1. Copyright 2005 Talent Connections. All Rights Reserved. RECRUITMENT AND SELECTION CHAPTER 4 BY Miranda

2. Copyright 2005 Talent Connections. All Rights Reserved. RECRUITMENT AND SELECTION RECRUITMENT Activity concerned with searching and attracting qualified applicants for positions that are vacant or will be vacant. Logical step to follow approved HR plan OBJECTIVE: Provide a group of qualified candidates for selection.

3. Copyright 2005 Talent Connections. All Rights Reserved. Factors Affecting Recruitment 1.Size of the organization 2.Community employment condition 3.Effective past recruitment 4.Working condition, salary and benefit packages 5.Growth of the organization

4. Copyright 2005 Talent Connections. All Rights Reserved. PROCESS OF RECRUITMENT 1.Preparation of HR plan 2.Keeping contact with recruitment sources 3.Notification of job opening 4.Review of JD and JS 5.Internal sources 6.External sources 7.Candidates are selected 8.Evaluation of recruitment efforts

5. Copyright 2005 Talent Connections. All Rights Reserved. SOURCES OF RECRUITMENT 1.Internal 1.Present employees 2.Friends of employees 3.Former employees 2.External 1.Advertising 2.Employment agencies 3.Campus recruitment 4.Executive search 5.Professional organizations 6.Walk-in applicant 7.Electronic recruitment

6. Copyright 2005 Talent Connections. All Rights Reserved. SELECTION The process of choosing individuals from a pool of applicants who are most likely to achieve the goals of the jobs that may be assigned to them.

7. Copyright 2005 Talent Connections. All Rights Reserved. SELECTION PROCESS 1.Initial screening 2.completion of the application form 3.Employment test 4.Comprehensive interview 5.Background investigation 6.Physical examination 7.Job offer 8.HIRE (SELECT)

8. Copyright 2005 Talent Connections. All Rights Reserved. EMPLOYMENT TEST 1.Aptitude tests 1)Verbal ability 2)Numerical ability 3)Perceptual speed test 4)Spatial test 5)Reasoning test 2.Psychomotor tests 3.Job knowledge test 4.Proficiency test 5.Interest tests 6.personality

9. Copyright 2005 Talent Connections. All Rights Reserved. Aptitude test- These are used to measure and applicant’s capacity or potential to learn and perform a job. a.Verbal ability test- This is used in measuring a person’s ability to use words in thinking planning and communicating. b.Numerical ability test- This is used in measuring ability to perform the fundamental mathematical operations

10. Copyright 2005 Talent Connections. All Rights Reserved. c. Perceptual speed test- This test is used to measure an applicant’s ability to recognize similarities and differences. d. Spatial test- This one is used to measure ability to visualize objects and determine their relationships. e. Reasoning test- This is a test used to measure ability to analyze facts and make correct judgments based on logic

11. Copyright 2005 Talent Connections. All Rights Reserved. 2. Psychomotor tests- These tests are very useful when hiring people to fill jobs in workplaces like factories, construction sites, etc. These tests are used to measure an applicant’s strength, finger dexterity, manual dexterity, wrist finger speed, and speed of arm movement. 3. Job knowledge test- This is used to measure the knowledge of the applicant regarding the job.

12. Copyright 2005 Talent Connections. All Rights Reserved. 4. Proficiency test- These are used to measure how well an applicant performs a portion of the job. 5. Interest test- When properly administered, interest tests will show how interested an applicant is to the job. The premise is that a person who is interested in what he is doing will probably do it well. Sincerity in responding to test questions, however, has always been a concern.

13. Copyright 2005 Talent Connections. All Rights Reserved. 6. Personality test- The purpose of these is to determine if the personality characteristics of the applicant fit well to the proposed job. The traits measured include dominance, tolerance, extroversion, aggression, self- esteem, authoritarianism, neuroticism, and independence.

14. Copyright 2005 Talent Connections. All Rights Reserved. SELECTING MANAGERS 1.Assessment centers Is a process in which multiples raters evaluate applicants or job incumbent on their managerial potential. 2.Panel interview Interview undertaken by a panel

15. Copyright 2005 Talent Connections. All Rights Reserved. QUESTIONS?