RECRUITMENT AND SELECTION PROCESS

Recruitment is the process that organizations use to source, attract and identify
candidates for their open positions. The goal of recruitment is to gather as many suitable
candidates for the role as possible.
Recruiters - a person who persuades people to work for a company or become new
members of an organization

Two Types of Recruitment

1. External recruitment: This is when recruiters search for candidates from outside
of their organization. They might do this by posting on job sites, using social media
or posting job descriptions on their own career site. External recruitment can also
involve contacting passive candidates — those who aren’t actively looking for work.
2. Internal recruitment: This involves looking for candidates who already work for
the organization in a different role. Many companies choose to advertise the job
internally before opening up the search to external candidates. This can allow them
to save money since it typically costs less to promote someone than to hire a new
candidate.

Methods of Human Resource Recruitment

1. Job Posting - refers to advertising a job opening or vacancy on the internet, in

newspapers, or in other media sources to attract qualified candidates.
- They usually include a detailed description of the job, its responsibilities, required
qualifications, and other relevant information

2. Word Of Mouth System

- a strategy that convinces existing customers to tell their family and friends about
products they're happy with

3. Unsolicited Walk-In applicants

- persons who go to a corporation or company seeking employment possibilities
without having been invited or known as for a job interview.

4. Campus or University Recruitment

- a hiring method in which companies recruit students for internships at a university
or college.

5. Job Fair and Open House

- the job fair and open house are popularly increasing as recruitment sources. The
organizational representatives of the company gather and interview several
applicants over a period of one to two days in some specified fields. An
advertisement announcing the location of the job fair is posted at least one week
ahead of schedule to attract more applicants.

Selection is the process of assessing candidates’ qualities, expertise and experience to

narrow down the pool of applicants until you’re left with the best person for the role. This
process usually involves conducting interviews and using various tests and assessments
to evaluate each candidate.
Why does recruitment and selection matter?
An effective recruitment and selection process allows companies to source, attract
and identify the best candidates for every open role. This can help to reduce attrition,
increase productivity and even improve the company’s bottom line.

Four Reasons Why an Optimal Recruitment and Selection Process Is Key to an

Organization’s Success

1. Allows you to attract the best talent

2. Reduces turnover and absenteeism
3. Saves your organization money
4. Creates a level playing field

Realistic Job Preview - is a recruiting approach used by an organization to

communicate the important aspects of the job prior to the offer of a position
- Involves giving an applicant an honest assessment of a job

Effective Employment Selection Technique

1. General Mental Ability Assessments - test covers a range of sub-skills that are
fundamental to cognitive ability. These sub-skills include verbal reasoning,
numerical reasoning, abstract reasoning, logical reasoning, spatial reasoning, and
analytical thinking.
2. Situational Judgement Tests - present applicants with a description of a work
problem or critical situation related to the job they are applying for and ask them
to identify how they would handle it.
3. Reference Checks - an objective evaluation of an applicant's past job
performance based on information collected from key individuals (e.g.,
supervisors, peers, subordinates) who have known and worked with the applicant.
4. Sample Work Assignments - a position or post calling for specified duties to
which an employee is assigned for a definite or indefinite period of time but which
has not been designated as a work classification.
5. Job Trials - a brief period of time in which a candidate completes an assignment
or role for a company before human resources (HR) offers them a permanent
position. This allows a hiring manager to determine how well the employee
performs in the position and whether they can meet the responsibilities of the job
6. Interview - is a structured conversation where one participant asks questions, and
the other provides answers.

Types of Interviews

1. Structured Interview − In this type, the interview is designed and detailed in

advance. A structured interview is pre-planned, accurate, and consistent in
hiring the candidates.
 2. Unstructured Interview − This type of interview is an unplanned one, where
the interview questionnaire is not prepared. Here, the effectiveness of the
interview is very less and there is a tremendous waste of time and effort of both
the interviewer and the interviewee.

3. Group Interview − In this type of interview, all the candidates or a group of

candidates are interviewed together. Group interviews are conducted to save
time when there is a large number of applications for a few job vacancies. A
topic will be given to discuss among the candidates and the interviewer judges
the innovativeness and behavior of each candidate in the group.

4. Depth Interview − Depth interview is a semi-structured interview, where the

candidates have to give a detailed information about their education
background, work experience, special interests, etc. And the interviewer takes a
depth interview and tries in finding the expertise of the candidate.

5. Stress Interview − Stress interviews are conducted to discover how a

candidate behaves in stressful conditions. In this type of interview, the
interviewer will come to know whether the candidate can handle the demands
of a complex job. The candidate who maintains his composure during a stress
interview is normally the right person to handle a stressful job.

6. Individual Interview − In an individual interview, the interview takes place

one-on-one i.e., there will be a verbal and a visual interaction between two
people, an interviewer and a candidate. This is a two-way communication
interview, which helps in finding the right candidate for a vacant job position.

7. Informal Interview − Such interviews are conducted in an informal way, i.e.,

the interview will be fixed without any written communication and can be
arranged at any place. There is no procedure of asking questions in this type of
interview, hence it will be a friendly kind of interview.

8. Formal Interview − A formal interview held in a formal way, i.e., the

candidate will be intimated about the interview well in advance and the
interviewer plans and prepares questions for the interview. This is also called as
a planned interview.

9. Panel Interview − Panel interview, as the name indicates, is being conducted

by a group of people. In this type of interview, three to five members of the
selection committee will be asking questions to the candidates on different
aspects. The final decision will be taken by all the members of the panel
collectively.

10. Exit Interview − Exit interviews are conducted for those employees who
want to leave the organization. The importance of the exit interview is to
discover why an employee wants to leave his job.

Creating a Structured Interview

 1. Determine the KSAO
- Conduct a job analysis and write a detailed job description
2. Creating Interview Questions
6 types of Interview Question

1. Clarifier – clarifies the information on the resume of application form

2. Disqualifier – wrong answer will disqualify the applicant from further consideration

3. Skill-level determiner – designed to tap an applicant’s knowledge or skill

4. Future-focused (situational) – applicants are presented with a series of situations

and asked how they would handle each one

5. Past-focused questions (behavioral) – taps an applicant’s experience; questions

focused on behavior in previous jobs

6. Organizational Fit – tap the extent to which an applicant will fit into the culture of
an organization with the leadership style of a particular supervisor.

Writing Cover Letter

Cover Letter – (also known as application letter) a one-page document that you submit
as part of your job application, alongside your resume. Its purpose is to introduce you
and briefly summarize your professional background. On average, your cover letter
should be from 250 to 400 words long.

Cover Letter contains:

1. Salutation - is a greeting used in a letter or other communication.

- Includes the name of the person whom you want to direct the letter
- “Dear Ma’am Villanueva,”
2. Paragraphs – 1. Opening Paragraph
– 1 or 2 sentences long
What is enclosed on your resume
Name of the Job you are applying
How do you know about the job opening
2. Second Paragraph
- 4 to 5 sentences long
States that you are qualified for the job
Provide 3 reason why you are qualified
3. Third Paragraph
- Explains why you are interested in the particular company to which
you are applying
4. Final Paragraph
- closes your letter
- provides information of how you can be reached
3. Signature – above signature use words such as “cordially” or “sincerely”
- sign each cover letter, type your name, address and phone number

Writing a Resume

Resume - is a formal document that displays an individual's professional background

and relevant skills.
Characteristics of Effective Resume
1. Must be attractive and easy to read
2. Cannot contain typing, spelling, grammatical, or factual mistakes
3. Should make the applicant look as qualified as possible without lying

Types of Resumes
1. Chronological resume - focuses on your work experience, starting your current or
most recent one, and following up with the rest - from most to least recent.
2. Functional Resume - illustrates work experiences and abilities by skills areas in
order to highlight strengths rather than specific positions or dates of employment.
3. Combination resumes - also called hybrid resumes
- they combine aspects of the chronological resume and functional resume formats.
- Combination resumes emphasize skills over work experience, like functional
resumes, but like chronological resumes, they display job history prominently.