TOPIC 3

TOPIC 3
by Ambigah Sandran Mohandass
RECRUITMENT
This process includes analysing
the requirements of a job,
The process of finding and
attracting employees to that job,
hiring the best-qualified
screening and selecting
candidate from within or
applicants, hiring, and
integrating the new employee to

outside of an organization
for a job opening, in a timely
the organization.
and cost effective manner.
RECRUITMENT
Jobs are posted on the
organization's Internet site,
Internet job boards,
newspapers and industry
professional organizations.
Recruiting can also include
representatives from the
organization attending college
and career fairs.
INTERVIEWING
H
Candidates are selected to be interviewed based on their
qualifications.
H
Most employers will select several candidate's resumes that
for the position, and schedule those candidates for a basic
qualify
phone
interview.
H
The interviewing process may include candidates taking assessments

to evaluate their skills and personal characteristics as they relate to the
job opening.
From that group of candidates, the candidate pool is often narrowed

to several candidates who will interview for the job opening by
meeting hiring managers and other staff members at the
organization.
SELECTION
H
After interviews are conducted, hiring managers and human

resources personnel meet and select a candidate to offer the job to.
The team carefully considers the candidates qualifications,

assessments and interviews to determine whom to offer the job.
H If hiring managers are not satisfied with any of the candidates, the
recruiting process may start again.
H In most cases, the hiring team has the ability to select a candidate and a
job offer is made.
H If the candidate declines the job offer, the recruiting process may start
again.
INDUCTION
H
When a candidate accepts the job offer, the induction process begins.
H Most organizations send the candidate a welcome package and

employment contract to be signed and returned.
H A date for the new employee to start working for the organization is then
determined.
H After this information is received, applicable pre-employment screening,
such as background and reference checking is completed.
H When all pre-employment information is verified and accepted, the
candidate is informed and reports to the employer on the date and time
selected.
H The new employee is then introduced to the organization.
10
Make decision to recruit new employees
Steps
in
the
Recruitment
and
Selection
Conduct job analysis

Source for applicants
Collect information on applicants
Select most suitable applicant
Offer employment to successful applicant
Hold induction once employee reports for duty
11
Decision to hire new employees
Can the works be

re-organised &
carried out by
existing
employees?
Can the works

be outsourced?
Can the work be

automated?
Do we need new
employees?
Can the works be

carried out by
existing
employees
working OT?
If an employee is
needed, should
he/she be hired on
Part time(FT)/
full time (FT)

basis?
12
The HR Dept needs to understand the JOB ANALYSIS.
JOB ANALYSIS
= A technique of studying a job to identify the skills, knowledge,
experience & other requirements necessary to perform the job.
= Purpose of Job Analysis - to establish and document the job related
of employment procedures such as training, selection, compensation,
and performance appraisal
13
What Aspects of a Job Are Analyzed?

Job Analysis should collect information on the following areas:
1.
Duties and Tasks

The basic unit of a job is the performance of specific tasks
and duties.
Information to be collected about these items may include:

a) frequency
b) duration
c) effort
d) skill
e) complexity
f) equipment
g) standards
14

2.
Environment
This may have a significant impact on the physical requirements
to be able to perform a job.
The work environment may include unpleasant conditions such

as offensive odors and temperature extremes.
There may also be definite risks to the incumbent such as

noxious fumes, radioactive substances, hostile and aggressive
people, and dangerous explosives.
15

3.
Tools and Equipment

Some duties and tasks are performed using specific
equipment and tools.
Equipment may include protective clothing.
These items need to be specified in a Job Analysis.
16

4.
Relationships
Supervision given and received. Relationships with internal or external
people.
5.
Requirements
The knowledge, skills, and abilities (KSA's) required to perform the job.
While an incumbent may have higher KSA's than those required for the
job, a job analysis typically only states the minimum requirements to
perform the job.
17
JOB DESCRIPTION
is a written profile of a job.
a broad, general, and written statement of a specific job,
based on the findings of a job analysis.
It generally includes duties, purpose, responsibilities,
scope, and working conditions of a job along with the job's

title, and the name or designation of the person to whom the
employee reports.
Job description usually forms the basis of job specification.
18
Project Manager
JobDescription
Job brief
We are looking for an experienced Project Manager who will take on the
management of key client projects. Project management responsibilities include
delivering every project on time, within budget and within scope.
Responsibilities
Coordinate internal resources and third parties/vendors for the flawless
execution of projects
Ensure that all projects are delivered on-time, within scope and within budget
Assist in the definition of project scope and objectives, involving all relevant
stakeholders and ensuring technical feasibility
Requirements
Very good educational background, preferably in the fields of computer science
or engineering
Proven working experience in project management in the information technology
sector
Solid technical background with understanding and/or hands-on experience in
software development and web technologies
19
20
THE RECRUITMENT PROCESS

Employers with strong
brand names find it
easier to attract
talented job seekers
How to attract the

qualified people to
apply for the job
vacancy?
Internal
recruitment
External
recruitment
Employee audit / inventory

Job posting / bidding
Employee agencies & consultants

Campus recruitment programmes
Employee referrals
Unsolicited applicants files
Advertisements in the mass media
Internet
21

There are many factors which influence the ability of an organisation to
attract suitable employees, these factors including:
1.
the location of the organisation
2. The public image of the organisation

3. The physical working conditions in the organisation
4. The relationships between people in the organisation or the psychosocial
environment
5. The remuneration package being offered to new recruits
6. The internal policies of the organisation including fair disciplinary practices
and whether training opportunities are made available to employees
22

Internal
recruitment
Employee audit / inventory

Job posting / bidding
Employee agencies & consultants

Campus recruitment programmes
Employee referrals
Unsolicited applicants files
Advertisements in the mass media
Internet
External
recruitment
23

Internal recruitment
Advantages
Disadvantages
- Employment record of applicant
-Filling a vacancy in one
available. Thus, accurate
department may lead to a move
assessment is possible.
serious gap in another.
- No induction needed.
- no suitable candidates may be
- Little or no cost involved.
available .
- Employees morale and
- supervisor may be reluctant to
motivation increased.
release key employees.
24

External recruitment
Advantages
Disadvantages
-Avoids inbreeding.
- high cost of recruitment
- possible to widen choice of
process.
applicants by having a pool of
- frustration among existing
candidates.
employees.
25
Advertisements in the mass media / internet
26
Advertisements in the mass media / internet
27
Outdoor ads
28
Attractive ads
29
Attractive ads
30
Attractive ads
31
THE SELECTION PROCESS

How to decide on hiring the best applicant?
Sources for HR Managers to check:
1.
CV & application forms
2.
Reference checks
3.
Tests
4.
Interviews
5.
Assessment center activities
32
33

a) Compare the
applicants
b) Final choice of
candidates
c) Most
candidates will
be rejected and
few will be
selected
d) The top
candidate will
offered the job
a) The timing
b) The venue
c) The topics for
discussion
a) Avoid stress techniques

b) Establish rapport
c) Ask the right questions
34
Problems related to R & S
Nepotism
the practice among those with power or influence of favouring

relatives or friends, especially by giving them jobs
Employment of children
Hiring older workers
Advantages
Disadvantages
good leadership skills
High salary expectations

Younger bosses
Out of date skills
Expensive health benefits
Retirement expectations
know what they want

Loyal
a good work ethic
strong networks
Discrimination
Employment of foreigners
35
MAKING A JOB OFFER

1.
2.
3.
Contact the successful applicant

Offer the job (accept?)
Discuss on contract of employment
36
INDUCTION
To make the new employee familiar with the working environment,

rules, culture, etc.
37
Contents of induction programme

Organisational issues
Introduction
Employee benefits and procedures
Job duties
38

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by Ambigah Sandran Mohandass

attracting employees to that job,

hiring the best-qualified

screening and selecting

candidate from within or

applicants, hiring, and

integrating the new employee to

and cost effective manner.

by Ambigah Sandran Mohandass

by Ambigah Sandran Mohandass

Candidates are selected to be interviewed based on their

Most employers will select several candidate's resumes that

for the position, and schedule those candidates for a basic

The interviewing process may include candidates taking assessments

From that group of candidates, the candidate pool is often narrowed

meeting hiring managers and other staff members at the

by Ambigah Sandran Mohandass

by Ambigah Sandran Mohandass

After interviews are conducted, hiring managers and human

The team carefully considers the candidates qualifications,

by Ambigah Sandran Mohandass

by Ambigah Sandran Mohandass

H Most organizations send the candidate a welcome package and

by Ambigah Sandran Mohandass

Make decision to recruit new employees

Conduct job analysis

Decision to hire new employees

Can the works be

Can the works

Can the work be

Can the works be

by Ambigah Sandran Mohandass

full time (FT)

The HR Dept needs to understand the JOB ANALYSIS.

by Ambigah Sandran Mohandass

What Aspects of a Job Are Analyzed?

Duties and Tasks

Information to be collected about these items may include:

by Ambigah Sandran Mohandass

What Aspects of a Job Are Analyzed?

The work environment may include unpleasant conditions such

There may also be definite risks to the incumbent such as

by Ambigah Sandran Mohandass

What Aspects of a Job Are Analyzed?

Tools and Equipment

Equipment may include protective clothing.

These items need to be specified in a Job Analysis.

by Ambigah Sandran Mohandass

What Aspects of a Job Are Analyzed?

by Ambigah Sandran Mohandass

is a written profile of a job.

a broad, general, and written statement of a specific job,

based on the findings of a job analysis.

It generally includes duties, purpose, responsibilities,

scope, and working conditions of a job along with the job's

Job description usually forms the basis of job specification.