Describe the job - job description The Recruitment and Selection Process New work Existing work not being completed Is there a vacancy? Analyse the job.

Slides:

Advertisements

Similar presentations

Something to think about!

Advertisements

Higher Administration Administrative Services Outcome 3 Recruiting, Developing and Supporting Staff.

Lived Experience Recruitment Panel Members Training Workshop.

Chapter Eleven Selection: The Classic Trio

Behavioural Interviewing

HR1 – Recruitment & Selection Dee Mullner and Mary Smith

Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 6.1 Views on Recruitment An area where there are important.

Recruitment and Selection. Selection and Engagement of Personnel Formulation and implementation of systematic approaches to Selection The application.

PUBLIC ADMINISTRATION HR OFFICE Conducting An Effective Interview Marika Fsadni M. FSADNI & Associates 9 October 2014.

Governing Board for the Inkomati CMA Inaugural Meeting Planning 22 nd September 2005.

HRM2 Selection interviewing – review 25 October 2006.

Marketing Your Postgraduate Research Qualification.

HRM2 Selection interviewing Nick Kinnie. 2 Introduction: aims Understand the importance of face-to-face skills and types of interactions - recap Identify.

Mullins: Management and Organisational Behaviour, 7th edition © Pearson Education Limited 2005 CHAPTER 20 Resourcing the Organisation Management and Organisational.

EFFECTIVE RECRUITMENT AND SELECTION

© Careers Advisory ServicePage 1 Interview Skills Careers Advisory Service.

Hiring Process Fact Sheet This fact sheet outlines Goddard Space Flight Center’s hiring process, which is based on the Office of Personnel Management's.

Human Resource Planning

Copyright 2007 – Biz/ed Recruitment and Selection in Travel and Tourism BTEC Travel and Tourism.

Recruitment & Interviewing

Interviewing Skills For Hiring Managers. © Business & Legal Reports, Inc Session Objectives By the end of this session, you will be able to: Recognize.

Recruitment and Selection

… what to do and what not to do Elspeth Wedgwood.

7.1 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Understanding Organisational Context 2e Slides by Claire Capon Chapter.

Job Interview Techniques

Human Resource Management Selection Methods

RECRUITMENT AND SELECTION OF STAFF

POLICY STATEMENT The Council is committed to appointing the best person for the job based on their skills, experience,ability to do the job and potential.

EPA RECRUITMENT AND SELECTION PROCESS Thursday March 8, 2007 Ann Penn Equal Opportunity/ADA Officer.

Recruitment and Selection Why do we need to get it right ?

An Introduction to the HR Management Standards for Nonprofits Module 2 Getting the Right People Please open this link at the beginning of class.

The Recruitment and Selection of Travel and Tourism Staff Human Resource Management -Session 4 Suhel Khan.

Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 7.1 Importance of Selection The search for the perfect.

Human Resource Management Selection Methods

© 2013 by Nelson Education1 Selection III: Interviewing.

The NHS KSF Learning Programme Days One & Two [Sessions 1- 6] The NHS Knowledge and Skills Framework.

EFFECTIVE RECRUITMENT AND SELECTION

Human Resource Management

BSBHRM506 Manage Recruitment selection and induction processes

IB Business & Management

RECRUITMENT AND SELECTION PROCESS. WHY RECRUIT? The growth of the business – new jobs, more existing jobs Changing job roles within the business – decline.

1 Recruitment Learning Objective: To understand the Stages of recruitment and Selection.

RECRUITMENT. THE RECRUITMENT PROCESS identify the vacancy draw up the job description draw up the person specification advertising the vacancy short listing.

Briefly describe the steps in selection procedure of employees.

6.3.2 M AKING HUMAN RESOURCE DECISIONS : IMPROVING ORGANISATIONAL DESIGN AND MANAGING THE HUMAN RESOURCE FLOW AQA Business 6 D ECISION MAKING TO IMPROVE.

TOPIC-MODERN RECRUITMENT SYSTEM IN TRAVEL AND TOURISM ORGANISATION

RECRUITMENT AND SELECTION

1.4 M ANAGING PEOPLE R ECRUITMENT, SELECTION AND TRAINING Edexcel Business T HEME 1: M ARKETING AND PEOPLE How do staff flow in to a business? How.

Investing in People. People Investment Planning Factors Succession planning Skill sets of current employees Staff training-on-the-job training and off-the-job.

© 2013 by Nelson Education1 Selection III: Interviewing.

Recruiting Training and Motivating Staff Unit 23.

Recruiting Senior Leaders John Carter - Principal Consultant Randstad Education Shaping the world of education Areté -Leaders in learning.

Recruitment and Selection. Recruitment Procedures WHY do we need to recruit? Promotion – old position becomes available 2. Retirement 3. Death 

Business Management - Intermediate 2Business Decision Areas © Copyright free to Business Education Network members 2007/ B111/078 – BDA.

Recruitment, Selection & Employment Unit 8. Starter Activity Think about the definitions for the following words: Recruitment Part time workers Full time.

Lecture 5b) Selection. 3. SELECTING CANDIDATES "… predicting which candidate(s) will make the most appropriate contribution to the organisation - now.

Human Resource Management Chapter 12. Definition of Human Resources Management The process of attracting, developing and maintaining a quality workforce.

Interview Techniques LM10597 Designed by Learning Materials.

Selecting and appointing staff

The recruitment process

RECRUITMENT & SELECTION

Lesson Objectives To understand the key stages in recruiting employees to a business. To understand that both skills and attitude are important in the.

Dr. Salim Abdullah Alshukaili

Human Resource Management

Recruitment & Selection Process For Talent Acquisition

MANPOWER PLANINING, RECRUITMENT & SELECTION

Presentation transcript:

Describe the job - job description The Recruitment and Selection Process New work Existing work not being completed Is there a vacancy? Analyse the job and competencies Stage 1 Recruitment Staff replacement Describe the person to do the job - person specification Yes

Define the employment terms and conditions (inc. salary level/grade) Is the new job/replacement authorised? Who are the target groups of candidates? Yes - by CEO or senior manager InternalExternal The Recruitment and Selection Process Stage 1 Recruitment Consider alternative methods of attracting a field of candidates

The Recruitment and Selection Process Stage 1 Recruitment Log all enquiries and applications Decide with HR how the vacancy will be advertised Draft the job advertisement and agree Organise selection programme - who will be involved in shortlisting, testing and interviewing?, dates, interview briefing etc.

The Recruitment and Selection Process Stage 2 Selection Shortlist applicants against person specification PossibleUnsuitable Reject Test (if appropriate) Interview Make reception arrangements and invite candidates to:

Review selection data (interview notes, test results, qualifications, references etc.) and assess against person specification The Recruitment and Selection Process Stage 2 Selection Make offer (subject to medical) Select and rank suitable candidatesUnsuitable Reject Confirm suitable references have been received SuitableUnsuitable Reject

Evaluate effectiveness of the recruitment and selection project The Recruitment and Selection Process Stage 2 Selection Confirm offer Candidate accepts Candidate rejects Explain joining instructions Make induction arrangements Call in reserve candidates Re-start the recruitment and selection procedure

Step 6 - Shortlisting The essential criteria are agreed in consultation with interviewer/panel members from the person specification Application forms are sifted and key points are compared with the person specification on an individual basis The shortlisting process is objective, focusing upon the positive aspects, rather than the negative Care is needed to avoid personal bias The selector discusses their shortlist with other panel members and agreement is reached

application form CVs covering letter telephone screening references/recommendations graphology biographical data psychometric testing (e.g. skills, aptitude and/or personality) assessment centres interview Selection techniques

The interview is the most popular selection method and is described as: “a controlled conversation with a purpose” Torrington 1995 The Selection Interview Selection techniques

The purposes are as follows: - To collect data to determine how successfully the individual would perform in the job for which they have applied, by measuring them against pre-determined criteria To provide the candidate with full details of the job and the organization to facilitate their decision making To conduct the interview in such a way that candidates feel they have been given an objective and fair hearing The Selection Interview Selection techniques

Webster (1964) concludes that Interviewers decide to accept or reject a candidate within the first three minutes of the interview and spend the remainder of the time seeking evidence to confirm their first impression. Interviews seldom alter the tentative opinion formed by the interviewer seeing the application form and the appearance of the candidate. Interviewers place more weight on evidence that is unfavourable than evidence that is favourable. Selection techniques The Selection Interview

Put the candidate at ease Ask questions to elicit useful data against the selection criteria Give the candidate information about the organisation Do not give any signals about performance or make any commitment to selection choice Close the interview by giving an indication about next steps Selection techniques The Selection Interview – Structure

Strategies: Situational or Behavioural interviewing Questions Easy, relaxing questions (cliched or personal questions) Open or closed questions Leading or multiple questions Probing Selection techniques The Selection Interview – Questioning Techniques

Evaluation of recruitment and selection Consider how you could effectively evaluate the recruitment and selection process.