1. MANAGING STAFF RECRUITMENT
AND SELECTION
Prepared by
Willy madinda
Tutorial Assistant (T.A)
Tanzania Public Service
College
+255714 367 2121
willy2002tz@yahoo.com

2. GENERAL OVERVIEW
In the life of an organization, there is existence
of numbers of retirements, deaths, transfer,
demotions and turnover; all of these together
with growth of the organization, need new
employees for meeting the business
requirements of the organization

3. CONT…
Whatever the nature of the organization, the
effectiveness of its operations and functions
inevitably depends very largely upon the staff it
employs (recruits and selects) Mullins (2005)

4. RECRUITMENT
Definition
It is the process of attracting appropriately
qualified candidates to the organization in a
cost effective manner Armstrong (2001)
It identifies potential employees and create pool
of candidates from which the skilled, and
knowledgeable personnel could be selected

5. CONT…
Recruitment is the process of identifying the sources of
potential candidates for actual or anticipated
organizational vacancies. Gupta (2006)
Tony (2003) defines recruitment into widest term to
mean the process of attracting, selecting and placing
employees in vacant positions.

6. AIM OF RECRUITMENT
 To create the pool of application from which selection can be done.
 To create positive image of the Co among those who come in contact with it.
 To ensure that organization has right kind of people.
 To ensure that the Co’s HRs needs are met by attracting the right type of
potential employee in a cost effective and timely manner.

7. RECRUITMENT NEEDS
These refer to the circumstances which necessitate
recruitments process to take
place which in most case fall into the three categories
namely
 Planned Needs
Those arising form firm’s planning, decisions,
and policy

8. CONT…
 The Unexpected Needs
These arise as the result of individual decides to quit
they Co, Death, sickness, accidents etc
 The Anticipated Needs
Are those which an organization can study by clearly
understanding the internal and external
environments. This can be labor mobility, change of
labor market, threats of new entrants in the market,
change of technology etc

9. NOTE:
For achieving an effective hiring procedure answer must
be sought to the following questions:
What are the requirements of the jobs to be filled?
What kinds of and how many persons are needed?
What source of recruitment will be utilized to select
the right types of candidate for employment

10. SOURCES OF RECRUITMENT
External sources (recruitment from outside)
Internal sources (recruitment from within the org,)
 INTERNAL SOURCES OF RECRUITMENT
 Transfer
It involves the shifting of an employee from one job to another, at time of
transfer it is ensured that the employee to be transferred to the job which
is capable of performing it

11. CONT…
 Promotion.
This leads to shifting an employee to a
higher position carrying higher
responsibilities, facilities, status and pay.
 Retired and retrenched employees
Here the retired and retrenched employees
of the Co are encouraged to return if deemed
appropriate

12. WHAT WOULD BE THE MERITS
TO THE ORGANISATION FOR
USING THIS TYPE OF
RECRUITMENT?

13. ADVANTAGES
Employees are motivated to improve their
performance
Morale of the employees is increased
It is a cheapest way of recruitment compared
to external recruitment.
It facilitates the implementation of the
succession planning.

14. DISADVANTAGES
When vacancies are filled through internal
promotions the scope for fresh talents is reduced.
The employees may become lethargic if they are
sure of time bound promotions
The spirit of competition among the employees may
be hampered
Frequent transfers may reduce the overall
productivity of the organization

15. EXTERNAL SOURCES OF
EMPLOYMENT
Mostly is used by new organizations. They have to
tap external sources for various job positions.
Sometime the established organizations have also to
recruits employees from outside to fill positions
whose specifications cannot be met by the present
employees.

16. CONT…
 Educational Institutions.
Consequently, many big organizations maintain a close liaison with the
universities, vocational institutes and management institutes for
recruitment to various jobs.
 Employment Agencies.
Employment exchanges run by the Government are regarded as a good
source of recruitment for unskilled and skilled personnel. They collect
Detailed CV, s for personnel and later call for interview is arranged.

17. CONT…
 Recommendations.
Applicants introduced by friends and relatives may prove to be good
source of recruitment. Many employers prefer to take much persons
because something about their background is known
 Direct Employment/Recruitment at Factory Gate.
It is the process of placing a notice on the notice board of the enterprise
specifying the details of the jobs available.

18. ADVANTAGES
Whenever there is a rush of work or a large number of
workers are absent this source of recruitment may be
easily used.
It gives chance for all kind of applicants to participate
e.g., fresh from schools and those who have long time
experience in different jobs.
Unlike internal recruitment this has no tendency of
reducing productivity of the organization because no any
transfers conducted

19. DISADVANTAGES
 It ignores the implementation of succession
planning
 It is cost full to conduct this kind of recruitment,
e.g. Advertisements, Interviews, Allowances, time
consuming
 It does not consider the competence and
performance of the personnel employed; his or her
ability to work will be proved when already
employed.

20. THE NECESSARY STEPS FOR
RECRUITMENT
Job Analysis
Attracting candidates
Analysis of all applications
Short listing
Call for interview
Selection process.
Medical Examination
Appointment letter and Placement

21. SELECTION
Selection defined
Is the choosing up the most suitable people, who have
been attracted by the recruitment process, to work in
the organization.
Aim of selection
To identify, from those coming forward from the
recruitment process, the Individuals most likely to meet
the needs of the organization (Palmer, 2008)

22. EMPLOYMENT TESTS
 Occupational test; it tests one with respect to job
advertised
 Intelligence test; judges mental capacity
 Aptitude test; measures one capacity and growth
potential
 Personality test; it tests applicants in an area of
interest and mood.

23. FACTORS AFFECTING RECRUITMENT
Internal factors
The demand and supply of specific skill in the labor
mkt.
Political leaders - Provide the political issues, rules and
policy which regulates Co’s. It may have preference to
particular people like indigenous over foreigners
The company image if good or bad affects the
attractiveness to the job seekers
Unemployment rate in the given area is high.

24. CONT…
Internal factors
1.Co’s recruitment policy
2.Size of an organization
3.Costs of recruitment i.e. if evaluated to be high
or low
4.The rate of growth of an organization

25. THANK YOU FOR
LISTENING