Human Resource Management

Employee Resourcing (Recruitment

& Selection)

By
Rajitha Silva
grpriyankara@hrm.cmb.ac.lk
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 Learning Outcome
• To understand employee resourcing

• To recognize employee recruitment and

selection

• To develop recruitment plan for an

organization

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 Employee Resourcing
According to Taylor (2005) ER comprises a set of
management activities that faciliatate the achievement
of 4 fundamental groups of personnel &
development objectives:
1. Staffing / Recruitment selection
2. Performance
3. Administration
4. Change Management

• We will concentrate on the first one in this

module.
 Staffing
is concerned with ensuring that the
organisation has the right type and
quantity of employees in place at the right
time to meet the needs of the business. It
encompasses recruiting employees,
retaining employees and letting employees
go.
 Performance Management
is about ensuring that employees know
what the business goals are and are
motivated to meet these goals to the best
of their ability at all times. It includes
absence management, monitoring
individual & group performance, goal
setting and motivational techniques.
 Administration
is concerned with ensuring that the
relationship between employer and
employee is “in accordance with the law,
professional ethics and natural justice”.
It includes developing and maintaining
policies and procedures and
documentation (eg contract of
employment, job descriptions…) which are
legal and ethical.
 Recruitment

The process of attracting the suitable

candidates, who can perform duties of the
particular vacancy that you have in your
organization.

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 Recruitment- Definition

“Set of activities enterprise uses to attract

job candidates who have abilities, attitudes
& needs to help enterprise to achieve its
objectives.”

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 Selection

After attracting the suitable candidates for

the existing vacancy, the process of
evaluating & place in the most suitable
candidate is considered as selection.

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 Selection- Definition

“The process by which the enterprise

chooses from applicants, a person who
meet the selection criteria for the position
available considering the current
environmental conditions.”

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 Importance of R & S
• Output depends upon the quality of the
Employees
• Human Factor provides the Competitive
edge
• It is the only opportunity for discretion
• It includes cost
• Develop/ destroy image

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 Organizational Expectations
• Skills
• Knowledge
• Attitudes
• Personality
• Job characteristic
• Package conditions

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 Applicant’s expectation
• Pay
• Perception
• Skills
• Attitudes
• Career paths
• Recognitions

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 Occupational choice
• Physiological Satisfaction

• Economic satisfaction
- Pay & package

• Sociological satisfaction
– Perception & prestige

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 Organizational choice

This depends on,

• Organizational Policy
• Competitive environment factors

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 Who Does Recruitment

Basically HR Department is responsible

for the R & S But in certain circumstances
Line managers also involve in this.

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 Sources for Recruitment

Recruitment

Internal/Promotion External

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Internal Recruitment – Promotion
It create an environment which,
• Motivate people
• Create sense of belongness
• Growth of organization
• People within the organization becomes
better
• Facilitate training

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 Different methods of external
recruitment
• Direct applications
• Word of mouth
• Professional bodies
• Job banks
• Online job banks
• Through special events
• On examination results

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 Selection - Steps
• Fill the application form (Internal
Application form - Complete the database )
• Primary scrutiny (Short-listing)
• Test
• Interview Stage

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 Structured Interview
• Set of questions are prepared by the
interviewer & asked from all the
candidates
• Candidates can predict questions
• Lot of preparation needed
• Subjectivity removed

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 Semi-structured Interview
• Preparation needed
• There will be a per set of questions plus
occasional situational questions.
• Difficult to predict
• Partial subjectivity can be observed

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 Unstructured Interviews

• Much more informal nature

• Prediction will be impossible
• Candidate will be tested on situational
factors
• Less preparation

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 Stages in Interview
• Stimulation by the interviewer
Asking questions & providing opportunity
to speak
• Response by the interviewee

• Cognition by the interviewer

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 What you can measure
Provides opportunity to collect “Primary
Information”
• Attitudes
• Values
• Skills & Knowledge
• Feelings
• Hopes/Expectations

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 Interview is a subjective
process?

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 Types of Interviews
• Structured
• Semi-structured
• Unstructured
• One to one
• Interview by panel
• Group interviews

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 Important Factors
• Suitable for the job
• One to one or panel
• If it is panel how many
• How many direct line & from HRM Dept.
• Plan
• Selection criteria
• Interviewers skills

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 Core-Aspects of interview
Process
• Structure

• Method of recording

• Method of evaluation

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 Problems in Interviews
• Lack of training
• Lack of preparation
• Time management
• Un-necessary/ irrelevant questions
• Lack of interest
• Wrong attitudes
• Poor selection criteria
• Perceptual problem
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 How do you make interview
productive
• Have trained panel of interviewers
• Make advance arrange
• Have a plan
• Study applications in advance
• Allow interviewee to speak (Stimulate)
• Have proper recording system
• Do not use pre-judgments
• Conclude interview in friendly manner
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 Employment Tests

• Objective – to select most suitable

candidate
• Benefits – Leads to reduce subjectivity
- Less expensive

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 Types of tests
• Intelligent test
• Physiological test
• Clerical aptitude test
• Mechanical test
• Manual dexterity test
• Other forms of trade tests

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 Further Steps
• Seeks the attitudes through –
Previous employer
Referees
• Security check
• Physical examination

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 Steps in R & S
Job Analysis

Job Description
& Specification

Recruitment
(Advertisements,
Job centre….. )

Selection
(Tests, Interviews….)

Placement

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