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Recruitment And Selection Process

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An introductory look at the recruitment and selection process

Published in: Career, Economy & Finance

Recruitment And Selection Process

  1. 1. + Tourism Enterprises Supporting website http://www.flickr.com/photos/bitzi/176304506// Recruitment and Selection
  2. 2. Recruitment Selection <ul><li>The process of attracting suitable individuals to apply for positions in an organisation. </li></ul><ul><li>Aim - to attract the best applicants and exclude any that are not suitable </li></ul>
  3. 3. Recruitment <ul><li>Recruitment is job centred: </li></ul><ul><ul><li>Questions to ask before starting the process </li></ul></ul><ul><ul><ul><li>Should the job continue in its present form? </li></ul></ul></ul><ul><ul><ul><li>Is it needed at all? </li></ul></ul></ul><ul><ul><ul><li>Can the work be redistributed </li></ul></ul></ul><ul><ul><ul><li>Does this job add value or assist the organisation to achieve its objectives </li></ul></ul></ul>
  4. 4. Recruitment Process <ul><li>Determine the vacancy </li></ul><ul><ul><li>External </li></ul></ul><ul><ul><ul><li>Do we buy in skills, knowledge, ability? </li></ul></ul></ul><ul><ul><li>Internal </li></ul></ul><ul><ul><ul><li>grow our own inside the organisation? </li></ul></ul></ul>
  5. 5. Recruitment Process <ul><li>Internal vs External </li></ul><ul><li>Before any decision is made to recruit new staff, the experience and qualifications of current staff need to be considered </li></ul><ul><li>Vacancies should be advertised on staff noticeboards before going outside </li></ul>
  6. 6. Recruitment Process <ul><li>Benefits of internal recruitment : </li></ul><ul><li>Saves on cost of recruitment and selection </li></ul><ul><li>Builds staff morale </li></ul><ul><li>Reduces costs of induction and training </li></ul><ul><li>Allows for succession planning </li></ul><ul><li>Selection is based on actual performance assessment of current staff </li></ul><ul><li>Provides career paths for employees </li></ul><ul><li>Taken from: Building Quality Service by Lynn Van der Wagen (pg65) </li></ul>
  7. 7. Recruitment <ul><li>Benefits of external recruitment : </li></ul><ul><li>Brings in new skills </li></ul><ul><li>Encourages competition </li></ul><ul><li>Gives the organisation exposure in employment market </li></ul><ul><li>Brings in applicants with current knowledge and qualifications </li></ul><ul><li>Taken from: Building Quality Service by Lynn Van der Wagen (pg65) </li></ul>
  8. 8. Recruitment Process <ul><li>Advertise the vacancy </li></ul><ul><ul><li>National press </li></ul></ul><ul><ul><li>Local press </li></ul></ul><ul><ul><li>Recruitment agencies </li></ul></ul><ul><ul><li>Radio </li></ul></ul><ul><ul><li>Internet </li></ul></ul><ul><ul><li>Internal methods </li></ul></ul><ul><ul><li>Educational sources </li></ul></ul>http://jobs.search4.co.nz/job/view/2n6q4v/search/o/education-training/3/
  9. 9. Recruitment <ul><li>If you are too detailed in the specifications –not enough people will apply; and if you are too general, too many will apply </li></ul><ul><li>Important to choose people who will mix/blend in well and compliment the skills of the existing team </li></ul><ul><li>http://www.jobsearch.co.uk/show_job.cgi?j=4814049&c=7&o=219&cat=39 </li></ul>
  10. 10. Selection Process <ul><li>Want candidates who have: </li></ul><ul><ul><li>Skills </li></ul></ul><ul><ul><li>Knowledge </li></ul></ul><ul><ul><li>Correct attributes </li></ul></ul><ul><ul><li>Good fit to the organisation </li></ul></ul><ul><li>Bilateral Process </li></ul><ul><ul><li>Candidates are more assertive in choosing organisations they want to work for </li></ul></ul>
  11. 11. Selection Process <ul><li>Job Analysis </li></ul><ul><ul><li>Job description </li></ul></ul><ul><ul><li>Person profile </li></ul></ul><ul><ul><li>Job context </li></ul></ul>
  12. 12. Selection Criteria <ul><li>Job descriptions </li></ul><ul><li>Person specifications </li></ul><ul><li>What is the difference between the two of these? </li></ul>
  13. 13. Selection Criteria <ul><li>Job description – the role of the person, duties and responsibilities of the individual and of the job </li></ul><ul><ul><li>Full or part-time </li></ul></ul><ul><ul><li>Fixed, casual, permanent contract </li></ul></ul>
  14. 14. Selection Criteria <ul><li>Person specification – the skills, experience and knowledge necessary to perform the job </li></ul><ul><li>http://www.ers.dol.govt.nz/publications/pdfs/checklist_personal_profile.pdf </li></ul>
  15. 15. Selection Criteria <ul><li>Job Context </li></ul><ul><ul><li>This is the situational and supporting information regarding the job </li></ul></ul><ul><ul><ul><li>Work climate (safety) </li></ul></ul></ul><ul><ul><ul><li>Reporting relationships </li></ul></ul></ul><ul><ul><ul><li>Unspoken rules </li></ul></ul></ul><ul><ul><ul><li>Budgetary information and incentives </li></ul></ul></ul><ul><ul><ul><ul><li>eg. The job context for someone working in front-line tourism may state that the position could be associated with complaints, time pressure, stress, unpredictable work hours </li></ul></ul></ul></ul>
  16. 16. Selection Process <ul><li>Selection devices: </li></ul><ul><ul><li>Psychological, aptitude or ability testing </li></ul></ul><ul><ul><li>Medical examinations </li></ul></ul><ul><ul><li>Reference check </li></ul></ul><ul><ul><li>Academic achievement </li></ul></ul><ul><ul><li>Selection interview </li></ul></ul><ul><ul><li>Training and experience </li></ul></ul>
  17. 17. References <ul><li>Wagen Der Van, Lynn. (1994) Building Quality Service – with competency-based human resource management. Butterworth-Heinemann, Australia. </li></ul>

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