Recruitment and selection by daniel doni sundjojo
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This document outlines an 11-step process for manpower planning, recruitment, and selection based on competency. It discusses analyzing strategic, organizational, task, and turnover factors for manpower planning. For recruitment and selection, it recommends advertising properly to attract the right candidates, focusing on competency over quick hiring. The 11 steps include need analysis, identifying sources, preliminary screening, pre-employment testing for skills and fit, behavioral interviews, technical interviews/testing, reference and background checks, final selection while keeping options open, physicals and drug tests where permitted, negotiating a job offer, and obtaining an agreement. The goal is to recruit and select the best competent candidates through an objective process.
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I m a student of University of Lahore (Islamabad. Pakistan). I have presented this presentation and it was well appreciated by my Teacher as well as by my Class Mates so that's why i m uploading it for all of you. It might help you to understand what selection actually is..
Regards.
Syed Shaz Gilani
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Instructions for StudentsPlease read the following instruction.docx
Instructions for Students
Please read the following instructions carefully
· This assessment is to be completed according to the instructions given by your assessor.
· Students are allowed to take this assessment home.
· Feedback on each task will be provided to enable you to determine how your work could be improved. You will be provided with feedback on your work within 2 weeks of the assessment due date.
· Should you not answer the questions correctly, you will be given feedback on the results and your gaps in knowledge. You will be given another opportunity to demonstrate your knowledge and skills to be deemed competent for this unit of competency.
· If you are not sure about any aspect of this assessment, please ask for clarification from your assessor.
· Please refer to the College re-assessment and re-sit policy for more information.
INSTRUCTION TO THE CANDIDATE:
To be assessed as competent for this assessment, you must answer all research questions correctly. If your assessor finds that you have not completed one or more questions successfully, your assessor will discuss reassessment options with you. You may need to redo all or part of the assessment.
You must write your responses within the space provided:
1. Why is it important for recruitment specialists to analyse the organisation’s strategic and operational plans when designing recruitment and selection policies.
2. Identify at least six potential recruitment methods for attracting potential employees.
3. What are the advantages of having a recruitment and selection policy and set of procedures? Describe the key policies and procedures relating to recruitment and selection that organisations should address.
4. Briefly explain:
a) the purpose of EEO
b) the reasons for increasing diversity in the workplace.
5. List at least six areas of discrimination that have to be carefully monitored to ensure that discrimination does not occur in your job advertisement and interviewing and selection process. Name the relevant legislation that applies to each area
Potential areas of discrimination
Relevant legislation
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1.
2.
3.
Creation of the selection panel
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2.
3.
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1. The document discusses planning for recruiting successful sales executives, including identifying key characteristics, profiling successful candidates, and outlining the recruitment and selection process.
2. The recruitment and selection process involves job analysis, developing job qualifications and descriptions, setting objectives and strategies, and using various sources and methods to evaluate candidates.
3. Legal and ethical considerations are important to avoid discrimination and ensure compliance with relevant legislation.
Modern recruitment process
The document summarizes the modern recruitment process in 3 main steps:
1. The recruitment process typically begins with an initial screening of applicants and completion of an application form. Successful candidates then progress through a series of selection tests and interviews.
2. The selection process may include preliminary interviews, application submissions, selection tests, employment interviews, reference and background checks, and a company physical examination. Several factors influence the selection process.
3. The typical recruitment steps are initial screening, application completion, employment tests, job interviews, conditional job offers, background investigations, medical examinations, and permanent job offers. Onboarding new employees involves orientation, induction, and on-the-job training.
Nice Interviewing Skills.pptx
Interviewing is a crucial part of the hiring process for both organizations and candidates for three main reasons:
1. Interviews help assess a candidate's strengths, weaknesses, and suitability for a job in order to make the best hiring decisions.
2. Both the organization and candidate have a lot to lose if an improper match is made due to an ineffective interview.
3. Factors like unstructured interviews, personal bias, closed-ended questions, and poor listening can undermine the goal of eliciting meaningful information to evaluate candidates. Proper job analysis and planning is needed to conduct effective interviews.
Recruitment selection process,methods and steps
The document discusses recruitment and selection processes. It defines recruitment as organizational activities that provide a pool of applicants to fill job openings. Selection is the process of discovering job applicants' qualifications and suitability for positions.
The document outlines factors that influence recruitment, sources for finding applicants, the selection process, and uses of psychological testing in candidate evaluation. It also discusses challenges in recruitment and selection, differences between the two processes, and provides a case study on practices at Wipro Technologies.
Talent acquisition
Talent acquisition is the process of finding and acquiring skilled human labor for organizational needs and to meet any labor requirement. When used in the context of the recruiting and HR profession, talent acquisition usually refers to the talent acquisition department or team within the Human Resources department. The talent acquisition team within a company is responsible for finding, acquiring, assessing, and hiring candidates to fill roles that are required to meet company goals and fill project requirements.
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Recruitment and selection by daniel doni sundjojo
- 1. Manpower Planning, Recruitment and Selection : Starting Right Daniel Doni Sundjojo
- 2. Manpower Planning Strategic Analysis Organizational Development Analysis Task Analysis People : Process Analysis Turnover Career Planning Government’s Policy Market Environtment Company’s Budget
- 3. Recruitment and Selection based on Competency Consistent to Competency Requirement, Strategy and Objective Value versus Cost Advertise in proper way to attract the right candidate Focus on the RIGHT thing not the GOOD thing Never recruit people because of the deadline to be fulfilled Use your negotiate skills to attract the best competent people with optimal price
- 4. 11 Step in Recruitment and Selection 1. Need Analysis based on Manpower Planning • Annual Plan • Need Analysis for plan B 2. The Right Sources and Media to attract the Right Candidate
- 5. 11 Step in Recruitment and Selection (Cont) 3. Preliminary Screening : Such as : Phone Interview Online Screening Curriculum Vitae/ Application Form Screening Screening Indicator : Basic Qualification
- 6. 11 Step in Recruitment and Selection (Cont) 4. Preemployment Testing : Refer to General Competency Intellegencia Test : Measure the applicant capacity to learn, solve problem, and understand relationship Aptitude Test : Predict how a person migh perform on a given job Vocational Interest Test : Determine the applicant’s area of major work interest
- 7. 11 Step in Recruitment and Selection (Cont) 4 Preemployment testing (Cont) Personality tests : Measure the applicant’s emotional adjustment and attitude Achievement, proficiency or skills test : measure the appplicant’s knowledge of and ability to do a given job Work Sampling or work preview : A test in which the prospective employee must perform a task that is representative of the job
- 8. 11 Step in Recruitment and Selection (Cont) 5. Preemployment Interviews : Refer to General Competency and General Term and Condition Some spesific questions you might asks are : What did you do on your last job How did you do it? Why did you do it? Of the jobs you have had, which did you like best? Which the least? Why did you leave your last job? What you consider your strong and weak point? Why do you want to work for us? How about your term and condition? (Salary, working hours etc) Give the candidate CLEAR DESCRIPTION about our company, system, management style, process, culture, rules
- 9. 11 Step in Recruitment and Selection (Cont) 6. Technical Interview/ Test (conduct by user/ panel Interview) : refers to Core/ Technical/ Fungsional Competency. Use job description and job spesification as the parameter Behavioral Interview Project Focus Group Case Study Roleplay Presentation Spesific Technical Practices/ Test
- 10. 11 Step in Recruitment and Selection (Cont) 7. Checking references and records 8. Final Selection : Never let candidate know that He/She is the final candidate (even He/ She is the only one candidate who match with our requirement) 9. Physical Examination (where legally permitted), Drug/ Medical Test
- 11. 11 Step in Recruitment and Selection (Cont) 10. Job Offer. Negotiate with : – Job Security – Company’s Benefit – Career Path – Corporate Culture – Company’s Brand 11. Agreement
- 12. Good luck