Recruitment & Selection Process

Prepared by-Khaleda Akter

Sajida Foundation

Employee Recruiting

Current employees

Advertising

Employment agencies

Temporary help agencies

Executive recruiters

Referrals and walk-ins

College recruiting

Workforce diversity

Recruitment Process

Application

Selection

Decision

Results are in!

Recruitment Process

PlanningStrategy

DevelopmentSearchingScreeningEvaluation &

Control

Selection Process

Job Analysis

The Identification of KSAs or Job Requirements

The Identification of Selection Methods to Assess

KSAs The Assessment of the Reliability and Validity of Selection Methods

The Use of Selection Methods to Process Job Applicants

Job Analysis

Job Description

• Job Title• Job Location• Job Summary• Reporting to• Working Condition• Job Duties• Machines• Machines to be used • Hazards

Job Specification

• Qualifications• Experience• Skills•Responsibilities•EmotionalCharacteristicsSensory Demands

Selection Procedure

Interviewing Candidates

Selection Tests

Reference and Background

Analysis

Physical Exam

Job Offer

Employment Contract

Interviewing Candidates

Interviewing is an indispensible management tool

An Interview is a procedure designed to solicit information from a person’s oral responses to oral inquiries • Preliminary Interview • Selection Interview

A Selection Interview is designed to predict future job performance based on candidate’s answers

How Useful Are Interviews?

Statistical evidence regarding validity is mixed indicating that the key to usefulness depends on type of interview employed

When predicting job performance the situational interview yields more accurate results

Structured interviews , regardless of content, are more valid for predicting job performance

One-on-one interviews tend to be more valid than panel interviews

Avoiding Common Interview Mistakes

Do not make snap judgments

Do not emphasize the negative

Make sure you know the job for which you are interviewing the candidate

Do not let the pressure to hire color your opinions

Do not allow candidate order (contrast) error to influence the interview

Take into consideration the influence of nonverbal behavior and guard against bias

Remember to look beyond the candidate’s physical attractiveness

Be wary of ingratiating and self-promoting behaviors

Avoiding Common Interview Mistakes

• Prepare and plan for the interview

• Establish rapport with the candidate

• Ask appropriate questions

The Dos and Don’ts of Interview Questions

Don’t ask questions that can be answered “yes” or “no”

Don’t put words in the applicant’s mouth or telegraph the desired answer by nodding or smiling when the right

answer is given

Don’t interrogate the applicant as if the person is a criminal

Interview Role Play

One will act as the Applicant/Candidate

One will act as the Interviewer using Competency based questions  

Don’t be patronizing, sarcastic or inattentive

Don’t monopolize the interview by rambling nor let the applicant dominate the interview so you can’t ask all your questions

Do ask open-ended questions

Selection Tests

Written Applications gauge an employee’s reading and writing abilities and get at background information like years of experience and education.

Written Tests can evaluate an applicant’s technical knowledge.

Practical Tests gauge an applicant’s hands-on ability by giving them actual tasks to work through: sorting a pen of cattle, driving a truck, repairing equipment. Other employees may be used to set up or grade the tests. Employers should be very careful when using practical tests, however. If, at any point, the applicant appears to be at risk of injuring anyone or anything, the test should be stopped immediately.

Closing the Interview

Leave time to answer any questions the candidate may have

If appropriate advocate your firm to the candidate

Try to end the interview on a positive note Tell the applicant whether there’s interest and

what the next step will be Make rejections diplomatically

Reference and Background Analysis• Conduct background investigations • Check social networking sites • Talk to current and previous supervisors to discover more

about person’s motivation, competence and ability to work with others

• Perform credit check or use employment screening services Honesty Testing

Spotting Dishonesty

Drug screening

Legal issues with drug screening

Job Offer

Presentation of company offer: • Basic Salary • Regular Bonuses and Benefits • Signing Bonus • Performance Bonus

Company KPI or KRA

Employee Training Program

Probationary Period

Rewards and Recognition

Career Growth Opportunities

Employment Contract