This document discusses recruitment and selection. It covers job analysis, the recruitment process which includes attracting applicants and selecting candidates, potential costs of a bad hire, sources of internal and external recruitment, selection techniques including interviews and assessments, and offering employment contracts. Key points covered include how job analysis identifies job requirements, the typical recruitment and selection steps, issues to consider in recruitment and selection, and important terms to include in employment contracts.

2. RECRUITMENT AND
SELECTION
Chapter
2

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PREVIEW
 The importance of job analysis in the recruitment and selection
process.
 The steps in the recruitment process.
 Selection of new recruits.
 The issues and problems relating to recruitment and selection.
 The importance of the contract of employment.
 Terms to be included in a contract of employment.

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JOB ANALYSIS
Job analysis is a technique of studying a job to
identify the skills, knowledge, experience and
other requirements necessary to perform a job.

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RECRUITMENT AND
SELECTION
Recruitment is the process of attracting
suitable people to apply for job vacancies.
Selection involves choosing the most suitable
candidate from among a group of applicants.

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POTENTIAL COSTS OF A BAD
RECRUITMENT DECISION
 Cost of mistakes, accidents and loss of customers
caused by employees who cannot cope with the job.
 Cost of lowered morale amongst the employee’s
supervisor and his or her co-workers who have to
rework his mistakes or take over his tasks.
 Cost of defending a claim of dismissal without just
cause or excuse, once the employee has been
dismissed.
 Cost of recruiting a replacement.
 Cost of training a replacement.

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THE RECRUITMENT AND
SELECTION PROCESS
Choose most suitable applicant
Source applicants
Conduct job analysis
Collect information on applicants
Make decision to recruit
Offer employment
Hold induction

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TECHNIQUES FOR
CONDUCTING JOB ANALYSIS
Questionnaires Interviews
Observation

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FACTORS AFFECTING
RECRUITMENT EFFORTS
 The location of the organization.
 The public image of the organization.
 The physical working conditions in the
organization.
 The relationships between people in the
organization or the psycho-social environment.

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FACTORS AFFECTING
RECRUITMENT EFFORTS (cont.)
 The remuneration package being offered to
new recruits.
 The internal policies of the organization,
including fair disciplinary practices and
whether training opportunities are made
available to employees.

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INTERNAL RECRUITMENT
 Employment record of applicant available. Thus
accurate assessment possible.
 No induction needed.
 Little or no cost involved.
 Employees’ morale and motivation may be
increased.
Promotion from within and transfer
of existing staff.

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EXTERNAL RECRUITMENT
Sources of External Applicants:
 Employment agencies and consultants
 Campus recruitment
 Employee referrals
 Unsolicited applicants
 Advertising in the mass media
 The Internet

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THE SELECTION PROCESS
Sources of Information:
 Application forms and curriculum vitae (CV)/
biodata/resumé
 Reference checks and checks using social
media
 Tests
 Interviews
 Assessment centre activities

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THE SELECTION INTERVIEW
Factors which influence the effectiveness of a
selection interview:
 Timing
 Venue
 Planning
 Skills of the interviewer(s)
 Questioning techniques used

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THE SELECTION INTERVIEW
(cont.)
Research into selection interviews shows that
they are mostly:
Invalid and unreliable
At the very least, interviews should be
combined with other selection techniques.

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ISSUES TO BE DISCUSSED
 Is nepotism to be encouraged or discouraged?
 Should children be permitted to work?
 Should older workers be recruited?
 What problems may arise if older workers are
hired?
 What problems are faced by employers when
they hire foreign workers?

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OFFERING A CONTRACT OF
EMPLOYMENT
A contract of employment is an agreement
whereby an employer agrees to remunerate an
employee for services or work performed and the
employee agrees to work for the employer.

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TERMS AND CONDITIONS OF
EMPLOYMENT
The terms and conditions of employment
offered to an employee must:
 comply with the employment laws, where
relevant,
 be clear and easy to understand, and
 be attractive.

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EXPRESS TERMS OF THE
CONTRACT
Written terms are usually included in:
 the employee’s letter of appointment,
 a collective agreement, where the workers are
represented by a trade union, or
 a company handbook.
Express terms are those terms agreed to
by the parties, whether by way of oral
agreement or in writing.

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IMPLIED TERMS IN AN
EMPLOYMENT CONTRACT
 An employee’s obligation to serve the employer
with care, faithfulness and obedience.
 An employer’s obligation to provide a safe
workplace and to pay the agreed wages.
Terms implied into every employment
contract by common law include:

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CHANGING THE TERMS OF AN
EMPLOYMENT CONTRACT
The terms of a contract of employment can
only be changed by mutual consent.
Any unilateral change amounts to a breach of
contract.

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TYPES OF EMPLOYMENT
CONTRACT
Employment contracts may be:
Duration
Indefinite/
Permanent
Fixed-term/
Temporary

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TYPES OF EMPLOYMENT
CONTRACT (cont.)
Employment contracts may be:
Working Hours
Full-time Part-time

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