Hrm, lecture 4

sanchawa, DH( BPA &MPA) 1

RECRUITMENT AND
SELECTION
11/10/2012 Sanchawa, Denis . H

Recruitment and selection
2

 "Recruitment is the process of enticing a
prospective employee to fill in a vacant
position through advertising, while selection is
the process of choosing the appropriate
candidate from the result of the recruitment.
Recruitment is the introduction of the
opportunity for you to apply and selection is
choosing the right candidate for the position.
citehr.com is a good source.“(Noah,2003)

sanchawa, DH( BPA &MPA) 11/10/2012

Selection defined
3

 To select means to choose.
 It is a part of the recruitment function.
 It is the process of choosing people by
obtaining and assessing information about the
applicants (age, qualification, experience and
qualities) with a view of matching these with
the job requirements and picking up the most
suitable candidates.
 It is the process of choosing the most suitable
persons out of all applicants.

definitions
4

 Selection can also be defined as a process of
matching the qualifications of applicants with
job requirements.
 It is a process of weeding out unsuitable
candidates and finally identify the most
suitable candidates.
 It may also be described as a process of
rejection because generally most candidates
are turned away those who do not qualify for
the post.

The purpose of selection
5

 The purpose of selection is to pick up the most
suitable persons who would match the
requirements of the job and the organization
.i.e. the optimal match between the person and
the job.
 To choose the best person available. However,
there could be a real problem with such an
objective if the Job is not appropriate for the
person concerned.


Purposes of selection
6

 Selection is an important HRM function as an
organisation can achieve its goals without
selecting the right people.
 Proper selection and placement of employee
can build stable workforce and reduce
absenteeism and labour turnover.
 Effective selection is also helpful in increasing
the efficiency of the organization.


Criteria of Selection
7

 Selection decisions are usually based on how
an applicant is rated (rather, predicted) in
terms of the likelihood of success on the job.
 The selection criteria must base on job
description and specification derived from job
analysis.
 Frequently educational qualifications, technical
skills and achievements are used as the basis
for selection .


Criteria of selection
8

 Integrity loyalty, initiative/drive/resourcefulness
and intelligence/mental alertness are the key
attributes influencing the selection criteria and
more specifically to managerial employees .
 There should be a special person with an
authority to select.
 There must be sufficient number form whom
the required number of employees may be
selected.


Steps in selection process
9

 Selection process consist of a series of steps
where by at each stage certain fact can be
realized.
 However there is no standard selection
procedures to be used in all organisations for
all jobs.
 Thus there following are some of the steps
which are used in selection process in most of
the organizations.
1.Receipt of application letters
2.Cherking personal data. This is done by HR
department in collaboration with user

10

3. Testing
Testing can be of different categories such as;
intelligence tests , aptitude tests, achievement
tests , pip tests (personality), projective tests .
All these can be done depending on the type of
the job for example a lecturer can be
requested to deliver a lecturer on a selected
topic in his or her field of specialization.


Selection process
11

4.Selection interview
In here a formal conversation is conducted to
evaluate the applicant’s suitability for the job
applied for.
5. Supervisors interview
supervisor must also be included in the interview
panel so that he or she can ask the candidate
questions related to the technical issues relating
to the job. Generally supervisor is the one who
give the candidate a job.

Criteria's for effective selection
12

 Educational qualification
 Relevant experience
 Attitude
 Technical know how
 Physical characteristics


Guidelines for effective interview in
13
selection process
 Clear objectives to be achieved ; this should
be determined by HR manager .
 Establishing and maintaining a report with the
candidates through several ways such as
good listening, candidate being polite, greet
the candidate.
 Listening to the candidate
 Observe the candidates body language
 Give an opportunity to the candidate to ask
.question if any

Guidelines for effective
14
interview
 Frame the questions clearly
 Avoid bias
 Subjectivity( assessing an individual either
favorably or unfavorably)
 Sitting plan


15

6.medical examination
 Some times medical examination can be done

before selection so as to be sure about the
health of the respective employee but in most
cases it is done after selection.
7. Job preview
 It is better to give candidate the opportunity to

look at the job setting. Its contents, tools,
equipments and even environment before the
hiring decision is made

16

8. Hiring decision
This is the final decision in the selection process
and it is sometimes termed as appointing
decision where the interviewers select the
best candidate amongst the interviewees.


Hrm, lecture 4

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