The recruitment and selection process involves several steps aimed at selecting the best candidate for a job. These include planning and forecasting personnel needs, finding internal and external candidates through various sources like advertising, employee referrals, and colleges. The selection process then screens candidates through initial interviews, application forms, employment tests, comprehensive interviews, background checks, conditional job offers, and medical examinations to verify applicant qualifications and determine the most suitable candidate.

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SelectionSelection
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2. Steps in Recruitment and Selection
Process:
The recruitment and selection process is a series of hurdles
aimed at selecting the best candidate for the job.

3. Planning and Forecasting
• Employment or personnel planning
– The process of deciding what positions the firm
will have to fill, and how to fill them.
• Succession planning
– The process of deciding how to fill the
company’s most important executive jobs.
• What to forecast?
– Overall personnel needs
– The supply of inside candidates
– The supply of outside candidates

4. Forecasting Personnel Needs
• Trend analysis
– The study of a firm’s past employment needs
over a period of years to predict future needs.
• Ratio analysis
– A forecasting technique for determining future
staff needs by using ratios between a causal
factor and the number of employees needed.
– Assumes that the relationship between the
causal factor and staffing needs is constant

5. The Scatter Plot
• Scatter plot
– A graphical method used to help identify
the relationship between two variables.
Size of Hospital Number of
(Number of Beds) Registered Nurses
200 240
300 260
400 470
500 500
600 620
700 660
800 820
900 860

6. Determining the Relationship Between
Hospital Size and Number of Nurses

7. Using Computers to Forecast
Personnel Requirements
• Computerized forecasts
– The use software packages to determine
of future staff needs by projecting
sales, volume of production, and
personnel required to maintain a volume
of output.

8. Forecasting the Supply of
Inside Candidates
• Qualifications inventories
– Manual or computerized records listing
employees’ education, career and
development interests, languages, special
skills, and so on, to be used in selecting
inside candidates for promotion.

9. Manual Systems and
Replacement Charts
• Personnel replacement charts
– Company records showing present
performance and promotability of inside
candidates for the most important
positions.
• Position replacement card
– A card prepared for each position in a
company to show possible replacement
candidates and their qualifications.

11. Finding Internal Candidates
• Job posting
– Publicizing an open job to employees
(often by literally posting it on bulletin
boards) and listing its attributes.
• Rehiring former employees
– Advantages:
• They are known quantities.
• They know the firm and its culture.
– Disadvantages:
• They may have less-than positive attitudes.
• Rehiring may sent the wrong message to
current employees about how to get ahead.

12. Outside Sources of Candidates
• Advertising
– The Media: selection of the best medium
depends on the positions for which the firm is
recruiting.
• Newspapers (local and specific labor markets)
• Trade and professional journals
• Internet job sites
• Jobs fare
• Constructing an effective ad
– Wording related to job interest factors should
evoke the applicant’s attention, interest, desire,
and action (AIDA) and create a positive
impression of the firm.

13. Outside Sources of Candidates
(cont’d)
• Executive recruiters (headhunters)
– Special employment agencies retained by
employers to seek out top-management talent for
their clients.
• Contingent-based recruiters collect a fee for their
services when a successful hire is completed.
– Internet technology and specialization trends are
changing how candidates are attracted and how
searches are conducted.

14. Outside Sources of Candidates
(cont’d)
• On demand recruiting services (ODRS)
– A service that provides short-term
specialized recruiting to support specific
projects without the expense of retaining
traditional search firms.

15. Outside Sources of Candidates
(cont’d)
• College recruiting
– Recruiting goals
• To determine if the candidate is worthy of
further consideration
• To attract good candidates
– Internships

16. Outside Sources of Candidates
(cont’d)
• Employee referrals
– Applicants who are referred to the
organization by current employees
• Referring employees become stakeholders.
• Referral is a cost-effective recruitment
program.
• Referral can speed up diversifying the
workforce
• Walk-ins
– Direct applicants who seek employment
with or without encouragement from
other sources.

17. Outside Sources of Candidates
(cont’d)
Recruiting via the Internet
More firms and applicants are utilizing the
Internet in the job search process.

18. Factors affecting Recruiting
process
• Government/authorities Influence:
• Attractiveness of the job:
• Image of the organization:
• Cost of recruiting
• Labor supply

19. Selection
After successful recruiting process, the last
step in staffing is selection.
The selection process is composed of number
of steps.
Each of these steps provides important
information that will help predicting whether an
applicant will prove to be a successful job
performer .

20. Selection Process
The selection process is made of several steps.
1. Initial Screening
2. Completing the application form
3. Employment Tests
4. Comprehensive Interview
5. Background Investigation (Reference Check)
6. Conditional Job Offer
7. Medical or Physical Examination
8. The permanent/temporary job offer

21. Common Selection tools…
• Interview – most common method
• Psychometric testing – assessing the personality of
the applicants – will they fit in?
• Aptitude testing – assessing the skills
of applicants
• In-tray exercise – activity based around what the
applicant will be doing, e.g. writing a letter to a
dissatisfied customer
• Presentation – looking for different skills
as well as the ideas of the candidate

22. 1. Initial Screening Interview
Initial screening is usually done by:
1. Screening out those CV’s that do not fulfill the
minimum qualification criteria in terms of education,
skills and experience.
2. Screening interviews is conducted to check the level
of motivation and degree of seriousness of applicants.

23. 2. Completing Application
Form
• Applicants need to fill a company’s specific
employment form that generates important
information about the applicants like:
– Name, Address, birthplace, photographs, Religion, marital
status, age, prior experience, nationality, reference,
language etc.
The purpose of application form is to collect a
complete bio-data of applicants. These
information are then used for verification.

24. 3. Employment Tests
• Selection process is highly dependent upon
intelligence, aptitude, ability and interest
tests.
• The purpose of these tests is to measure
the intellect , abilities, perception, math,
reading and writing skills.
• These tests vary according to the
requirements of the job.

25. 4. Comprehensive Interview
A selection method in which in-depth
information about the applicant can be
obtained.

26. 4. Comprehensive Interview….
• Comprehensive interview is designed to cover
those areas that cannot be addressed easily by
the employment test, such as assessing ones
motivation and ability to work under pressure.
• In interview usually relevant questions are
asked by the interviewer from the interviewee.

27. 5. Background Investigation
The process of verifying information provided
by the applicant in the application form.
These include…
1. Contacting former employer to confirm the
candidate’s work record,
2. Verification of educational documents,
3. Verifying individual legal status,

28. 6. Conditional Job Offer and
Medical Examination
• What the conditional offer implies is that if
everything checks out okay…
– passing a certain medical,
– Drug screen (test)
– physical and
– psychological examinations.
• These are done (post job-offer testing) is performed
to assure you are physically, emotionally, and
psychologically fit for the job.
• If any applicant is found to be drug addicted, will
result in immediate rejection.

29. 7. Permanent/temporary Job
Offer
• After successful completing of all steps in
selection process , the candidate is
considered eligible to receive the employment
offer.
or
• All applicants are put through every step of
the selection process, and final decision is
based on comprehensive evaluation of the
results from all stages.

30. Selection Process Chart
• initial interview
• application form
• employment test
• comprehensive interview
• background investigation
conditional job offer
Med & physical exam

31. Thanks to all of you!!!!