Recruitment Policy and Procedure

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MTL: The Professional Development Programme
Recruitment Policy and Procedure
RECRUITMENT POLICY
AND PROCEDURE
How to design your intake of talent

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Attribution: All images are from sources where a Creative Commons license exists for commercial use. All icons are on subscription
from thenounproject. All clipart is from free sources. The MTL Professional Development Programme is copyright of Manage Train
Learn.
Recruitment
Policy and
Procedure
Introduction: Few organisational processes are as uncertain and unpredictable as the
recruitment and selection process. That's why you should aim to manage it starting with
a policy blueprint that everyone in your organisation can work to. In this topic, we’ll look
at 7 key factors in managing recruitment successfully.

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/ https://pixabay.com/en/adult-blur-book-business-color-1850177/
Writing the policy and procedures document
1.
RECRUITMENT
POLICY
It is important to have a policy on recruitment for
your organization. This ensures that everyone
who is involved in recruitment campaigns is
working consistently towards the same goals,
using the same procedures, and reviewing results
with the same criteria. In this way, the process
can be better managed to achieve your business
aims.

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2. THE 12
STEPS OF
RECRUITMENT
https://pixabay.com/en/reed-stepping-stone-ishibashi-1666746/
Each step in the recruitment cycle is a system of its own
There are up to 12 steps in the recruitment cycle.
Each stage is a sub-system of the main system
and may have sub-systems itself. The first step is
checking if you have a vacancy and taking the
decision to recruit. Steps 3 to 5 are creating the
job description, the person specification, and
advertisement. The next 3 steps are handling the
response, the first shortlisting, and interviewing.
Steps 9 to 11 are making a selection, taking up
references, and appointing. The last step is
managing the new employee's start.

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https://www.flickr.com/photos/sagesolar/15897031579/
Searching for the ideal recruit
3. AIMS,
METHODS,
AND REVIEW
If you want to manage your recruitment well,
you’ll need to set your aims, adjust your methods
to meet this aim, and regularly review how it’s
working. You’ll need to have good administration
systems working. You’ll also need to decide what
the best way to recruit is. There is a wide array of
choices, from paper selection to formal interview;
tests to a spell of work experience; and setting up
assessment centres to contracting the whole
exercise out to experts. Whatever you do, you
need to review the results, both short-term and
long-term, if you want to manage the process
well.

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The Human Touch Including the human touch in your administrative procedures shows
your best public face and reduces the stress of the recruitment process.
4. Appoint an
administrator
Select a competent
person to be the
nominated go-to person
for every vacancy
3. Use a friendly but
formal tone
Address everyone
appropriately
6. Follow best procedures
For example, brief everyone who
meets applicants who is coming and
when
2. Use jargon-
free language
Make your message
crystal-clear
1. Contact people directly
Phone or go and speak to people.
Don’t use formal letters. Avoid
“regret” letters in newspapers
5. Don’t keep
people waiting
Put efficiency high on
your list

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4. DATAAND
BIODATA
https://pixabay.com/en/man-face-psychology-module-share-69283/
Using biodatat to profile your ideal candidate
Data about people, known as biodata, is at the
heart of making good selections. D.B.Goldsmith
was the pioneer of biodata. In one famous
example, he selected the top performing
salesmen in his organisation, analysed them using
biodata, such as age, family background, hobbies,
experience. He then gave every factor a weighting
and used this to draw up the ideal recruit. This
approach ensured the organisation took on the
same type of person. Today, this would
potentially be regarded as discriminatory.

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In the waiting room
5. THE
INTERVIEW
https://www.flickr.com/photos/92334668@N07/11368435034/
The interview has traditionally been the
overwhelmingly favoured method of selecting
staff. Few people get a job without one. However,
research shows that assessing people by means
of a face-to-face discussion can be a poor way to
assess them. This is because we are subjectively
influenced by whether we like someone or not.
We may admire things at interview - for example,
a bubbly personality - that are not necessary for
the job. Interviews need to be structured to work
well and to focus on information needed in the
job.

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6.
ASSESSMENT
CENTRES
https://www.flickr.com/photos/92334668@N07/11368502913/
Taking part in a group discussion under observation
Assessment centres are put together by
combining a range of assessment techniques in
one half day or whole day session for groups of
up to 12 candidates. The techniques need to be
carefully prepared and may include an in-tray
exercise to simulate a job problem; leaderless
discussions; and formal panel interviews.
Assessment centres are often used by large
organisations such as the Armed forces or Civil
Service for senior appointments. They have a high
level of success.

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https://www.flickr.com/photos/poptech/10468080855/
Giving a presentation on a relevant theme
7. THE BEST
WAYS TO
SELECT
Hunter and Hunter carried out research into what
selection techniques were the most effective in
predicting future job performance. They found
that the top 3 methods were: a sample of work eg
a written report or a presentation; tests of job
skills; and the ratings of colleagues. Less
predictive were a test of job knowledge; a trial
period on the job; and assessment centres. Of
least value in predicting success were references,
interviews, and academic records. At the very
bottom was a candidate's self-assessment.

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Recruitment Policy and Procedure Selection Techniques
Hunter and Hunter carried out research into what selection techniques were the most effective in predicting future job
performance. The following is a list of their findings in order of effectiveness:
1
A sample of work, eg a
written report or a
presentation
2
Tests of job skills
3
The ratings of colleagues
4
Test of job knowledge
8
References
7
Biodata
6
Assessment centres
5
A trial period on the job
9
Interviews
10
Academic record
11
Education
12
Self-assessment

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This has been a Slide Topic from Manage Train Learn
AFinal
Word
There are few workplace activities more uncertain than choosing new staff. The process is fraught
with risks, the main one being the risk of a poor selection that is hard to undo. Managing the
process is the best safeguard against the risks and the starting point for managing selection is a
sound policy and procedure.

Recruitment Policy and Procedure

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