/computers/tools/other equipment do you use?
4. If you are required to use a computer, what software do you use?
5. What decisions are you required to make?
6. Does your work require you to work together with staff from any
other department?
7. If you work with other departments, name them & your contacts
8. Are you required to work/interact with any persons who are not
employees
9. If you are required to work/interact with non-employees, describe
these parties

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Job Description
• A list of tasks that a person
working within a specific
position must perform
• A written profile of a job
include:
 Job title, location & grading
 Relationships
 Brief statement on the purpose of the
job
 List of duties & responsibilities
 Terms & conditions of employment to
be given to the job-holder

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 Writing Job Descriptions

Job
Identification

Job Job
Specifications Summary

Sections of a
Typical Job
Working Description Responsibilities
Conditions and Duties

Standards of Authority of the

Performance Incumbent

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 Writing Job Specifications

“What traits and

experience are required
to do this job well?”

Specifications for
Specifications Specifications
Trained Versus
Based on Based on
Untrained
Judgment Statistical Analysis
Personnel

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Job Specification
• Describes the profile of a
person who should be able to
succeed in the job & will guide
the recruitment officer to the
best candidate

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Typical headings;
1. Knowledge, skills & abilities required to
do the job

2. Educational qualifications & work

experience required
3. Physical requirements of the job
4. Personality requirements, where relevant
5. Career path

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Competencies
1. Oral communication
2. Problem-solving skills
3. Written communication abilities
4. leadership
5. flexibility
6. Self-direction
7. Creative thinking
8. Vision
9. The ability to manage conflict
10. External awareness
11. Working with a team

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 The Recruitment Process

Attracting
applicants

Internal External
applicants applicants

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 Finding Internal Candidates

Rehiring Former
Job Posting
Employees

Hiring from
Within

Succession
Planning (HRIS)

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 Methods of attracting people to apply

Employment agencies

Campus, educational
institutions

Employee referrals
Methods

Unsolicited applicant files

Advertising in mass media,

through the internet

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 Advertising in mass media, through
the internet

• May be in form of notices, posters & banners,

put in strategic places
• Inserts in the classified columns of newspaper &
journals
• Can be aired over radio & television
• Good job recruitment advertisement has the
qualities;
 Eye-catching
 Honest
 Not excessively long
 Detailed enough to ensure only qualified candidates
apply
 Able to provide information on how to apply

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Selection Process
• A process of choosing the
most suitable applicant from
a group of applicants, for an
available vacancy

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 Techniques for Collecting Information &
Applicants
Application form & CV

Reference checks

tests
Sources

Interviews

Assessment centre activities

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 Information in CV

Personal details of the

1 applicant

2 Educational qualifications

3 Working experience

4 Specific skills

Interests or recreational
5
activities

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 Selection tests

• Two crucial concepts; tests must be valid &

reliable
• Valid test – one that measures what it
intends to measure, test the ability to
perform a particular job
• Reliable test – one which gets consistent
results if repeated or if different testers are
used
• Popular types of test;
 Performance tests
 Aptitude tests
 Personality tests
 Intelligence tests
 Medical tests

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 Selection Interviews

Planning the Conducting the

interview interview

INTERVIEW

After the
interview

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 Planning the Interview

Roles of the interviewer

The topics for

The timing The venue
discussion

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Conducting the interview;

1. Avoid stress techniques

2. Establish rapport
3. Ask the right questions

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 Interviewer’s Checklist

Study job description & person

specification

Prepare interview timetable

Study application form & note

Prepare areas for discussion

Prepare interview assessment

form

Ensure suitable interviewing

room is booked

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 Interview

1 Welcome applicant

2 Ask relevant questions

3 Listen, listen & listen

4 Do not argue or criticize

5 Invite questions

6 End politely

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Induction
• The process by which the
new recruit is familiarized
with the working
environment

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 Induction of New Employees

Purpose of
Induction

Duration of an Contents of a
Induction Formal Induction
Programme Programme

Organizing the
Scheduling of
Induction
Induction
Programme

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