The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Approaches to Recruitment".

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Approaches to Recruitment
Recruitment and Selection
MTL Course Topics
RECRUITMENT AND
SELECTION
Approaches to Recruitment

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Approaches to Recruitment
Recruitment and Selection
MTL Course Topics
The Course Topics series from Manage Train Learn is a large collection of topics that will help you as a learner
to quickly and easily master a range of skills in your everyday working life and life outside work. If you are a
trainer, they are perfect for adding to your classroom courses and online learning plans.
COURSE TOPICS FROM MTL
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Approaches to Recruitment
Recruitment and Selection
MTL Course Topics
ARE YOU READY?
OK, LET’S START!

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Approaches to Recruitment
Recruitment and Selection
MTL Course Topics
INTRODUCTION
Recruitment and selection is one of the key processes of any
business. It is the means by which the business sources and
acquires its most precious asset. Often the process is
undertaken with a minimum amount of preparation and
planning. This may be because most managers believe they
can pick good people and have a gut feel for who will do a
good job for them. But seat-of-the-pants recruitment is
fraught with dangers, not least because of anti-
discrimination legislation and the high costs of making bad
choices. Instead, time taken initially to plan and prepare,
pays dividends in the end.

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Approaches to Recruitment
Recruitment and Selection
MTL Course Topics
HIRE THE BEST
The word "recruitment" comes from an old French word
"recroitre" meaning "to re-grow".
Recruitment is one of the key functions of people
management, one on which subsequent functions, such as
training and motivation, depend.
The management of recruitment consists of seven key
considerations:
1. setting clear aims for the recruitment process
2. incorporating equal opportunities
3. the option of personal selection
4. the option of the systems approach
5. choosing the right method
6. carrying out the recruitment role
7. weighing benefits and costs.
At advertising agency, Ogilvie and Mather, all new managers
receive a Russian doll set saying: "Don't hire dwarfs; hire
giants."

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Approaches to Recruitment
Recruitment and Selection
MTL Course Topics
THE AIMS OF RECRUITMENT
The chief aim of recruitment is to appoint someone to your
team who can do the job you want filled to the required
standard of performance.
There are two riders to this main aim:
1. you may want the person you select to reach a
satisfactory performance level at once or within a given
period of time
2. once you have decided during the recruitment process
that someone can do the job satisfactorily it should not
matter in theory that some people can do it a whole lot
better than others. Nevertheless you would be foolish
to appoint the just satisfactory in preference to the
above-average.
The aim of recruitment is to get the best person you can.

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Recruitment and Selection
MTL Course Topics
SECONDARY AIMS
While finding a suitable candidate to do a job is the chief
aim of recruitment, there are five other aims which
influence the way you meet the chief aim.
These secondary aims are:
1. to carry out the recruitment exercise in a cost-effective
way. This means managing each of the main systems in the
most efficient manner.
2. to comply with the spirit and letter of legislation covering
discrimination and employment (eg contractual law,
immigration law...)
3. to ensure that future as well as current manpower needs
are met. This may mean assessing not just merit and
competence but potential as well.
4. to comply with the organisation's policy and procedures,
in order to ensure a consistent approach
5. to manage the public face which the organisation
presents to the outside world.

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Recruitment and Selection
MTL Course Topics
EQUAL OPPORTUNITIES
The connection between recruiting the best people and
policies of equal opportunities are not always obvious.
But Rajvinder Kandola and Johanna Fullerton in their book
"Managing the Mosaic: Diversity in Action", provide
evidence to show that by placing diversity at the heart of
recruitment plans, organisations can...
1. attract people from a wider range of talents
2. retain the best talent
3. benefit from lower absenteeism and turnover
4. demonstrate greater flexibility in responding to change
5. develop better teamwork
6. make better and more creative decisions
7. improve the quality of output.

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Approaches to Recruitment
Recruitment and Selection
MTL Course Topics
AN EQUAL OPPS POLICY
An equal opportunities policy starts at the highest levels
with the formulation of a statement such as the following:
"The organisation is an equal opportunities employer.
The aim of the policy is to ensure that no job applicant or
employee receives less favourable treatment on
unjustifiable or irrelevant grounds.
These include: sex, colour, race, nationality, age, religious
belief. Selection criteria and procedures will be kept under
review to ensure that individuals are selected and treated
on the basis of their relevant merits and abilities."
A commitment to action to put the policy into effect must
follow the formulation of the statement, together with
procedures for monitoring and review, and a comprehensive
communication and training programme for staff.

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Approaches to Recruitment
Recruitment and Selection
MTL Course Topics
PERSONAL CHOICE
The recruitment process is a personalised one. We like to
get to know candidates; we like to find out about their life
and work histories; we want to know what sort of
employees they will make; we want to be as sure as we can
that this will be a relationship that will benefit both of us.
We weigh up people in our personal lives all the time. It is
how we pick our partners and how we pick our friends.
Liking, based on how we feel about others, is natural.
Personal selection has long been a basis for choosing
workers. It is indeed still pursued in many organisations, one
favourite method being to let the chief executive make a
final decision using the "school team captain" approach
where he or she is allowed to pick who they want from
those available.

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Approaches to Recruitment
Recruitment and Selection
MTL Course Topics
A FLEXIBLE APPROACH
One private business in the world of high technology talks
like this about its approach to recruitment:
"It's a demand market at present so we have our pick of the
best. We're always on the lookout for talented people. We
keep our ears to the ground and like to know who's
disgruntled, who's looking for a move. We see nothing
wrong in luring good people from our competitors.
"More often than not we'll approach the person first. If we
have to use a public advertisement, we use an open advert
and see what response we get. We are quite prepared to
adjust the job to suit who's available. Everyone needs to be
flexible.
"We don't use standard selection methods. We like to know
the person will fit into the team. Liking someone is a major
part of the decision; it has to be."

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Recruitment and Selection
MTL Course Topics
SYSTEMATIC SELECTION
The systems approach is at the opposite extreme to "on-
the-hoof" recruitment, where people are taken on if they
seem right and are liked.
The systems approach aims to reduce the amount of
personal bias in the selection process to a minimum. To do
this, a series of laid-down procedures is needed, all
interlocking with one another and all leading to the rational
selection of the best candidates.
There are twelve sub-systems in a normal recruitment drive.
They are: the manpower plan (vacancy; numbers;
timescale); the job analysis; the job description; the person
specification; the marketing; handling the response;
shortlisting; assessing candidates; selecting; obtaining
references; making an offer; starting new employees.

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Recruitment and Selection
MTL Course Topics
A RIGID APPROACH
This is how a public organisation approaches the
recruitment of staff using the systems approach.
"Our recruitment procedures are all laid down in our
selection and equal opportunities policies. There is a
procedure for the authority to recruit, for writing job
descriptions, for interviewing and for making selections.
Nobody is authorised to recruit unless they have been fully
trained in the procedure.
A committee oversees the process. Every step, every action,
even what is said at interview is open to public scrutiny.
There is no place for personal bias or favouritism in the
procedure. Because of the systematic nature of the
procedure, the system itself determines who is the right
candidate for appointment (whether we like them or not).
We can give reasons for each appointment going back over
the last ten years."

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Recruitment and Selection
MTL Course Topics
BOTH...AND
It is not necessary to make a choice between the highly-
personalised approach to recruitment of some organisations
and the systems approach of others. You can have both.
1. a personalised approach that is based purely on
personal liking will run into problems at some stage
because of its disregard for legal, social and ethical
requirements.
2. a purely systematic approach that believes in
mechanical answers to recruitment ignores gut feeling
at its peril. Organisations are more than just logic; they
are dynamic systems based on how people feel about
each other.
The challenge for recruiters is to find a course that
incorporates both systematic, fair approaches and gut
feeling.

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Recruitment and Selection
MTL Course Topics
SUITABLE METHODS
The matching process that is at the heart of recruitment and
selection has always reflected the times. In the past,
workers were chosen at hiring fairs; today it is likely to be
high-tech.
1. a 2020 survey by Pew Research Center reports that the
% of U.S. adults who used online resources during a job
search in the previous two years was about 80 percent.
2. British Airways used a series of 30-second cinema
advertisements to attract up to 1500 cabin staff
3. investment bank SBC Warburg used a CD-Rom
multimedia package to attract potential employees
4. most organisations now use email for the notification of
jobs, the receipt of resumes, and the notification of
outcomes
5. in a survey by Reed Personnel Services, over half the
respondents said they would be interested in
interviewing job candidates at home via video
teleconferencing.

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Recruitment and Selection
MTL Course Topics
E-RECRUITMENT
According to Wikipedia, in 2017, 48% of the world’s
population had access to the Internet. In the developed
world, the figure was 81%. In the USA, 83% of people in the
age range 18 to 29 report using the Internet to look for a job
while 79% report using the Internet to apply for a job.
The value of the Internet as a job marketing tool lies in its
speed and cost. Compared to traditional methods, a job can
be placed on a website in no time at all for relatively little
expense. Additionally, employers can use websites to carry
out other aspects of the recruitment process, such as pre-
screening, testing and administration.
One organisation reports that they placed a job
advertisement on their site at 10am. Within 20 minutes they
were reading the cv of a candidate who was subsequently
appointed. By 11am, the advert had been removed.

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Recruitment and Selection
MTL Course Topics
THE RECRUITER'S ROLE
The recruiter's role is multi-functional. It requires the
wearing of a number of hats and the application of a range
of skills.
The recruiter can wear a number of hats at the same time:
manpower planner; job designer; marketing manager; copy
writer; administrator; lawyer; match-maker; psychologist;
project manager; communicator; influencer; persuader;
negotiator.
Additionally, he or she needs to be knowledgeable about
current employment legislation and the organisation's
policy; and have skills ranging from job analysis and
administration - possibly on computer systems - to panel
team management and interviewing skills.

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Recruitment and Selection
MTL Course Topics
BENEFITS AND COSTS
It is important to regularly review how well any recruitment
system works. This is particularly true where the benefits
and costs of recruitment are high.
The benefits of the recruitment process are always delayed
ones: they come in the shape of having made correct
choices about people who then go on to make valuable
contributions to the organisation. In perhaps the majority of
today's organisations, the investment in selecting the right
people is likely to make all the difference to organisational
success.
The costs on the other hand can be high. It is thought that it
costs 2.5 times annual salary to recruit a new manager. To
that figure must be added the costs of getting it wrong, such
as poor performance, the cost of putting things right, the
cost of recruitment re-runs and the cost of legal action.

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Recruitment and Selection
MTL Course Topics
THE PEACOCK & THE MAGPIE
Aesop tells the following fable.
The birds of the forest convened to choose a new king. A
number of candidates stepped forward to promote their
cause but the favoured contender was undoubtedly the
peacock. He strode in front of the judges displaying his long
tail of brightly coloured feathers. The judges were dazzled
and so were the throng of onlookers.
Just as the birds were about to crown him king, the magpie
spoke up. "Just one moment," he said. "If you were to
become our king, how would you defend us against the
birds of the mountains such as the eagle and the kite?"
There was a long silence. The peacock didn't know how to
answer. The judges put their heads together once more and
decided not to choose him for their king.

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Recruitment and Selection
MTL Course Topics
THAT’S
IT!
WELL DONE!

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Approaches to Recruitment
Recruitment and Selection
MTL Course Topics
THANK YOU
This has been a Slide Topic from Manage Train Learn