RECRUITMENT AND SELECTION

M A H M O U D M O K H T A R

“Take our 20 best people away

and I will tell you that

Microsoft would become an

unimportant company”

-Bill Gates

What is

recruitment?

Finding the right person for the right job

RECRUITMENT AND SELECTION PROCESS

1. PLANNING AND FORECASTING

The process of deciding what positions the firm will have to fill,

and how to fill them.

Ex.

Diversification strategies.Cost leadership strategies.

Manpower plan

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JOB ANALYSIS

Job

Description

Job

Specification

Job

Analysis

• Knowledge, Skills and Abilities ( KSA)

• Duties, Tasks, and Responsibilities (DTR)

USES OF JOB ANALYSIS

TYPES OF INFORMATION COLLECTED

• Work activities

• Machines, tools, equipment, and work aids

• Performance standards

• Human requirements

METHODS OF COLLECTING JOB ANALYSIS INFORMATION

• Interview•Questionnaires•Observation•Participant Diary/Logs

2 . B U I L D I N G A P O O L O F C A N D I D A T E S

Some factors influence

recruitment:

A. A; External factors:

1. Shortage of talent.

B. 2. Labor market

competition.

2 . B U I L D I N G A P O O L O F C A N D I D A T E SGoogle vs. Yahoo

If you have two job offers

from Google and Yahoo,

where do you like to work??

B. Internal factors:

1. Company’s pay package.

2. Quality of work life.

3. Career planning and growth.

4. Company’s size.

5. Company’s growth rate.

6. Company’s image.

Pre-requisites of a good recruitment policy:

• Provides job security.• Provides employee development opportunities.• Ensures its employees long-term employment

opportunities.• Builds teams of HR experts.

HR Expert

Development Safety

MASLOW PYRAMID

RECRUITMENT TYPESTypes of

recruitmentAdvantages Disadvantages

Internal • Less cost and less time• Less training and orientation

required• More accurate view of candidate’s

skills• Candidates have a stronger

commitment to the company “Motivate other employees”

• Loyalty, commitment and a sense of belongingness

• Employee aware about the firm’s culture

• Other positions will be vacant

• Failed applicants become discontented

• Limited number of potential applicants

External • Builds teams of HR experts• expand the pool of qualified

candidates• Marketing for the firm

• Cost to hire is high• More time consuming• More training and

orientation required

RECRUITMENT CHANNELS1. Websites & social media2. Adv. (AIDA)3. Campus booth4. Job fairs5. Referrals6. Head hunt7. Outsourcing

SYS’15 Members Recruitment

3 . A P P L I C A T I O N F O R M S A N D C V S

What should the App. Form

include?

1. Personal data

2. Education

3. Membership in

organizations

4. Previous employment

record

5. Physical handicaps

As a HR, what do you prefer more, Application

form or CV?

RECRUITING YIELD PYRAMID

TYPES OF COMPETENCY

•Core competency•Technical competency•Leadership competency

COMPETENCY MODEL• Competencies

Demonstrable characteristics of a person that enable performance of a job.

• Definition

Choose one definition for every competency.

• Behavioral Indicators “BIs”

A behavioral indicator is used to provide an objective description of the

behavior that you might view from the candidate that provides evidence

that they either have or do not have the competence that you are assessing.

• Assessment cases “Questions”

You ask questions that elicit facts you want to know instead of opinions to

provide a comprehensive picture of the interviewee.

4 . E M P L O Y E E S E L E C T I O N

Tools:

1. Testing

2. Background Investigation

and Reference Checks

3. Physical Examination

4. Interviewing Candidates

Interview

5 . I N T E R V I E W S F O R M A T S A N D T Y P E S

Formats:

1. Structured & unstructured

Types:

1. One to one

2. Sequential interview (serial)

3. Panel interview (board)

4. Mass interview

5. Case study

6. On-job interview

7. Phone & video interview

8. Computerized interview

9. Avatar interview

Purpose of interviews:

• Selection – Appraisal – Exit interview

Interviews format

Phone interview

One to one interview

Panel interview

QUESTION TYPES

Situational QuestionBehavioral QuestionJob-related QuestionStress Question

WHERE DO YOU SEE YOURSELF AFTER 5 YEARS?

PROBLEMS WITH INTERVIEWS• First Impression (Snap judgment, Primacy effect)• Misunderstanding the job• Stereotyping• Effect of personal characteristics• Interviewer behavior

DESIGNING AND CONDUCTING AN EFFECTIVE INTERVIEW

1. Job analysis2. Rate the job main duties3. Create interview questions4. Create benchmark answers5. Appoint the interview panel and conduct interview

ASK QUESTIONS

AVOID

• Yes / No Questions

• Leading Questions

• Monopolizing the interview

• Applicant's dominance

NEED TO

• Ask open-ended questions.

• Allow the applicant to express his

thoughts fully.

• Repeat some of candidate's opinions

to insure proper understanding.

• Mention that you will contact

reference checks to know more about

the candidate.

STAR TECHNIQUE

SituationTaskAttitudeResult

HOW TO DEAL WITH DIFFERENT MENTALITIES?

Talkative Angry Silent Funny Ego Lair Diplomatic

As you want!

MANAGING THE INTERVIEW• Maintain eye contact

• Take notes

• 30% : 70% speaking rule

• Applicant application vs. applicant answers

• Direct & indirect questions

• STAR technique

• Don’t help or motivate

• Handle different mentalities

• Take care of your body languages.

HOW TO CLOSE INTERVIEW• Thank the interviewee for his time.

• Tell him about the result announcing time and way.

• Ask him if he has any question about the interview and

give him 2 min. to say anything he didn’t mention during

the interview.

• Ask interviewee to evaluate the interview and evaluate you

and himself during the interview.

• Thank him with smile and say nice to meet you.

INTERVIEW RESULT

ACCEPTED

1) You will call him and say

“congrats” … You

accepted to be one of us.

2) Start the Induction

Program.

REJECTED

1) You will send a rejection

letter via E-mail.

2) Ask him to follow your

organization on the

social media and apply at

the next recruitment.

Mahmoud Mokhtar

Human Resources Operation at TBS | HR Head at ACE | Student activities trainerI enjoy giving the hand for Student activities and helping Human resources learners

Find more about me:Phone: +201117300474Email: mahmoudmokhtar@azhar.edu.eg

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