2. The process by which
prospective applicants are
attracted to apply to the
company in order that their
qualifications for present
and anticipated vacancies
can be evaluated through
sound screening and
selection procedure.

3. Danger Signals in Recruitment
The recruitment officer should watch out for the following
in the applicants:
•
Stability on the job (Does the applicant intend to
remain long in the company?)
•
Job-hopping or frequent changing of jobs
•
Bad habits (Does the applicant gamble and/or drink
liquor excessively?)
•
His associates or gang (What kind of people does he
go with?)
•
Financial habits (Does he live beyond his means?)
•
Environmental factors
•
Absenteeism prone
•
Tardiness
•
Physical handicaps that may directly affect
performance.

4. 1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
Study the different jobs in the Company
Requisition for a new employee
Recruit qualified applicants
Sight-screen applicants
Have application form filled out
Select those who will undergo testing
Check the applicants’ work experiences, school records
and personal references.
Interview applicants
Match the applicant with the job
Do the final selection of the best qualified
Have applicants undertake physical examinations and
secure security clearances
Hire the chosen candidate

5. 1.
2.
3.
4.
Defining the vacancy
Attracting applicants
Assessing Candidates
Making the final decision
It answers a series of questions:

Who do we want?

How can we attract them?

How can we identify them?

How do we know we have got it
right?
(Storey & Wright, “Recruitment & Selection”, In Beardwell &
Holden, 2001)

6. 1.
2.
3.
4.
5.
Informal personal contacts e.g.
existing employees, informal
grapevine, and speculative
applications.
Formal personal contacts such as
leaflets, job fairs, open days
Notice boards
Advertising using tri-media and
internet
External assistance
(Storey & Wright, “Recruitment & Selection”, In Beardwell &
Holden, 2001)

7. 1.
2.
3.
4.
5.
6.
Interview
Tests
Assessment
Centres
Job simulation /
work sampling
References
Other methods
(graphology and
astrology)

8. Employment Tests
•
•
•
•
•
•
•
•
•
Mental Alertness Test
Clerical Aptitude Test
Shop Arithmetic Test
Mechanical Aptitude Test
Space Relations Test
Proficiency Test
Vocational Interest Test
Dexterity and Manipulation Test
Personality Test

9. Organizational
Stage
Recruitment-Selection Function
Start-up
Attract the best technical and professional
talent
Growth
Recruit adequate numbers and mix of qualified
workers; Manage succession planning and
rapid internal labor market movements
Maturity
Less emphasis on recruitment; encourage
sufficient turnover to minimize layoffs and
provide new openings.
Decline
Little recruitment and selection; planning and
implementing workforce reductions

10. Self Check: Arrange the following steps for recruitment, selection
and hiring
Recruit qualified applicants
Have application form filled out
Interview applicants
Select those who will undergo testing
Requisition for a new employee
Match the applicant with the job
Study the different jobs in the Company
Have applicants undertake physical examinations and
secure security clearances
Hire the chosen candidate
Do the final selection of the best qualified
Sight-screen applicants
Check the applicants’ work experiences, school records and
personal references.

11.  With the same grouping in the job design project, use the
information gathered on job designs available in your
chosen company/organization, create the following:
 Job Vacancy Advertisement
 Include position available
 Minimum qualifications
 Requirements to submit
 Instructions for applicant
 Contact person
SUBMISSION: POST THE MS WORD FILE/ PHOTO SCREENSHOT
ON THE FACEBOOK GROUP with your group’s members names on
or before Jan. 10, 2013 (On time submissions will get additional 5
points)

12.  Choose a partner and practice a job interview dialogue
between a job interviewer and a job applicant. (Watch the
link posted on the group for ideas)
 JOB INTERVIEWER: Prepare at least 5-7 questions needed
for you to recruit the correct person for the job you want to
be filled.
 JOB APPLICANT: Prepare possible answers to questions
that may be asked during a job interview.
 DEMO will be on Jan. 16, 2013
 NOTE: You can group into three, however the output will
be in the form of a video presentation, the third member
will direct and record the conduct of the interview. Post the
video output link on the fb group on or before Jan. 15, 2013.