[2024]Digital Global Overview Report 2024 Meltwater.pdf
employment process
1. Employment process
Prepared by
Willy madinda
Tutorial Assistant (T.A)
Tanzania Public Service College
+255714 367 2121
willy2002tz@yahoo.com
Madinda WS 08/15/12
2. Recruitment can be described as those activities in human
resource management which are undertaken in order to attract
sufficient job candidates who have the necessary potential,
competence, and traits to fill job needs and to assist the public
sector institutions in achieving its objectives (Foot & Hook
1996:53)
A set of activities an organization uses to attract job
candidates who have the abilities and attitudes needed to help
the organization achieve its objectives. Ivancevich and
Glueck. 1985:154)
Recruitment refers to the process of attracting, screening, and
selecting a qualified person for a job
Madinda WS 08/15/12
3. Whereas Human Resource Planning provides the
established posts;
Job analysis is the procedure through which you
determine the duties of the jobs and the
characteristics of the people who should be hired for
them; (Gary Dessler: 2002:62).
Job analysis gives profiles and requirements of the
posts established,
A job analysis is the process used to collect
information about the duties, responsibilities,
necessary skills, outcomes, and work environment of
a particular job
Madinda WS 08/15/12
4. Job Analysis is a process to identify and
determine in detail the particular job duties and
requirements and the relative importance of these
duties for a given job.
The Job; not the person An important concept of
Job Analysis is that the analysis is conducted of
the Job, not the person
Madinda WS 08/15/12
6. Determining Training Needs
Job Analysis can be used in training/"needs
assessment" to identify or develop:
training content
assessment tests to measure effectiveness of
training
equipment to be used in delivering the
training
methods of training (i.e., small group, computer-
based, video, classroom...)
Madinda WS 08/15/12
7. Job Analysis can be used in compensation to
identify or determine:
skill levels
compensable job factors
work environment (e.g., hazards; attention;
physical effort)
responsibilities (e.g., fiscal; supervisory)
required level of education (indirectly related to
salary level)
Madinda WS 08/15/12
8. Job Analysis can be used;
job duties that should be included in
advertisements
appropriate salary level
minimum requirements (education and/or
experience) for screening applicants;
interview questions; selection tests/instruments
(e.g., written tests; oral tests; job simulations);
applicant appraisal/evaluation forms;
orientation materials for applicants/new hires
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9. Job Analysis can be used in identify or develop
goals and objectives
performance standards
evaluation criteria
length of probationary periods
duties to be evaluated
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10. A job description is a list that a person might use
for general tasks, or functions, and
responsibilities of a position.
documents that help set the boundaries of an
employee and employer regarding certain
aspects of the position.
There is a common saying that you have to see
the road clearly to be able to reach your
destination. You cannot reach your goal or your
destination if you do not know the path ahead of
you, and that is exactly what a job description is.
Madinda WS 08/15/12
11. Job Title.
Description of job profile
Duties and responsibilities of the employee
Educational qualifications of the employee
How to write catchy job description
Clear description of the tasks.
Salary mention for the position
Opportunities that might open to the employee
who fulfills the tasks
Madinda WS 08/15/12
12. job specification is a statement of knowledge,
skills, and abilities needed to perform the job. It
are minimum acceptable qualifications to perform
a particular job. It is the same job criteria.
Job specification includes knowledge, skills, and
abilities but in fact, It also includes job purpose,
main duties, compensation etc when it is used for
job advertisement
Madinda WS 08/15/12
13. A. Job description are task, duties,
responsibilities this mean job description are what
you must “do”. Job specification are knowledge,
skills, abilities etc this mean job specification are
what you must “have” to perform “job description”.
B. Job description belong to organization and job
specification belong to you.
Madinda WS 08/15/12
14. why are job specifications important ? Functions / benefits of job
specification include 5 elements as follows:
1. Find out prospective candidate
2. The importance of job specification also reflect in attracting
candidate.
3. Set up competency of organization
4. Job specification pay a important role in identifying competencies of
employee
5. Orientation to candidate
Madinda WS 08/15/12
15. Recruitment policy stipulates broad guidelines on the
way in which a public institution intends to deal with
recruitment.
It concerns itself with the objectives of recruitment as
well as encompassing the principle of equal job
opportunities in recruitment.
Madinda WS 08/15/12
16. Ensures the securing of a pool of acceptable
candidates;
Ensures a positive public image of the organization
through recruitment;
Ensures efficiency and cost effectiveness of the
recruitment activities;
It ensures practical fairness and equity in the
recruitment process;
Enables the institution to attract knowledgeable, skilled
and competent, potential employees who have the
competencies relevant to the job (ibid).
Madinda WS 08/15/12
17. Objectives of recruitment in the Public sector
Legal and regulatory prescriptions about fairness and
discrimination to consider
The various agreements with the workers representatives
Targets of employment equity for balance
Budgeting considerations for recruitment
The urgency required to fill posts
The responsible unit and officer for policy and procedure
Procedures for succession, use of promotion within, use of
relations, people with disabilities, part-time employees and
stand on minors.
Madinda WS 08/15/12
18. INTERNAL FACTORS
Strategic Plans
Institutional policy
Recruitment criteria
EXTERNAL FACTORS
Labour market conditions- The size, the efficiency and
the mobility of labour.
Government policy and legislation- Employment Act,
pieces of labour legislation
Trade unions- Bargaining power,
Madinda WS 08/15/12
19. Occupational Choice:
Psychological factors-personal attributes and interests
Economic factors- quality of life and needs and wants
Sociological Factors – family, community and well-being
Job Search
Designing a recruitment programme requires the consideration of the most
preferred method of job search informal or formal.
Institutional commitment
Recruiter should be knowledgeable and prepared
Ask relevant questions
Discuss career path
Produce positive responses from candidates
Display warmth, enthusiasm and perceptiveness
Madinda WS 08/15/12
20. SOURCES OF RECRUITMENT
Internal sources Television
Skills inventory Walk ins
Job posting Referral
Insider moonlighting Professional bodies
External Sources Head hunting/skills search
Employee agencies Educational institutions
Radio adverts Consultants
Newspaper
Internet
08/15/12 Madinda WS
21. METHODS OF
RECRUITMENT
Advertising • ATTENTION
Newspaper Use meaningful headings
Periodical Impacting visual lay out
Billboards Variety e.g. Colour, outline, imagery
and font
Radio INTEREST
TV Job specification
Internet Experience
Use of AIDA Formula Job relevance
Attention DESIRE / URGE
Interest Mentioning or not mentioning salary
Desire Action
Actions
08/15/12 Madinda WS
22. The advert should not prejudice any prospective candidate who has
the necessary skills, competencies and knowledge.
Qualifications should bear education, skills and relevant experience
Adverts should be compatible with the valid post and person
specification
Job title
Core functions
Competitiveness
Non-discriminative
Health and security checks (when applicable)
Madinda WS 08/15/12
23. VACANCY
HEAD HUMAN RESOURCE MANAGEMENT
Applicants are invited for suitably qualified and experienced persons to fill
the position of Head Human Resources which has arisen in the Ministry
Successful candidate will be among other duties responsible for the following:
Managing the ministries human resource
Recruitment
Training
Personnel services
Performance appraisal
And industrial relations
Qualification and experience
Human Resource Management 5 Years
Degree in HR or Public Administration, masters will be an added advantage
Thorough knowledge of HR practice
Member of the ZIHRM
Women are encouraged to apply
Skills required
Excellent in communication, analytical and presentation skills
High level professionalism and confidentiality
Impeccable integrity
Good understanding of the public sector in Zimbabwe
We are an equal opportunity institution, applicants should submit applications
to the Public Service Commission clearly marked “Head Human Resource”
accompanied by CVs by not later than 25 th March, 2011 on the following
email address psc.zw.@gmail.com
Madinda WS 08/15/12
24. SPECIAL EVENT RECRUITMENT
Open houses
Visit to headquarters
School address
• VACATION EVENT RECRUITMENT
Hiring students
Identifying prospecting employees
Trade shows
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25. Step 1. Identifying the vacancy
A vacancy arises- due to the creation of a new job, existing member of staff has
been promoted, retires or dies.
it begins with the human resource department receiving requisitions for
recruitment from any department of the company. These contain:
• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required
Step 2. Obtain approval to recruit in terms of the HR budget and level of
appointment
Step 3. Compile or update job descriptions and job specifications
The job description is updated and an employee specification is written.
The job description lists the duties of the job whilst the employee specification
gives details of the experience, skills and abilities needed to carry out the job.
Madinda WS 08/15/12
26. Step 4. Determine the key result areas for the job
Step 5. Consult the recruitment policy and procedure
The component of recruitment policy and procedure
The general recruitment policies and terms of the organization
Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment
Step 6. Choose the source (s)
Madinda WS 08/15/12
27. Step 7. Decide on a method of recruitment
•External Recruitment Methods
•Internal Recruitment Methods
Step 8. Implement the decision (apply the recruitment method)
A vacancy advertisement is written and is circulated via media , including
newspapers, internet recruitment sites, specialist publications and the Employment
Service.
Application forms are sent out along with copies of the job description and
employee specification and must be returned on or before the closing date that has
been set.
Step 9. Allow sufficient time for response
Madinda WS 08/15/12
28. Step 10. Screen responses
A shortlist is compiled of applicants who are going to be invited to attend for
interview.
This is done by the recruitment panel who compare each application form with the
requirements of the employee specification
Interviews are held. The panel will use the same set of questions with each
interviewee.
The interview may include a selection test.
Step 11. Draw up on initial shortlist of candidates
References will be requested.
The successful applicant for jobs working in certain areas, including working with
children or vulnerable adults, will be asked to apply for a criminal disclosure check
through the Criminal Records Bureau (CRB).
Step 12. Proceed to selection and Advise applicants of the outcome
Appoint the successful candidate and arrange induction training
Feedback can be provided (upon request) to those not shortlisted and applicants
have the right to complain if they feel they have been unfairly treated
Madinda WS 08/15/12
29. Reconsider the purpose of recruitment in light of organization
recruitment strategy
Consider strength and weaknesses of current recruitment practices
Consider the external factors militating on recruitment
Consider a wide range of recruitment options
What are the available strategic choices in recruitment
Consider the approach to implementing of recruitment in line with
strategy.
Madinda WS 08/15/12
30. The rationale is to ascertain the cost benefit of
recruitment
The state of the external labour market condition
Time duration factor
Nature of the job
Effectiveness of recruitment strategy
Affirmative action
Categorization of candidates e.g age, sex and
competencies
Record keeping of recruitment activities
Madinda WS 08/15/12
31. is a profession or agency that helps unemployed
individuals find work. A job placement agency also
provides a service to employers by giving them
qualified workers for contract jobs or available
positions. Eg in Tanzania we have euro link,
Job placement agencies are service-based
businesses that offer two main types of services.
One is directed at the job seeker and the other to
an employer looking to hire new workers.
Madinda WS 08/15/12
32. The process of receiving and orienting
employees when they first join an organization.
is the process by which new employees are
familiarized with the organization and their jobs.
IMPORTANCE OF INDUCTION
Reduce staff turnover
Reduce absenteeism
Increase productivity (despite a loss of productive
time in the first instance)
Madinda WS 08/15/12
33. Facilitate learning and development.
Reduce accidents and incidents and disputes
Increase job satisfaction.
The induction process is best carried out as a cooperative effort
between HR, line management and line staff. The people who
know the jobs best, particularly in terms of socialization, are
the workers in the work area.
THANK YOU FOR LISTERNING.
Madinda WS 08/15/12