National Pen was founded in Florida in 1966 and opened headquarters in Ireland in 1987. It manufactures personalized and promotional items and employs 300-400 people serving 16 European and 4 Asian Pacific countries. The recruitment and selection process at National Pen includes word-of-mouth, advertisements, screening CVs in a candidate manager system, and attending job fairs and college visits. The selection process involves screening, shortlisting, phone interviews to assess skills, online assessments, face-to-face interviews using a structured format, and making a hiring decision. National Pen aims to use reliable and valid selection methods and ensure candidates are suitable for the roles.

1. Presentation by:
Audrey Loosley
Denise Benson
Eva O'Donoghue
Dara Mitchell
Magda Zenderowska
Human Recourses Management
Recruitment & Selection
Lecturer:
Annmarie McHugh M.Sc.

2. Background of National Pen
National Pen found in Florida by Tom Liguori and Paul Stabile in 1966.
National Pen opened its headquarters in Ireland in 1987.
Manufacturing personalised and promotional items.
National Pen employs between 300-400 people.
 National Pen is servicing to sixteen European countries and four Asian Pacific countries.

3. Theory on Selection process
Before we detail the differing techniques used in selection we should consider if these methods take into
account the importance of:
Reliability: Will the process give the same results independent of who is assessing a potential candidate?
Validity: Does the selection process used actually measure, what it is suppose to measure?
Suitability: Will the candidate be able, willing to preform the tasks required

4. Recruitment and Selection Process of National Pen
The most used method is “the word of mouth”.
Advertisement through FAS, various Websites and local news papers.
National Pen holds hundreds of CV’s and uses Candidate Manager to manage the applications
 For specific language jobs HR department travels abroad to source suitable candidates
Job fairs and Colleges visits

5. SCREENING
SHORTLISTING
PHONE
INTERVIEW
ASSESSMENT
FACE TO FACE
INTERVIEW
DECISION/
OFFER
Match application to Person and job specification
Use shortlisting matrix to eliminate unsuitable candidates
Used to establish language skills, communication skills, politeness
and professionalism, can be useful to fill in any gaps in C.V
Online Ability Test Assessment Centre Psychometric Test
Formal structured interaction, guided by detailed job analysis. To
meet candidates and gain answers to critical incident type questions
Integrate information. Assign quantitative value to assessment
methods. Discuss results, decide on most suitable and make the offer

6. Selection
Screening
Match application to
Person and job
specification
Suitable Candidates
Found?
YES
NO
Use short listing matrix to
eliminate unsuitable
candidates
Phone Interview
Establish language skills,
communication skills,
politeness and
professionalism,
Assessment
Online ability test for
accuracy
Face to Face Interview
Formal structured
interaction, To meet
candidates and gain
answers to critical
incident type questions
Continue running add
If Applicant Passes
Create Offer Letter / Determine
Start Date
Induction
On Boarding
Training
Flow Chart

7. Conclusion
Research Findings
Standard Approach
Comparisons
Success and on going analysis