The document provides an overview of a recruitment and selection workshop. It begins with introductions and expectations. The workshop will cover topics like recruitment strategies, selection tools, developing recruitment plans, and onboarding. It also gives background on HR history and the evolution of HR functions. Job analysis, interviews, employment branding, and developing recruitment and selection plans are discussed. Case studies are included. The document provides a thorough overview of the recruitment and selection process and related HR concepts to be covered in the workshop.

1. Recruitment & Selection
Workshop

2. Let’s know one another !
Name .. Faculty .. Academic year .. Why HR ? .. Expectations

3. Important Rules

4. Workshop Main Topics
Recruitment & Selection
• Introduction
• Job analysis
• Recruitment & selection process
• Recruitment & Employment Brand
• Selection Tools
• Developing recruitment & selection plan
• Onboarding
• Case Studies
Introduction to HR
• HR History & Evolution
• HR value proposition
• HR main strategies
• HR main functions
• HR systems
• Skills all HRs must have
• Types of organization structures
• Organization culture

5. HR History
19th century | Industry Revolution

6. HR History
• 1800 | Industry revolution , quick and cheap production was the highest priority for many industries!
• 1912 | Tata Steel became the first company to limit the number of working hours for factory workers to 8!
• 1918 | The “work committee” was formed at Tata Steel to handle workers complaints and grievances
• 1921 | “ Dupont ” create the first organization multi-divisional structure
• 1940 | Personnel department was born and was responsible for ( compliance – work safety )
• 1943 | “ Abraham Maslow ” discovered what motivate people and developed the hierarchy of needs
• 1969 | Sir “ Aubrey Danials ” developed the concepts of performance management
• 1970 | Personnel department start conducting more duties such as ( Equal pay – stopping discrimination )
• 1973 | David McClelland started the use of competency in people management
• 1984 | Wayne F. Casico addressed the needs to justify the effective cost of HR functions
• 1990 | Personnel department evolved into HR department
• 1996 | Dave Ulrich defined the term of strategic partners

7. HR Value Proposition

8. HR Main Strategies
Attracting Developing Retaining

9. HR Main Functions
PLANNING
RECRUITMENT & SELECTION
TRAINING & DEVELOPMENTPERFORMANCE MANAGEMENT
Employee Retention

10. HR Systems “for student activities”
• Policy & code of conduct
• Communication system
• Reward system
• Benefits system
• Discipline system aka “ punishment system ”
• Performance appraisal
• Flexibility system
• Recruitment system
• Documentation system

11. Skill all HRs must have

12. Organization Structures
Why we need an org structure ?
What are types of org structure ?
How to choose a suitable org structure ?

13. Organization Culture
It is the way members think, act and understand
the world around them.

14. Organization Culture Components
Who we are ?
What unique habits do our members have ?
How we act at workplace , how we treat each other ?

15. Job Analysis

16. Job Analysis Definition
• Job analysis is a study of the major tasks, responsibilities and requirements of jobs in
an organization
• It is the foundation of many HR functions and activities.

17. Job Analysis Purpose
Job
Analysis
KSA
DTR
Job
Description
Job
Specification

18. Job Analysis Steps
Step 1 | Collect Data
• Conduct an interview with members or leaders
• Review any document related to the job
• Observe people doing their work
• Making questionnaires
Step 2 | Analyze Data
• Figure out job duties, responsibilities and tasks ( DTR )
• Figure out knowledge, skills and abilities ( KSA ) needed
• Experience needed
• Equipment , tools or software used

19. Tips for writing JD & JS
• Match writing style to company’s culture
• Be concise and specific
• Use action verbs and present tense
• Use unbiased terms

20. Why Job description is important ?

21. Recruitment Vs. Selection

22. What is the difference between
Recruitment and Selection ?

24. Recruitment & Selection
Process

25. Recruitment & Selection Process
• Planning & Forecasting
• Lunching Online Advertising Campaign
• Preparing Publicity Materials
• Booth Creation
• Screening applications
• Sending interview invitation
• Conducting interviews & tests
• Filtration & final selection

26. Recruitment

27. Recruitment Factors
Quality Quantity

28. Recruitment Yield Pyramid
50
Applications
40
Screening
30
Calls
15
Interviews
5
Hires
100 %
80 %
60 %
30 %
10 %

29. What are the sources
of recruitment ?

30. Internal
• Promotion
• Transfer
• Internal Advertisement
External
• Social Media
• Campus booth
• Recruitment Websites
• Organization Website
• Head Hunt

31. Internal Recruitment Vs. External Recruitment

32. Internal Recruitment
Advantages
• Cheaper and quicker to recruit
• People already familiar with the organization and how it operates
• Provides opportunities for promotion with in the organization – can be motivating
• Heads already know the strengths and weaknesses of candidates
Disadvantages
• No new bloods from outside
• Limits the number of potential applicants
• Creates another vacancy which needs to be filled

33. External Recruitment
Advantages
• New bloods
• Larger pool of workers from which to find the best candidate
• People have a wider range of experience
Disadvantages
• Longer process
• More expensive process due to advertising , interviews and training required
• Selection process may not be effective enough to reveal the best candidate

34. What are the factors
that affect recruitment?

35. Why Recruitment is important?

36. Employment Brand

37. Vs.

38. Employment Brand Definition
• The workforce market perception of what it’s like to work for an organization
• The image people have about the employment experience at an organization

39. Benefits of Strong Employment Brand

40. Components of Employment Brand
• Culture
• Benefits
• Candidate experience
• Previous members experience
My organization is
the BEST !

41. Selection

42. Selection
• It is a series of filters designed to narrow the field of applicants down to
a select few.
• More information is gathered about potential candidates to match their
qualifications to the job requirements

43. Selection Tools
• Screening Application
• Tests
• Interview
• Role Play
• Job-related Task

44. Application Form
What is the content of application form ?
How to screen applications ?

45. Test Types
✓ English Test
✓ IQ Test
✓ Presentation ( Demo )
✓ Writing skills Test
✓ Computer skills Test
✓ Job knowledge Test

46. Why Selection is important ?

47. Interview

48. Interview Definition
✓A procedure designed to obtain information from a person through
oral responses to oral inquiries in order to predict his/her future job
performance.

50. Interview Format
✓ Structured
The manager, generally, follows no set format . it can be described as a general conversation.
✓ Unstructured
The employer specifies the questions ahead of time and may, also, list and rate possible answers for
appropriateness.
✓ Semi-structured
A general framework of open-ended questions, with room for follow-up questions

51. Interview Purpose
✓ Selection Interview
✓ Induction Interview
✓ Appraisal Interview
✓ Investigation Interview
✓ Exist Interview

52. Interview Conducting Methods
✓ One-on-one Interview
✓ Phone/video Interview
✓ Group Interview
✓ Panel Interview
✓ Serial Interview

53. Interview Stages
1. Prepare for the interview
2. Check interview location
3. Review ( job description – member criteria – application )
4. Establish rapport
5. Mention interview rules
6. Ask non-technical questions
7. Ask technical questions
8. Take brief, unobtrusive notes.
9. Close the Interview
10. Review the interview

54. Question Categories
Open-Ended Close -Ended

55. Question Types
1. Situational questions
2. Behavioral questions
3. Job knowledge questions
4. Background questions
5. Puzzled questions
6. Culture-fit questions
7. Stress questions

56. Interviewers Common Mistakes
1. Stereotyping
2. First Impression ( Snap judgment )
3. Halo/Horn effect
4. Contrast effect
5. “ Similar to me ” error
6. Misunderstanding the job nature
7. Non-verbal bias
8. Effect of personal characteristics
9. Asking silly and cliché questions

57. Examples on Poor Questions
Questions that rarely produce a true answer !
– “How did you get along with your coworkers?”
– “Just fine.”
Leading questions !
– “You do like to talk to people, don’t you?”
– “Of course.”
Obvious questions !
– Questions already answered on the application blank should be probed, not asked
again.
Questions that are not job related !
– All questions asked should be directly related to the job for which the interviewee
has applied.

58. Interviewers Common Mistakes
9. Not giving the interviewee time or opportunity to sell him/herself.
10. Unprofessionalism
11. Misunderstanding the job nature
12. Asking questions answerable by a simple "yes" or "no".
13. Putting words in the applicant's mouth.
14. Losing Control - Letting the applicant dominate the interview.
15. Acting more positively toward a favored applicant.
16. Talking so much that applicants have no time to answer questions.

59. Interview Tips
1. Review candidate application form and identifying areas that need explanation.
2. The interviewer should review the answers provided during the interview and then make
decisions.
3. Develop your own employer interviewing checklist.
4. Give interview feedback to rejected candidates.
5. Conduct mock interviews to improve your interviewing skills.

60. Interview Tips
6. Don’t act as a psychologist in the interview
7. Rely on achievements and life experience
8. Take away your values
9. Keep your eyes on the criteria while interview
10. Don’t be dragged to areas of wasting energy ( Debates )
11. Don’t offer your opinions
12. Don’t display approval or disapproval through tonality,
facial expressions or side comments

61. Interview Tips
13. Use same questions with all candidates to standardize evaluation and increase reliability
14. Use descriptive rating scales (excellent, fair, poor …etc.) to rate answers and scoring
15. Use panel interviews to reduce bias
16. Use standardized interview form
17. Take brief notes to avoid the recency effect (putting more weight on the last
few minutes of the interview)
18. Use job knowledge, situational, or behaviorally oriented questions
and objective criteria to evaluate the interviewee’s responses.

62. Candidates You Should Avoid
• Negativity towards past co-workers and managers
• Inflating importance on past projects
• Avoiding eye contact
• Interrupting
• Using condescending tones and language
• Blaming others for past failures
• Making you sell them on the open position, as though you may not be good enough for them

63. Extreme Cases of Interviewees
• Tensioned –Stressed
• Aggressive –Attacking
• Rude
• Talkative
• Liar
• Showy –Arrogant
• Hypocrite
• Flirter

64. Tensioned

65. Aggressive

66. Rude

67. Talkative

68. Liar

69. Arrogant

70. Hypocrite

71. Flirter

72. Recruitment & Selection
Plan

73. Plan Sections
✓Introduction
✓SWOT Analysis
✓Goals
✓Job Description
✓Members Criteria
✓Publicity Guidelines
✓Selection System
✓Action Plan

74. SWOT Analysis

75. Goals

77. Members Criteria
Estimated number of members
Experience needed
Education & Experience
Personality
Knowledge – Skills – Abilities - Equipment

78. Publicity Guidelines
✓ Recruitment Channels
✓ Description of Recruitment Theme
✓ Content Guidelines of recruitment event on Facebook
✓ Graphic Design brief
✓ Recommendations for increasing event reach

79. Recruitment Event on
Description Tab Checklist
❑ Information about organization ( Who we are ? and what we do ? )
❑ Benefits list
❑ Vacant positions
❑ Job description for each position
❑ Registration form link
❑ Deadline for registration

80. Recruitment Event on
Discussion Tab Checklist
❑ Pinned post which answer the FAQs.
❑ Posts about old members and their stories or achievements.
❑ Posts about the job description of each committee.
❑ Post about the benefits list.
❑ Post about some tips for the interview.
❑ Photos of previous events.
❑ Photos of amazing moments ( outings – meetings .. etc).

81. Selection System
▪ Selection methods / tools
▪ Interviews stages
▪ Final Selection procedures
▪ Notes
▪ Interview rules
▪ Emails templates

82. Action Plan
▪ Milestones
▪ Timeline
▪ Dependence
▪ Resources
▪ RACI
▪ Cost

83. RACI
▪Responsible
▪Accountable
▪Consulted
▪Informed

84. Onboarding

85. Onboarding Definition
• It is a strategic process of integrating new volunteers with our organization and its
culture by providing them information, training, mentoring and coaching throughout
the transition.

86. What is onboarding so important ?

87. Importance Of Onboarding
• Facilitates the new volunteer’s ability to contribute in the new role.
• Increases the new volunteer’s comfort level in the new role.
• Reinforces his/her decision to join the organization.
• Enhances productivity.
• Encourages commitment and volunteer engagement.

88. Onboarding Stages
1. Pre-Hire
2. Welcome Party
3. Orientation session
4. Handbook
5. 1st Committee meeting

89. Pre-Hire Stage
1. Prepare member profiles
2. Prepare members handbook
3. Prepare welcome party
4. Prepare team building activities
5. Prepare orientation email template
6. Prepare the Initial Training program

90. Welcome Party
• Welcome Party is a great chance to make a good first impression with the new
comers and the first few days will leave a lasting impression.

91. Orientation Session
• It’s a procedure of providing new members with basic background information about organization .
• The Purpose of orientation session is to help new comers to understand the organization in a broad
sense and to make clear to them what is expected in terms of work and behavior.

92. Orientation Session Content
✓ Team Meet & Greet
✓ Icebreaking activities
✓ Organization History
✓ Organization Culture
✓ Organization Achievements
✓ Organization Structure
✓ Season objectives
✓ Roles & Responsibilities
✓ Benefits
✓ Policy & COC
✓ Communication system
✓ Discipline system
✓ Member profiles
Welcome Organization Info HR Info

93. Handbook
• Member handbook is a document that contains all information about our organization
the new member will need in order to do his/her duties.

94. 1st Committee Meeting
Each Head will cover the following:
✓ Detailed job description and main duties & responsibilities.
✓ The Committees’ work strategies and action plan.
✓ Clarity of work details.
✓ Indicating the degree of professionalism that we seek.
✓ Team building activities
✓ Answering additional questions the new members may have
✓ Each member introduce him/her self

95. facebook.com/Mj.Elbaroudi
linkedin.com/in/mjelbaroudi
011 5035 9660 Mj.elbaroudi@gmail.com