Recruitment & Selection

Question for recruitment. 

Who do we want?

How to attract them?

How to identify them?
How do we know we got it right?

Recruitment

This is the process of generating a pool of candidates from which select to fill a job vacancy.

Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization.

Selection

The process of assessing job applicants using one or more variety of methods with a view of selecting the most appropriate person, 

Selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

Basis	Recruitment	Selection
Meaning	It is an activity of establishing contact between employers and applicants.	It is a process of picking up more competent and suitable employees.
Objective	It encourages large number of Candidates for a job.	It attempts at rejecting unsuitable candidates.
Process	It is a simple process.	It is a complicated process.
Hurdles	The candidates have not to cross over many hurdles.	Many hurdles have to be crossed.
Approach	It is a positive approach.	It is a negative approach.
Sequence	It proceeds selection.	It follows recruitment.
Economy	It is an economical method.	It is an expensive method.
Time Consuming	Less time is required.	More time is required.

Recruitment & Selection Recruitment & Selection Recruitment & Selection Recruitment &

Who do we want?

• Full time or part time? 
• Cost of labour?(how much to pay the person?)
• Delay recruitment (people on contract)
• Firms sometime restructure the work to avoid recruitment due to high cost.

Steps to recruit.

Make a job analysis:

Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgement are made about data collected on a job.

The purpose of Job Analysis is to establish and document the 'job relatedness' of employment procedures such as training, selection, compensation, and performance appraisal.

Make a job description:

A job description is a list that a person might use for general tasks, or functions, and responsibilities of a position. It may often include to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, and a salary range.

Make a job specification:

Job Specification is a statement of the essential components of a job class including a summary of the work to be performed, primary duties and responsibilities, and the minimum qualifications and requirements necessary to perform the essential functions of the job.

How to attract them?

• Career fairs
• Newspapers
• Websites
• psc.gov
• Recruitment websites. e.g. myjob.mu
• Accurate information about the job
• Financial incentives.

Selection.

Ability:

• Competences
• Become more confident 
• Improve self

Demographic factors:

• Women= Risk adverse. Men= Risk seekers.
• Gender affects personality
• Age

Intelligence:

• Ability for astract and critical thinking

Motivation:

• How to respond to stimuli.