The document discusses the employment cycle and recruitment and selection process. It explains that recruitment involves attracting qualified job applicants, while selection involves choosing the best candidate for a role. Some key selection techniques mentioned include application forms, tests, interviews, background checks and medical examinations. The advantages and disadvantages of interviews as a selection technique are also outlined.

1. The Employment Cycle
The Employment
Cycle - Establishment Phase,
recruitment and selection
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3. Recruitment
Recruitment is the process of attracting qualified
job applicants from which to select the most
appropriate person for a specific job.
What are the main sources of employees?
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4. Recruitment
Recruitment is the process of attracting qualified
job applicants from which to select the most
appropriate person for a specific job.
What are the main sources of employees?
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5. Employee selection involves choosing the
candidate who best matches the organisation’s
requirements.
Poor selection leads to:
Selection
Increased training costs
Job dissatisfaction
Absenteeism rate
Increased frustration with other employees
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6. Selection Technique
Application forms
Tests
Interviews
Background checks
Medical examinations
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7. Interviewing
Role Play
Interviewee - 1
person
Interviewer - 3 people
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8. The Job
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9. What are the Advantages
the interview may be modified as needed to gather important
information
communicative or social skills which may be necessary for the job
obtain supplementary information
enables the supervisor and/or co-workers to
determine if there is compatability between the
applicant and the employees
allows the applicant to ask questions that may reveal
additional information useful for making a selection decision
Evaluate temperament
Depth of knowledge
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10. not as reliable as tests
What are the disadvantages?
subjective evaluations are made
decisions tend to be made within the first few minutes of the
interview with the remainder of the interview used to validate or
justify the original decision
interviewers form stereotypes concerning the
characteristics required for success on the job
negative information seems to be given
more weight
not much evidence of validity of the selection procedure
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