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RECRUITMENT & SELECTION Part 2 WN

The document discusses recruitment and selection processes including interviews, succession planning, and e-recruitment. It describes different types of interviews and their advantages and limitations. It also discusses placement, orientation, and induction of new employees.

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Noor Mohammad ESSOP
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16 views

RECRUITMENT & SELECTION Part 2 WN

The document discusses recruitment and selection processes including interviews, succession planning, and e-recruitment. It describes different types of interviews and their advantages and limitations. It also discusses placement, orientation, and induction of new employees.

Uploaded by

Noor Mohammad ESSOP
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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RECRUITMENT &

SELECTION (Part 2)
Mrs Luckshini Jokhoo-Goteea
Module: HRMT2105 (B) HUMAN RESOURCE MANAGEMENT 2
University of Technology
Nov 2020
OVERVIEW:
• Interviews
• Types of interviews
• Question styles
• Limitations of interviews
• Succession Planning
• E-recruitment
• Placement/ Orientation
• Induction
Interview
It is an oral examination of candidates for employment where
interviewers are likely to match the information obtained
about the candidates through various means to the job
requirements and their own observation

Advantages?
• Face-to-face selection method
One-to- •
•
Opportunity to establish rapport between the candidates & interviewer
Potentially relaxed atmosphere
One • Candidate may be able to disguise lack of knowledge in a specialist area
which the interviewer himself may know little
Interview • Personal rapport with the candidate may cause weakening of the
interviewer’s objective judgement

Panel
• May consist of two or three people who together interview a single candidate
• HR specialist and the candidates future boss

interviews
• Interviewers make joint assessment of the candidates’ abilities and behaviours

• Where there are a number of individuals with an interest in the selection


• Allowing number of people to see the candidates, and share information about

Selection them; they compare their assessment


• Questions tend to be more varied

board • Candidates may not perform well in a formal, artificial situation


• Board interviews favour individuals who are confident, who project an
immediate and strong image
A variety of question styles may be used:
Problem-solving/
Open-ended Probing Closed Multiple situational Leading
questions questions questions questions questions questions
• Who? • Similar to • Inviting ‘yes’ • Two or more • Present • Lead the
What? open or ‘no’ questions candidates interviewee
questions but answers are asked at with a to give
Where? aim to situation and
• e.g ‘Did you once certain reply
When? discover the ask them to
Why? …?’ or ‘Have • Use to • e.g ‘Don’t
deeper you…?’ encourage explain how you think
• Encourages significance of they would
• Do not allow the that …?’
the candidates’ candidate to deal with it
the • Used to deal
interviewee experiences or talk
interviewee with
to talk, achievements
to express candidates
keeps the • e.g how many
themselves who feel
interview years of highly
flowing service and reticent or
which nervous,
particular jobs simply to
or positions encourage
you were them to talk
occupying
Limitations of Interviews:
• Limited scope – interview too brief to ‘get to know’ the candidates

• Limited relevance – interviews that lack structure and focus may fail to elicit information that is relevant to the
candidates’ future performance & compatibility

• Artificiality – candidates may be on their best behaviour or conversely, so nervous that cause injustice to them

• Lack of skill and experience by the interviewers

• Errors in judgement:

• Halo effect – a tendency for people to make initial general judgement based on a single attribute (neatly dress,
well-spoken, ect)

• Contagious bias – an interviewer changes the responses of the appliocant by suggestions

• Logical error – interviewer may place too much emphasis on isolated strengths and weaknesses or draw unwanted
conclusions
Definition?

Succession Planning
Why succession planning?
Importance of Succession planning
Factors to be considered in succession planning
• Age of the Candidate

• Length of service

• Past Performance of Candidate

• Duties and Responsibilities

• Qualifications
E-Recruitment

Characteristics Advantages Disadvantages


Placement & Orientation
Freshly appointed candidates are
The process of fitting the then given orientation in order to
selected person at the right job familiarize and introduce the
or place company to him

Varies with the


Proper Placement of organizational size, i.e.,
employees will lower the smaller the org. the
chances of employee’s more informal ; larger
absenteeism the org. more
formalized
Employees are made
aware about the mission
and vision, the nature of To build up confidence,
operation, policies and morale and trust of the
programmes of the org. employee in the new
organization
Induction
- is the process of receiving and welcoming an employee when he/she first joins the company,
and giving him/her the basic information he/she needs, to settle down quickly and start work

• Literature about • Handbook should be


the Org friendly and jargon free
• Job description • Should enable
• Brief outline of employee to predict
Terms & Pre- exactly what will
Application Employment happen on the first day
Conditions
Pack Handbook

Cons:
Pros:

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