Managing Recruitment - how to manage recruitmen and selection

2. HAVE A CLEAR RECRUITMENT
SYSTEM IN PLACE
• This enables managers to really
focus on getting the right people
in the business.

3. MAKING THE WRONG
RECRUITMENT DECISION CAN :
• Reduce organisational
effectiveness
• Render existing reward and
development strategies
useless
• Can be unfair on the
individual you recruit

4. THE MOST EFFECTIVE PROCESS…
• Job analysis
|
• Job description
|
• Legislative
considerations
|
• Candidate feedback

5. WHY IS IT IMPORTANT
TO RUN A SYSTEMATIC
RECRUITMENT AND
SELECTION
STRATEGY?

6. A CLEAR
STRUCTURE
FOR THE
RECRUITMENT
PROCESS IS
VITAL…
• Mistakes are avoided, such as:
- recruiting ‘just because we
need to replace someone’
- missing key tasks off job
descriptions
• It goes a long way to ensuring
the people you recruit have
both the right skills and
personality traits.

7. WHAT ARE THE
KEY STEPS IN A
RECRUITMENT
AND
SELECTION
STRATEGY?
• Does the vacancy exist?
• Job Analysis.
• Creation of job
description and person
specification.
• Recruitment strategy.
• Selection strategy.

9. 1.
Determine what you
will be using the
information for.
In recruitment and
selection, interviewing
incumbent employees
in the role is a good
methodology, however
this may not work so
well for evaluating pay
or performance
standards for a job.

10. 2.
Review relevant
background
information –
Where does the job
sit within the
organisation chart
and which key roles
does it need to fulfil?

11. 3.
Select a representative
number of positions to
review – If you have
many people doing the
same job, you will not
need to interview them
all, but a representative
sample will be adequate.

12. 4.
Analyse the job –
Using whichever
methodology is most
appropriate

13. 5. Verify your
analysis – With the
person doing the
job and their line
manager

14. 6. Develop a job
description and
person
specification

16. 1. Job Title
2. Job summary
3. Responsibilities and
duties
4. Standards of
performance
5. Working conditions

18. PERSON SPECIFICATION
A list of the ‘human
requirements’ for a job:
• Educational
qualifications
• Previous experience
• General intelligence
• Specialised skills

19. PERSON SPECIFICATION?
You should also
include:
• Interests
• Personality
• Physical
requirements

20. Essential
Criteria
Desirable
Criteria
Outlining the criteria that the
applicant needs to be able to
fulfil the role
Outlines the criteria that is
important but not essential to
the role and can help to
differentiate further between
applicants meeting all of the
essential criteria

21. Don’t make
your
specification
too broad
Don’t make
your
specification
too narrow
You may find too many
applicants meet the essential
criteria
You may find you are able to
shortlist none or very few
applicants

22. KEEP IT LEGAL
During the recruitment
process it is vital to
avoid discriminating
either deliberately or
inadvertently.

23. WHAT SHOULD YOU AVOID?
• Stating a preference for a man or a
woman unless the requirements of the job
are clear that it needs to be either sex
• Age limits unless they can be reasonably
justified
• During interviews avoid asking about a
woman’s plans for a family

24. PROVIDE FEEDBACK TO
UNSUCCESSFUL CANDIDATES
• Keep it professionally
focused, constructive
and make sure it is of
use to the candidate
• Present feedback to all
candidates in a
professional, objective
and sensitive manner

25. Providing useful
feedback can help a
candidate have a
positive experience
of recruitment with
your business if he
or she is not
appointed

26. Your reputation as a
business will be
impacted by how you
manage the
recruitment process
– make it a success.
@SafarazAli
Safaraz Ali