recruitment and selection process.

1. E M P L O Y E E
S E L E C T I O N :
P E R S O N N E L
P L A N N I N G ,
R E C R U I T I N G A N D
I N T E R V I E W I N G

2. AGENDA
I.
II.
III.
IV.

3. LEARNING OBJECTIVES






6. P E R S O N N E L P L A N N I N G , R E C R U I T M E N T &
S E L E C T I O N








7. W O R K F O R C E / P E R S
O N N E L P L A N N I N G
A N D
F O R E C A S T I N G
Reviews client
business plan
and workforce
data
Identify
positions the
firm will have to
fill
Develop
workforce
strategic plan
Implement
changes

8. W O R K F O R C E /
P E R S O N N E L
P L A N N I N G
Trend Analysis Ratio Analysis Scatter Plot
Managerial
Judgment
Personnel
Replacement
Chart
Forecasting the
supply of outside
candidates
Succession
Management

9. RECRUITMENT 
• Recruiting
employees already
employed by the
organization
1. Internal
Recruitment
• Recruiting
employees from
outside the
organization
2. External
Recruitment

10. STEPS IN SELECTING EMPLOYEES
Job Analysis
Selection of
Testing
Methods
Test Validation Testing
Screening
Recruitment Selecting
Hiring/Rejecting

11. EFFECTIVE
RECRUITMENT
METHODS SHOULD






12. RECRUITMENT
METHODS

13. FORMAL OR DIRECT

14. 1. MEDIA ADVERTISEMENT

15. MEDIA
ADVERTISEMENT

Carpet Cleaning
Looking for clean cut, reliable, self-
motivated person to clean carpet for growing
business. Room for advancement. Must be
at least 21 years old and have a valid drivers
license. Send resume to Box P-271, c/o
Roanoke Times & World News, P.O. Box
491, Roanoke, VA 24010

16. MEDIA
ADVERTISEMENT

17. POINT OF
PURCHASE
METHODS


18. RECRUITERS
1.

19. EMPLOYMENT
AGENCIES AND
SEARCH FIRMS
1.

20. EMPLOYMENT
AGENCIES AND
SEARCH FIRMS

21. EMPLOYMENT
AGENCIES AND
SEARCH FIRMS

22. EMPLOYEE
REFERRALS

23. DIRECT MAIL/E-
MAIL


24. INTERNET
1.
2.

25. INTERNET

26. JOB FAIRS


27. I N F O R M A L O R
I N D I R E C T

28. SITUATION
WANTED ADS



29. E M P L O Y E E R E F E R R A L
P R O G R A M S
I N C E N T I V E F O R
R E F E R R A L



30. RECRUITING
PASSIVE
APPLICANTS


31. NON-TRADITIONAL SOURCES





32. E V A L U A T I N G T H E
E F F E C T I V E N E S S O F
R E C R U I T M E N T
S T R A T E G I E S
1.
2.
3.

33. INTERVIEWING

34. REALISTIC JOB PREVIEWS (RJP)

35. EXPECTATION-LOWERING
PROCEDURE

36. TYPES OF INTERVIEW




37. ADVANTAGES OF STRUCTURED INTERVIEW




• Less prone to bias since there is
a standard rating criteria

39. PROBLEM WITH UNSTRUCTURED INTERVIEW




• Negative-Information Bias – the fact
that negative information receives
more weight in an employment
decision than does positive ones.
• Interviewer-Interviewer Similarity
• Interview Appearance
• Nonverbal Cues

40. CREATING STRUCTURED
INTERVIEW QUESTIONS
• Conduct job analysis and write the
detailed job description for the
position
• Determine the best way to identify
applicant’s ability to perform the task

41. I . C L A R I F I E R

T Y P E S O F I N T E R V I E W Q U E S T I O N

42. II. DISQUALIFIER


43. III. SKILL-LEVEL DETERMINER


44. IV. FUTURE-FOCUSED QUESTIONS



45. V. PAST-FOCUSED QUESTIONS



46. VI. ORGANIZATIONAL -FIT QUESTIONS


47. S C O R I N G K E Y M E T H O D F O R I N T E R V I E W
A N S W E R S




48. S C O R I N G K E Y
M E T H O D F O R
I N T E R V I E W
A N S W E R S




49. INTERVIEW METHOD

50. C O N D U C T I N G T H E S T R U C T U R E D I N T E R V I E W
INTERVIEWING APPLICANTS
Build rapport
Explain the process and the agenda
Ask the questions
Score the answer and take notes after each
question
Provide information about the job and the
organization (e.g., salary, benefits, climate)
Answer interviewee’s questions
End the interview on a pleasant note
Keep all
interviewees
informed of
your
progress
Tactfully
reject the
applicants
who are not
hired
Document,
document,
document
AFTER THE INTERVIEW

51.  

52. RESUME

54. C H A R A C T E R I S T I C S O F
E F F E C T I V E R E S U M E S



 Length
 Paper color and type
 How it will be sent
-emailed
-mailed
-handcarried
 Job objectives
G E N E R A L
C O N S I D E R A T I O N S

56. TYPES OF
RESUME



57. TYPES OF
RESUME


58. TYPES OF
RESUME


59. IMPORTANT PSYCHOLOGICAL PRINCIPLES








60. AVERAGING
VERSUS ADDING
MODEL


61. A N D E R S O N ’ S A V E R A G I N G V E R S U S A D D I N G
P R I N C I P L E
( T H E A C T I V I T Y Q U A L I T Y I S M O R E I M P O R T A N T T H A N Q U A N T I T Y . )
 Ted Gacy  John Bundy

62. Cover Letter Paragraphs
Opening Paragraph
Here is my resume
This is the job I am applying
for
This is how I know about the
job
Second Paragraph
I am qualified
Here is why
Optional Paragraph
Why your organization?
Last Paragraph
Looking forward to hearing
from you
Here is how to reach me
Advertisement in Newspaper
Enclosed find a copy of my resume.
Please consider me for the sale associate
position that was advertised recently in the
Charleston Gazette.
Blind Application
Enclosed find a copy of my resume.
Please consider me for any sales-related
positions that are either now available in
your organization or may soon become
available
Referral from a Friend
Enclosed find a copy of my resume.
Please consider me for the sales associate
position that John Anderson—a friend and
AT&T employee—told me was now available

63. GENERAL POINTS












65. INDIVIDUAL TASK
1.
2.
3.
Criteria:
Completeness 15 pts
Organization 10 pts
Grammar 5 pts
30 pts.

66. GROUP TASK:
1.
2.
3.
4.

67. GROUP TASK:
1.
2.
3.
4.

68. REMINDER:



69. PRELIM EXAM: FEB 29 -MAR 6





70. THANK YOU
“ A N G P A G - I B I G P A R A N G
R E C R U I T M E N T , P I N I L I M O
S I Y A P E R O 2 N D O P T I O N K A
L A N G P A L A ”
R A E S S E L B . G U T O M A N , M P
“ M A G M A H A L K A N G I O
M A J O R K A S I A L A M N I Y A
K U N G P A N O P U M I L I N G
T A M A N G T A O ”