The document discusses the recruitment and selection process. It begins by outlining the stages of recruitment, including job announcements, applicant screening, testing, interviews, and final selection. It then discusses factors that can affect recruitment and selection, such as external authorities, market conditions, and legislation. Finally, it provides guidance on effective recruitment through developing strategy, ensuring equal opportunity, keeping applicants informed, and maintaining confidentiality.

1. Recruitment and Selection
Staffing Management • Myrna L. Gusdorf, MBA, SPHR • 2008
)

2. In the Name of ALLAH, the Beneficent,
the Merciful
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3. JOB ANNOUNCEMENT
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4. Applicants
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5. SHORTLISING
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6. SCREEING/TESTING
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7. INTERVIEW SESSION
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8. SELECTION
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Right Person for Right Job

9. SELECTION for Best Option
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10. The Recruitment Process
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11. The Recruitment & Selection Process
©
SHRM 2008
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12. Let’s Fill it out that Provided Questionnaire
Please, Keep it with you;
at the end you have to
fill it out and do return it
to me.
Best Regards
12

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Learning Objectives
> What is Recruitment, Selection &
Appointment ?
> What Factors are Affecting
Recruitment & Selection ?
> What is Effective Recruitment &
Selection ?
> What are the Stages in Recruitment
& Selection ?
> What is difficult in the Process of
Recruitment & Selection ?

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Recruitment, Selection & Appointment
• RECRUITMENT
> The process by which applicants are
encouraged to apply for employment to
college or School.
• SELECTION
> The process through which the best
person for the particular post is chosen
and offered employment.
• APPOINTTMENT
> It is the final agreement process in which
employer and employee commit
themselves to the contract of
employment.

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Factors Affecting Recruitment
• External Authority;
Leaders and Managers at individual context level may be
considerably constrained by the fact that staff are nominated to
their organization.
• Market Situation;
Economic Climate, Areas of employment, Population &
Demographic Situation & Number of Entrants into Profession.
• Legislation;
Management of recruitment and selection has to be carried out
within the framework of the relevant legislation.
• Local Condition;
Institutional level in local reputation; expansion or contraction,
Cost and availability and Accessibility of institution.

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Factors Affecting Selection Management
• Quality of Applicants;
Selector can only make a choice from those who actually apply
and it is the stage the care taken in job description will pay
dividend.
• Quality of Selectors;
Leaders and Managers could consider the Middle Managers
and could be dependant on their expertise.
• Fallibility of Selectors;
Judgment, Insisting on Personal Stereotype, Comparing
Candidates and Preferring a Candidate.
• Micro Political Factor;
A choice for the actually important one of agreeing that an
accurate choice had been made.

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Effective Recruitment ???
Purpose of Strategy
Equal Opportunity Commitment
Applicant must be kept informed
Commitment about the use of
data
Statement about approach to
assessment
Commitment to Confidentiality

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EFFECTIVE MANAGEMENT OF
SELECTION
• Personnel;
Who will be involved- and the extent and nature of that
involvement ?
• Criteria;
Against which standards will candidates be assessed?
• Weight ;
What should be the relative importance of the criteria?
• Instruments for Assessment;
How will the candidates’ performance be assessed ?
• Matching;
Making a decision on which person is the best suited to
the post.

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What are the Stages in
Recruitment & Selection ?
• The need to know about the job to be
filled
• The need to know the type of person
and qualities required to perform the
job effectively
• The need to know the likely means of
best attracting a range of suitable
candidates
• Training for those who selected
• Monitoring the Effectiveness

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Internal Recruitment
• Job Posting: The process of announcing job
openings to employees.
> Job information must be made available to all
employees.
> Ensure minority workers and disadvantaged
individuals are aware of job opportunities.
> Employee cynicism occurs when there is not
“equal” opportunity for open positions.
• Employee Referrals:
> Some believe this is the route to the best
employees.
> Can perpetuate discriminatory hiring practices.

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External Recruitment
• Employment agencies.
• Executive search firms.
• In-house recruiters.
• Local advertising:
> Newspaper.
> Multimedia.
• Internships.
• Job fairs.
• College recruiting.
• Walk-in candidates.

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Internet Recruiting
• Advantages:
> Inexpensive.
> Quick and easy to post announcement.
> Responses arrive faster and in greater quantity.
> Will generate a wider range of applicants.
> Applicants can be screened by computer.
> Some selection tests can be administered by
computer.
> Automated applicant tracking.
• Disadvantages:
> Ease of submission will result in a lot of applicants,
many whom are not qualified.
> May take more HR time to sort through the greater
quantity of applicants.

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Recruitment for Diversity
• An ethnically diverse workforce enhances
creativity and may facilitate expansion
into global markets.
• Recruiting must generate applicants from
a wide variety of individuals.
• Train recruiters to use objective
standards.
• Include pictures of minority and disabled
employees on recruitment flyers.
• Make sure ads and interviews are bi-
lingual.

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Evaluating the Recruitment and
Selection Process
• Cost:
> Did you stay within your recruitment
budget?
• Time:
> How long did it take you to fill the
position?
• Quality:
> Were your applicants well qualified for
the job?
• Longevity:
> What about turnover? Do your new hires
stay for the long term?

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CONGRATULATIONS!
You have a new employee!