Recruitment process slides leke oshiyemi march 2012


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Understand the importance of recruitment to the organization

Identify the outcomes of the Selection Decision to the organization

Detail the main biases that can occur during the selection process

Implement an effective Recruitment Process

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  • A company looks for a successful candidate at every stage of this process
  • Job advertisements form an important part of the recruitment process. By proceeding in this, your company are able to communicate job vacancies to selected audience, an audience who have the qualities to fill the vacancy. There are many factors your company need to consider when advertising a job, it is important to specify:   What type of job is vacant . Your company may achieve this by including the job title i.e. … or/and a brief description of the job and what it entails. Pay and conditions. The type of job the candidate is applying for determines the rate of pay. If the job is low grade, the rate of pay will be lower than that of a high-grade job. Where the will the job be advertised? In the actual store, job centre, newspaper? When? The advert needs to be advertised in the appropriate media well in advance of the closing date for applicants. Presentation of advert.
  • Recruitment process slides leke oshiyemi march 2012

    1. 1. Matching the right person for the right job @PHONERSIS CONSULTING Delivered By Leke Oshiyemi Head, Human Resources Verod Capital Management Limited March 03, 2012
    2. 2. My Contact
    3. 3.  To demystify the Recruitment Process Enlighten on How to Get a Job in 2011. Determining what your exact hiring needs are Demonstrate how to Initiate a recruitment action (All from the perspective of Employer & Employee)
    4. 4.  Understand the importance of recruitment to the organization Identifythe outcomes of the Selection Decision to the organization Detailthe main biases that can occur during the selection process Implement an effective Recruitment Process
    5. 5. • Understand the function of the interview and types of interview questions that can be employed• Discuss applications of psychometric testing within the recruitment process• Effectively measure the recruitment process
    6. 6.  Interviewing those candidates that you believe can perform the work of the position Selectingthe “best qualified” candidate for each and every position you advertise Retaining the employees once you have them
    7. 7. RecruitmentProspective employee Gap Employer
    8. 8.  Three Main Functions • Attract a pool of suitable candidates • Deter unsuitable candidates from applying • Create a positive image of the organization
    9. 9. The right person for the right job
    10. 10.  Put out job advert Filter application forms Interviewing Short listing Selecting Training
    11. 11. Important questions to Ask when writing a job advert What, how much, when, where, etc Temporary or permanent Does it suit requirements?
    12. 12. Fill out an Interview Record Sheet• Make decision• Offer position to successful candidate• Inform unsuccessful candidates• Companies will keep a formal record of interviews and keep these on file with application forms for future reference.• Both the offer and the refusal are usually done in writing, and again copies of these letters are held on file.
    13. 13. Outcome 1 Outcome 2Accept Good Performers Reject Poor Performers Outcome 3 Outcome 4Accept Poor Performers Reject Good Performers It’s a game of Elimination and Selection
    14. 14.  Determining what your exact hiring needs are Initiating a recruitment action Issuing a vacancy announcement for the position Marketing the position to get high quality applicants
    15. 15. Interviews
    16. 16.  The most widely-used hiring tool among practitioners Yet are widely criticized by researchers • unreliable • susceptible to bias • poor validity
    17. 17. Lack of structure/standardization Reduces reliability Opportunity for disparate treatment Questions often aren’t job related
    18. 18. Opportunity for bias Positive or negative Unintended or intentional • Physical attractiveness; similarity • What you ask, how you interpret, non-verbal cues, self-fulfilling prophecy
    19. 19. Interview behavior may not reflect KSAs...Knowledge, Skills and Abilities... For Leke: Its Attitude, Skills, Knowledge...ASK  Nervousness  Coaching  Faking
    20. 20.  Behavior Description interviewing • How have you handled situations before? Situational interviewing • How would you respond to hypothetical job situation? Case interviews • Can you demonstrate reasoning skills in logic puzzle questions?
    21. 21. KSAs...Knowledge, Skills and Abilities...a list of special qualifications andpersonal attributes that you need to have for a particular job. These are theunique requirements that the hiring agency wants to find in the person selectedto fill a particular job.A primary purpose of KSAs is to measure those qualities that will set onecandidate apart from the others.How well an applicant can show that he or she matches the position’sdefined KSAs determines whether that person will be seriously consideredfor the job.Knowledge A body of information applied directly to the performance of afunction.Skill statements refer to the proficient manual, verbal or mental manipulation ofdata or things.Ability statements refer to the power to perform an observable activity at thepresent time. This means that abilities have been evidenced through activities orbehaviors that are similar to those required on the job, e.g., ability to plan andorganize work.
    22. 22. Best Practice for Interviewing Be prepared Assess the candidate objectively Convince the applicant to accept a position Market the company Focus on KSAs for which interviews are best suited Pre-planned, standardized questions Focus on behavior, not traits Standardized rating system
    23. 23. “Recruitment; to the Employer: IS A BID TO FILL A NEEDRecruitment; to the Employee: IS A BID TO FILL A NEED To fill these NEEDs, both Employee and Employer must be STRATEGIC”- Leke Oshiyemi
    24. 24. Leke OshiyemiHR-Expert| Recruiter | Seminar/Conference Speaker: on Human Resources Management and Social Media/LinkedIn. (Mobile)+2348033071649