Process Short-listing the candidates Analysing the job R E C R U I T M E N T S E L C T I O N Writing the JD and PS Holding selection events Deciding the recruitment method Making a decision & Offer Deciding the application method Taking up references Inducting new employee Marketing the job
Difference Recruitmentis the way in which an organization tries to attract the people from whom it will ultimately make selection. Selection is about choosing among the job candidates as who is most likely to perform well on the job, through a fair and accurate assessment of the strengths and weaknesses of applicants.
Purpose of Recruitment A good recruitment programme attracts ample number of job seekers Simultaneously, the recruitment programme must provide enough information about the job. Meeting this dual objective will minimize the cost of processing unqualified candidates
RECRUITMENT PIPELINE Resume to invitation 5 days Invitation to Test 6 days Individual Test to User Interview 10 days User Interview to Medical Check 5 days Medical Check to Offer 5 days Offer to acceptance 7 days Total length of pipeline 41 days
Initial Selection Process Academic Test Psychological Test (Potential View) Assessment Center (Competency Based) Interview Medical Check
Tests There are a number of tests an organisation sets for the candidate wishing to receive the job, such as ; I.Q tests Personality tests Aptitude tests
Berdasarkanbeberapamasukan (multi tools)
Multi assessor / rater – terlatihsecarateknisdanIntegrasiHasilmempertimbangkanseberapaseringperilakutersebutmuncul.
Meminimalkan Bias/ Subyektifitas
NOT assessment center 1. Prosedur assessment yang tidakmengharuskanpeserta/kandidatmendemonstrasikanperilakunyata 2. Panel interview atau beberapa kali wawancara sebagai satu-satunya alat atau proses dalam menilai seseorang 3. Ketergantungan pada satu teknik saja, sebagai standar dalam mengevaluasi atau menilai seseorang 4. Hanya menggunakan battery test yang merupakan kumpulan beberapa tes tertulis 5. Evaluasi yang hanyadilakukanolehsatuasesor 6. Penggunaanbeberapasimulasidenganmelibatkanlebihdarisatuorangasesornamuntidakadaprosespengintegrasian data
Being Used to Help organizations Develop high-performing(productive : employees, leaders, executives, and work teams), Manage and maximizetheir talent resources, Reduce training costs Transform organizational culture, Promote self-discovery and willingness to change in employees, Improve succession planning, Improve performance management activities sesuaidenganstandards and models
Multi Methods Assessment Center
Advantages Comprehensive evaluation Valid; better predictor Training effect for raters Multiple uses More information for decision-making
Disadvantages Requires expertise to develop Developmental time can be lengthy Requires high ratio of raters to participants Requires multiple rooms for administration Time consuming Costs more (time and dollars) Involves more people Still somewhat removed from the job Difficult to administer for large groups Hard to “reschedule” (appeals)
Definisi Interview Interview is an interactional communicationprocess between two parties, at least one of whom has a predetermined and serious purpose, and usually involves the asking and answering of questions. (Stewart & Cash, 2000)
PERBEDAAN ANTARA INTERVIEW DENGAN PERCAKAPAN BIASA Memilikitujuan Berstruktur Adapengontrol Bipolar (2 pihak) Amount of speaking (70 : 30)
Good interview tips Practice, practice, practice ! Having background knowledge of interview creates more self-confidence. Create open-ended questions Get to the interview at least 10 minutes early. Be polite and positive. Eye contact Speak slowly and calmly Dress to impress – smartly. Handshakes should be firm, but not too tight!