This document outlines the recruitment and selection process, including defining job requirements, attracting candidates through advertising, interview methods, reference and background checks, final selection, and new employee induction. It discusses the objectives and components of an effective induction program to help new hires integrate smoothly, including company-wide and department-specific orientations. Follow-up after induction is also recommended to identify and address any issues for new employees early on.

1. ABDULLAHI AWILALI
BSC-N in JUS ,BSC-PSY in IOU , MPH In KU ,
PGD-HRM In MBIM

2.  Stages of recruitment and selection
 Objectives of an advertisement
 Recruitment within organization
 Methods of employee selection
 Structure and non structure interview
 Advantages and disadvantages of interview
 Conducting effective interview
 Reference checking
 Physical examination
 Final selection

3.  Induction/orientation
 Aims of induction
 Company induction
 Department induction
 Follow up
 The end

4.  Defining requirements: Preparing job
description and specification, deciding terms
and condition of employment
 Attracting candidates: Reviewing and
evaluating alternative sources of application,
inside and outside the organization,
advertising using agencies, consultants and
educational establishment etc are of
significant

5.  Note, while many organizations have internal
recruitment policies, there are laws on equal
employment opportunities which require that
all people interested in a job should be given
an opportunity to compete.

6.  Attract attention
 Create and maintain interest
 Stimulate action

7.  Disadvantages: Denies people out side he
institution an equal opportunity to compete
with others
 Inbreeding of ideas

8.  Individual method interview
 Panel interview: here two or more people
interviewers interview a candidate.
 The advantages is that information about a
candidate can be shared among the
interviewers, they may discuss their
impressions of the candidates behaviour and
then be able to modify any biasness for
judgment

9.  Selection boar: these are more formal and
larger than the ordinary interview panels.
 Advantages is that number of different
people are able to look at the applicants and
then compare notes
 The disadvantages comes in, in the event
that questions tend to be unplanned and
delivered at random

10.  Group interview, written interview,
telephone interview, email interview

11.  A structure interview is conducted using a
predetermined outline. Using this outline,
the interview maintains control of the
interview so that all pertinent information
about a candidate is covered systematically.
 The non structure interviews are conducted
with no predetermined list of questions.
They tend to be problematic and lack
systematic coverage of information lending
to possible bias

12.  Reveal talents
 Eliminate bias and favoritism
 Enable the most suitable candidate to be
selected for the job
 Identify convergence and divergence of the
organization and candidate interests
 Give the candidate the same opportunity to
assess the organization, the job and the
interview.

13.  Further still, the candidate can clarify issues
concerning training, career opportunities,
terms of service etc
 Create a face to face encounter enabling the
interviewer to make assessment of how a
candidate would fir into the organization and
what he/she would like to work with.

14.  They can lead to bias and subjective
judgment by the interview
 Don’t necessarily assess the competence of
the candidate
 Rely on the skills of the interviewer yet many
are poor at interviewing

15.  Using structured approach, it focuses on the
competencies and behavior required for
successful performance
 Training interviewers
 Familiarity of interviewer

16.  Most organizations require applicants to
provide referees. The referees mostly asked
for could be, former or current employer if
any, independent/profession organization
etc.

17.  This is when organization require physical or
medical examination before the candidate is
hired. The purpose of the examination is not
only to determine whether the candidate will
fir for the position but also to determine
his/her eligibility for group life, health,
insurance.

18.  This is an essential process where personal
judgment is required. The assumption is that
we shall have had more than an individual
qualified for the job.

19.  Induction is the process of receiving and
welcoming employees when they first join an
organization and giving them the basis
information they need to settle down quickly
and happily and start work

20.  To smoothen the preliminary stages when
everything is likely to be strange and
unfamiliar to the starter
 To establish quickly a favorable attitude to
the organization in the mind of the new
employee so that he/she is more likely to
stay
 To obtain effective output from the new
employee in the shortest possible time

21.  A brief description of the company, its
history, products, etc
 Basic condition of employment: hours of
work, holidays, pension scheme, insurance
plan etc
 Pay- pay scales i.e when employees are paid
and how deductions

22.  Sickness- notification of absence, certificate
 Education and training facilities
 Social and welfare arrangements
 Health and safety arrangement
 Promotion procedures grievance and
disciplinary procedures tc

23.  It should wherever possible start with the
departmental manager, not the immediate
team leader. The manager may give general
welcome and brief description of the work of
the department before handing new
employee over their team leaders for the
more detailed induction

24.  Its essential to follow up newly engaged
employees to ensure that they have settle in
and to check on how well they are doing. If
there are any problems, its much better to
indentify them at any early stage rather than
allowing them to fester.

25. Thank You So Much
Mohammed Ahmed Abbas
Master of Community development
And M.A Sociology