You are on page 1of 11

The process of choosing individuals with qualifications needed to fill jobs in an organization.

Series of specific steps to decide which recruits should be selected. Organizations need qualified employees to succeed.

Hire hard, manage easy. , Good training will not make up for bad selection.

Recruitment

and selection together called employment function Receiving applications Interviewing applicants Administering tests to applicants. Conducting background investigations. Placing and assigning new employees. Coordinating follow-up of new employees. Exit interviewing departing employees . Maintaining employee records and reports

Work
Cost

performance depends on the individual.

incurred in recruiting and hiring personnel. possible outcomes of selection

Four

Easier

for the applicant.


contact with the applicants.

Facilitates Helps

operating managers to concentrate on their responsibilities.

Hiring

is done by specialists trained in staffing techniques.


cost may be reduced.

Hiring

Elimination

of the unqualified applications. Pre-Screening Interview : Purpose: verify minimum qualifications. Electronic Screening Use applicant tracking systems when: The volume of applicants is large The quality of hires needs to be increased Hiring cycles need to be shortened The cost of hiring needs to be reduced

Cognitive

Ability Tests: Measure an individuals thinking, memory, reasoning, and verbal and mathematical abilities.
Ability Tests: Measure an individuals strength, endurance, and muscular movement. Sample Tests: Require an applicant to perform a simulated task

Physical

Work

Personality

Test: how they will function in a particular working environment.


Tests: Measure an individuals dexterity, hand-eye coordination, arm- hand steadiness, and other factors.

Psychomotor

Graphology

Test :to analyze the handwriting of an individual.

Formal
In-depth

conversation selection device

Excellent Two

way exchange of information

Absence

of reliability Lack of validity Snap judgments Negative emphasis Halo effect Biases and stereo typing Cultural noise

Falsification of Background Information Many applications and resumes contain factual misstatements or significant omissions. Sources of Background Information Previous-employment records Criminal records Drug tests Education/degree documentation Professional certifications/licenses Motor vehicle records Credit history Honesty tests Social Security number Sex offenders lists Workers compensation records Military records

You might also like