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MODULE 11 - The Process of Recruiting Selecting and Training Employees

process of selecting, training, recruitment of employee on organization

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8 views12 pages

MODULE 11 - The Process of Recruiting Selecting and Training Employees

process of selecting, training, recruitment of employee on organization

Uploaded by

loveyoumwa8
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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The Process of

Recruiting, Selecting,
and Training
Employees
Recruiting, selecting, and training employees is a
crucial process for any organization. It involves
identifying and attracting qualified candidates,
evaluating their suitability, and equipping them with
the skills and knowledge needed to succeed in their
roles.

by Mary Grace Bambao


What is Recruitment?
1 The process of looking for potential applicants
and encouraging them to
apply for existing or anticipated job openings or
“vacancies” within the
organization

It is a two way process that provides


2 opportunities to both those who do not
have people on the job and those people who
are looking for jobs to meet

It is also a set of activities designed by the


3 company to attracts qualified
persons to apply for vacant positions
Steps in Recruitment Process
ORGANIZATION CANDIDATE
1. Vacant or new position occurs 1. Receive education and choose
occupation
2. Generate candidate pool via internal and 2. Acquire employment experience
external recruitment method
3. Evaluation Candidates via Selection 3. Search for Job Openings
Process
4. Impress Candidates 4. Apply for jobs
5. Make an offer 5. Impress company during selection
process
6. Evaluate jobs and companies
7. Accept and reject offer
SOURCES OF RECRUITMENT
INTERNAL EXTERNAL
An organization intends to fill a An organization looks to fill
vacancy within its existing workforce. vacancies from applicants outside of
the company.
Advantages Disadvantages Advantages Disadvantages
Morale of Possible morale
Outside people Longer
the applicant is problems of those
bring new ideas process-
promoted not promoted
Better Political” Larger pool of workers from More expensive process due
assessment infighting for which to find best to advertisement and
of abilities promotions candidates interviews required

Lower cost may Need for


disseminate information management People have a wider May not be effective enough
within the development range of experience to reveal the best candidate
company program
SOURCES OF RECRUITMENT..CONT
INTERNAL EXTERNAL
An organization looks to fill vacancies from An organization intends to fill a vacancy
applicants outside of the company. within its existing workforce.
Advantages Disadvantages Advantages Disadv.
Trainings and orientation
Applicants used their own initiative
are less expensive since
are believed to be better potential
they are already familiar Limited number of applicants
employees because they are serious
with the company
about getting the job.
policies
Favoritism may influence a
Motivator for good manager to recommend a
performance current employee for
promotion to a higher position

Uses of succession of
promotion
Methods of Internal &
External Recruitment
1 Current Employees
2 Newspaper Ads
3 Schools or Educational Institutions
4 Employee Referrals
5 Recruitment agencies
6 Competitors
7 Unsolicited Applications
8 Internet Recruiting
9 Executive Search Firms
Selection
- the process of selecting individuals who
are most qualified for the job.

- For a selection process to be effective, a


company should be able to determine that
an adequate pool or number of candidates is
available.
Steps in Selection Process

1 Establishing the selection criteria


2 Requesting applicants to complete the application form
3 Screening by listing applicants who seem to meet the set
criteria
4 Screening interview to identify more promising applicants
5 Interview by the supervisor/manager or panel interviewers

6 Verifying information provided by the applicant


Requesting the applicant to undergo psychological and
7 physical examination

8 Informing the applicant that he or she has been chosen for


the position applied for
Job Interviews

This refers to the Gives


oral examination opportunity for
of a candidate for recruiters to talk
employment face-to-face with
the applicants

obtain and
synthesize information about the
abilities of the applicant, and analyse
“applicant-job-fit”
Types of Interviews
Directive or Situational
Nondirective structured interview
interview interview
- It presents to
- It does not - It uses a interviewees a
follow any structured, hypothetical
specific interview predetermined situation
format and set or incident and
asks questions as of interview asks how they
they come to questions that would respond to
mind are job-related it
and are asked of -Responses are
-Allows the for every then evaluated
applicant to talk interviewee based on
freely with standards set by
minimum the company or
interruption any industry
benchmark
Types of Interviews
Stress interview Timer interview Panel Interview.
- The interviewer
tries to determine - The applicants face
how an applicant - The applicants a group of
would respond to are all given the interviewers-usually
aggressive, same amount of three
embarrassing, time to or five-who take
awkward, rude, or convince the turns asking
insulting questions interviewer of questions
to assess whether their
he or she can cope up qualifications for -The interviewers
with situations that the job. then consolidate
are highly - Done to test how their observations to
stressful and well applicants make consensus on
demanding while handle grace the overall suitability
maintaining a calm under pressure of the
composure applicant
Employment Tests
These are examinations that assess the probable match between
the applicant and the requirements of the job
Intelligence/aptitude tests Psychological/personality tests
- These are mental ability tests - These measure the basic aspects
that measure the of an
applicant’s learning ability to applicant’s personality such as
understand instructions and dominance, sociability, conformity,
make judgments, motivation, emotional balance, self-
and potential ability to learn confidence, interpersonal behavior
certain skills
1 2 3 4

Performance/simulation tests Physical tests


- This is performed to assess whether the
- These measure the applicant’s ability to applicant’s physical
demonstrate, perform, or duplicate essential health is adequate to meet the
activities in doing the actual requirements of the job
work

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