Learning objectives

• Discover the importance of recruitement in organization

• Understand what are the major steps of recruitement
• To know different tools of recruitement
 Definition of recruitment

Recruitment refers to the process of identifying, attracting, interviewing,

selecting, hiring and onboarding employees. In other words, it involves
everything from the identification of a staffing need to filling it.
Plane
1-General information
about recruitement
2- Analyzing the
needs
3- Selection tools
4- induction and
socialization
 Recruitment function

The process to discover sources of manpower to meet the requirements or

the staffing schedule and to employ effective measurers for attracting that
manpower in adequate number to facilitate the selection of an efficient
Plane working force.
1-General
information about
recruitement
2- Analyzing the
needs Frame a Review of Effective
3- Selection tools recruitment manpower manpower
4- induction and policy requirement forecasting
socialization
 Types of recruitment

• Internal Recruiting: internal recruiting involves filling vacancies with existing

employees from within an organization.
Plane
1-General
information about
recruitement • Retained Recruiting: When organization hire a recruiting firm, there are
2- Analyzing the several ways to do so; retained recruiting is a common one. When an
needs organization retains a recruiting firm to fill a vacancy, they pay an upfront fee to
3- Selection tools fill the position. The firm is responsible for finding candidates until the position
4- induction and is filled. The organization also agrees to work exclusively with the firm.
socialization Companies cannot, in other words, hire multiple recruiting firms to fill the same
position.
 Types of recruitment

• Contingency Recruiting: like retained recruiting, contingency recruiting

requires an outside firm. Unlike retained recruiting, there is no upfront fee with
contingency. Instead, the recruitment company receives payment only
Plane when the clients they represent are hired by an organization.
1-General
information about
recruitement
• Staffing Recruiting: staffing recruiters work for staffing agencies. Staffing
2- Analyzing the recruiting matches qualified applicants with qualified job openings. Moreover,
needs staffing agencies typically focus on short-term or temporary employment
3- Selection tools positions.
4- induction and
socialization
 Types of recruitment

• Outplacement Recruiting: outplacement is typically an employer-sponsored

benefit which helps former employees transition into new jobs. Outplacement
recruiting is designed to provide displaced employees (whose position or work would be
eliminated) with the resources to find new positions or careers.
Plane
1-General
information about • Reverse Recruiting: refers to the process whereby an employee is
recruitement encouraged to seek employment with a different organization that offers a
2- Analyzing the better fit for their skill set.
needs
3- Selection tools
4- induction and
socialization
 Recruitment Policy

Unless a company adopts a suitable recruitment policy, it may not be possible

for the company to select the right candidate for the right job. A sound
recruitment policy, therefore, needs to:
Plane • 1. Identify, at the outset, the recruitment needs of the organization;
1-General • 2. Identify the preferred sources of recruitment,
information about
• 3. Frame suitable criteria for selection and finally,
recruitement
2- Analyzing the • 4. Consider the cost of recruitment.
needs
3- Selection tools
4- induction and
socialization
 Sources of recruitment

The major sources of recruitment fore different types of personnel are as follow :
• Employment exchanges
• Consultants and private employment agencies
Plane
1-General • Advertisements in periodicals and newspapers, radio and TV
information about • Deputation
recruitement • Universities and management institutes
2- Analyzing the
needs • From the source of existing employees
3- Selection tools • Trade unions
4- induction and • Internet/job site
socialization
 Analyzing the needs

• First step in every process is analyzing the needs,

1. Voluntary separation
Plane
1-General 2. Retirement
information about
recruitement 3. Under staffing
2- Analyzing the 4. Launch a new project inside the organization
needs
3- Selection tools 5. Short-term or long-term
4- induction and
socialization 6. Specific competencies
7. When the organization forecast demand
 • What are different tools to analyze the needs
Plane 1. Dashboard
1-General 2. Interview
information about
recruitement 3. Surveys
2- Analyzing the
needs
4. Age pyramids
3- Selection tools
4- induction and
socialization
 Analyzing the job

• Why we analyze the job

Plane 1. To know the main skills
1-General 2. Competencies
information about
recruitement 3. Different tasks
2- Analyzing the
needs
4. Requirement
3- Selection tools 5. Creating Job description
4- induction and
socialization
 • Who take part of the job analysis
Plane 1. The incumbent: because they have information about the job
1-General
information about 2. Manager n1: to confirm the information collected
recruitement
2- Analyzing the 3. HR Manager, employee representative: to make the process
needs more participative
3- Selection tools
4- induction and
socialization
 Creating Job description

• After analyzing the needs and have information about

number and different skills and competencies necessary to
Plane perform the job.
1-General
information about • We start by creating a job description
recruitement
2- Analyzing the
Job description : it’s a document summarize the tasks and
needs requirement of one job
3- Selection tools
4- induction and
• Using action verb
socialization • It aims to give all information to the candidate
 different part of a job description
• The job purpose:
• The context and expected interactions: With whom is he/she in contact? How often? What
are the related hierarchical and functional links?
Plane • Missions and objectives: What are the main missions and the resulting objectives?
1-General
• Authorities and responsibilities: What are the main responsibilities of this position? What
information about
are the problems that the incumbent will have to solve alone?
recruitement
2- Analyzing the • Difficulties encountered: What concrete work situations does the incumbent face in carrying
needs out his/her responsibilities?
3- Selection tools • Working conditions: Is there any travel and how often? What are the constraints?
4- induction and
socialization
 Defining competencies

• Compentacy: it’s the micture between knowledge - konw how

to do- know how to be
Plane
1-General • We cand find different type of competencies
information about 1. Technical competencies
recruitement
2- Analyzing the 2. General competencies
needs
3- Selection tools 3. Interpersonal competencies
4- induction and
socialization
 • Degree of competency
Plane 1. Basic
1-General 2. Confirmed
information about
recruitement 3. Advanced
2- Analyzing the
needs
4. Expert
3- Selection tools
4- induction and
socialization
 the recruitment announcement
• After creating the job description we should to share the
offer and searching candidate to apply.
Plane • We look first for the internal candidate, to give them the
1-General opportunity to apply to this new job
information about
recruitement • But it impossible to give internal candidate an entry-level
2- Analyzing the positions
needs
3- Selection tools • The internal candidate passe the same step of selection
4- induction and than external candidate
socialization
 • For the external candidate it’s very important to announce the
offer in different place
Plane • We can use several social media such « website, facebook,
1-General linkedin, indeed »
information about
recruitement • Also we can share the offer in newspaper
2- Analyzing the • We can demand an organisme to share our offer like
needs
3- Selection tools « ANAPEC »
4- induction and • Demand recruitement agency to share the offer
socialization
• We receive resume and we analyze them by different criteria
 Analyzing Resume
• The purpose of this step is to reduce the number of candidate
because a we can have a big number of resume
Plane • The selector can choose the resume based on different criteria
1-General
1. Level of exeprience
information about
recruitement 2. Motivation letter
2- Analyzing the
needs 3. the form of the resume
3- Selection tools 4. We can use “Cvthèque method” it’s a software, by writin
4- induction and some keywords, the search engine brings up all available
socialization
resume
 III. SELECTION

The selection can be defined as the process of shortlisting the right candidates with the
necessary qualifications and skill set to fill the need in an organisation. The selection process
varies from industry to industry, company to company and even amongst departments of the
same company.

Plane A. Selection Tests

1-General selection tests need to be practical, reliable and valid in order to predict an applicant’s success on the job
information about • Practical: The content of the test,
recruitement the instructions and the time allowed must be the same for all candidates.
2- Analyzing the • Reliability: The extent to which a selection test provides consistent results
needs
• Validity: The chosen tool must be able to predict the suitability for the job and the organization
3- Selection tools
4- induction and The skills tested in a selection instrument should be the same skills used on the job. Therefore, we can
assume that higher test scores will correlate to higher success in job performance. If a specific test cannot
socialization assess the ability to perform the job, it has no usefulness in the selection process.
B. Selection Process
1. Screening of Applications Forms ; Candidates complete an application form called «  Application Blank » this tools enable the
organizations to short list before going ahead with the process, it helpsthe organizations to get information on a candidate’s
character and antecedents such references from earlier employers/ University
2. Phone Interview : This interview is generally conducted by lower level executives. It is a very important step as it shifts out all
the unqualified, not desirable applicants and the HR man­ager can then concentrate on the other applicants without wasting
time
3. Screening Interview : The nature of the job and how much time you can afford to allot to the interview process will determine
how many applicants you choose to interview The interview is really a verbal test for the candidate, there is no clear right or wrong
answer in many cases
In a structured or patterned interview, the interviewer follows a pre-set list of questions asked of all candidates.
 consistency in the process,
 ensures that important questions are not left out
 helps guarantee that all candidates will be assessed by the same standards
Situational interviewing is characterized by questions like, “what would you do in this situation,” allowing the candidate to speculate
on how he or she would handle a particular job problem.
Behavioral interviewing asks the candidate to describe what he or she did in a particular situation. It requires the candidate to give
real examples of past actions and results, and it is based on the theory that past behavior is a good predictor of future behavior
The nondirective interview takes the opposite approach from a structured interview. This technique involves open-ended questions
such as “tell me about the work you do in your field,” allowing the candidate to express his or her thoughts and feelings that might
be relevant to the job and allowing the interviewer to follow the direction set by the candidate
 4. Reference Checks: applicants may sometimes misrepresent themselves upon their applications or
during interviews
5. Aptitude test : is designed to assess what a person is capable of doing or to predict what a person is
able to learn or do given the right education and instruction. It represents a person’s level of
competency to perform a certain type of task,tests are administered on freshers, i.e., those who are not
Plane having any past job experience.
1-General
6. Psychological test :essential to be more clear about the intelligence level and personality traits of the
information about candidates. Thus, it is possible to define which ones best fit the environment and the organization's
recruitement work routine, allows to identify skills that cannot be measured in the analysis of resumes or in the
2- Analyzing the interview
needs 7. Medical Examinations: A medical examination shows whether he or she is physically suitable for the
3- Selection tools job and what risk there is likely to be of sickness, absence, or injury
4- induction and 8. Selection Decisions : after obtaining and evaluating information about the finalists, HR specialists
socialization should make the actual hiring decision.
 C. Selection Techniques
• Resumes: one of the most common methods applicants use to provide
background information
Plane • Biodata : it is often remarked that what a person will do in the future is best
1-General predicted by what they have done in the past, represents a systematic way of
information about using information about past events to predict future job performance.
recruitement
2- Analyzing the
needs
3- Selection tools
4- induction and
socialization
Induction

An organization's orientation program is an orientation and counseling

process for employees to familiarize them with the job and the
organization. This process helps an organization clarify terms and
conditions of employment, specific job requirements, and build trust. in
the minds of new entrants.
Objectives

• Introduce the new employees with the organizational environment

• Create positive attitude
• Create awareness
• Provide opportunity to interact with other employee
Point of views
Organization's point of view Employee’s point of view
History, mission, objectives and philosophy of the Job responsibilities
organization,

Product, production process, operations, state of Procedures

technology,,

Achievements, present status and growth plan Grievance handling procedures

Structure and functions of different departments Salary and perks (advantages)
Delegation of authority Service rules, hours of work,,
Practices and regulations Retirement and superannuation benefits
Job descriptions Promotion, transfer
Expectations from the new Employee’s participation
Performance evaluation
Steps in induction
Steps purpose

is to build a sense of pride in the minds, of the new-

General Orientation employees and also to create an interest in them

to help new employees to get Acclimatized with

Specific Orientation their new work environment

to give guidance and counsel. to the employees to

ensure that they are reasonably satisfied and
Follow-up orientation gradually settling in the organization.
Stages of socialization
stages accomplished

enable an employee to understand to

Pre-arrival stage what extent his perceived mapping gels with
organizational culture and
systems, it is the duty of the persons involved in the
selection process

perceptions earlier generated by an individual, are

Encounter stage reaffirmed through a well-planned induction
programmed

Understanding of the organization

Metamorphosis stage Sense of belonging is developed
Placement

• After the initial program ends, an employee is put on a specific job for
which he has been selected. The personnel department periodically
reviews. such employees receive feedback on their performance from
the controlling authorities.
• Placement is defined as assigning employees job for which they have
been identified as suitable based on the selection techniques.
Generally, the question of placement arises when a group of trainees
are recruited.