Recruitment and Selection

Strategic
Recruitment
Strategic Recruitment

Strategic
Recruitment
The linking of
recruiting activities
to the organizations
strategic business
objectives and
cultures.
 Strategic Recruitment
Strategic Business Objective

What is to be achieved and how

Human Resource Planning

• Determine Number and type of jobs to be

filled
• Match HR supply with job openings

Job Analysis
Strategic Recruitment

Job Analysis
Outcomes of the
job analysis are:
1. Job
description
2. Job
specification
 Strategic Recruitment
Job Analysis
Collect Job Information

Job Description Job Specification

• Job title
• Experience
• Duties and responsibilities
• Qualifications
• Relationships
• Knowledge, Skills,
• Knowledge about job
Abilities (KSA)
• Accountability
• Personal Qualities
• Special Circumstances
 Strategic Recruitment

Job Description Job Specification

Recruitment

Identify and attract a pool of

qualified candidates
Strategic Recruitment

Strategic
Recruitment
In conclusion, the
strategic business
objectives are linked
with HR planning, job
analysis and
recruitment process.
Recruitment and Selection

Strategic
Recruitment 2
Strategic Recruitment 2

Traditional to
Strategic
Recruitment
Increasing use of
teams and ongoing
demand of
multiskilling have
seen a change in
emphasis from
traditional approach
to strategic
recruitment.
Strategic Recruitment 2
Strategic
Recruitment
Attracting candidates
whose qualifications
and past employment
history match the
formal job
requirements helps to
select individuals with
Attitudes, Behavior
and Potential.
Strategic Recruitment 2
Strategic
Recruitment
This matching, in
turn, has led to
candidate’s profiling
which emphasize
person-oriented
characteristics rather
than job-oriented
characteristics.
Strategic Recruitment 2

Expert’s Opinion
Boxhall and Purcell
argues that if an
organization seeks
high performance
and agility, then, it is
important to recruit
for long run
trainability and
adaptability…
Strategic Recruitment 2

Expert’s Opinion
…rather than
specific job Know-
how, which can be
acquired over time.
It assume that the
individual has both
the intelligence and
motivation.
Strategic Recruitment 2
Examples from
Industry
Nike’s objective is to
experience the emotion
of competition, wining,
and cruising
competition.
Consequently, this
create a need to recruit
people who are
stimulated by the
competitive spirit.
Strategic Recruitment 2

Examples from
Industry
Nordstrom
stresses hard
work,
productivity,
service to the
customer, and a
sense of never
being satisfied.
Strategic Recruitment 2

Examples from
Industry
Philp Morris
highlight
competition,
individual
initiative, hard
work, and
continuous self-
improvement.
Strategic Recruitment 2

Examples from
Industry
Investment bank
UBS seeks highly
intelligent,
hardworking,
entrepreneurial
team players.
Recruitment and Selection

Strategic
Recruitment 3
Strategic Recruitment 3
Strategic
Recruitment
Recruiting is a
means of delivering
behavior seen as
necessary to support
organization’s
culture and
strategies.
Strategic Recruitment 3
Strategic
Recruitment
Organizational
strategies and culture
determine whether
the focus is on
technical skills,
formal qualifications,
on personality, the
ability to fit in and
the potential for
development.
Strategic Recruitment 3

Industry Examples
Toyota seeks people:
• Who can work as
team
• Who have ideas
for improvement
• Who can
demonstrate an
ability to learn.
Strategic Recruitment 3

Industry Examples
Nissan favors:
• Attention to
Quality
• Pride in the job
• A spirit of team
work
• Cooperation
• A desire for
continual
improvement.
Strategic Recruitment 3
Industry Examples
Leading UK food
retailer Pert A Manger
emphasizes personality
rather than experience.
Their HR manager says,
“we want people who
are enthusiastic,
energetic and have
natural empathy of
serving”
Strategic Recruitment 3
Strategic
Recruitment
The emphasis on
employee
characteristic leads to
increasing use of
psychological testing
and assessment centers
to assess candidates
behavioral and
attitudinal
characteristics.
Strategic Recruitment 3
Strategic
Recruitment
Employment testing has
proven helpful in
training and
development and in
reducing the chance of
litigation arising from
the hiring of
incompetent, dishonest
or potentially violent
employees.
Strategic Recruitment 3
Strategic
Recruitment
is affected when
organization make
fundamental strategic
changes as a result of
asking questions such
as: What is our core
Business? What
business should we be
in? What is it we want
to achieve?
Strategic Recruitment 3
Strategic
Recruitment
Such changes may lead
to risk the careers of
applicants who do not
match the organization
strategic requirements.
Attracting such
candidates is simply a
costly waste of time.
Recruitment and Selection

Strategic
Recruitment 4
Strategic Recruitment 4
Strategic
Recruitment
It avoids hiring
unsuitable employees
by locating and
attracting the right
potential candidates
to the right job
openings within an
organization.
Strategic Recruitment 4

Strategic
Recruitment
Such applicants
form a pool from
which those who
most closely match
the job specification
can be offered
employment.
Strategic Recruitment 4
Strategic
Recruitment
Recruitment involves
determining where
qualified applicants
can be found
(Recruitment
Sources) and
choosing a specific
means of finding
(Recruitment
methods).
Strategic Recruitment 4
Strategic
Recruitment
It involves attracting
qualified and
interested candidates
who have the ability
to generate a
sustained competitive
advantage for the
organization.
Strategic Recruitment 4
Strategic
Recruitment
Recruitment will
help to locate
potential employees,
who meet the job
requirements, who
are interested in the
position, and who
want to join the
organization.
Strategic Recruitment 4
Strategic
Recruitment
Unfortunately many
HR managers forget
key point. The
organizations that are
most satisfying to
work for are also
those that have the
least trouble in
getting good
candidates.
Recruitment and Selection

Strategic
Recruitment 5
Strategic Recruitment 5

Successful
Recruitment
Successful
recruiting means
clearly outlining
each job which can
be done by better
job analysis.
Strategic Recruitment 5
The Recruitment
function
can sometimes be
considered by HR
professionals as the
“least” interesting task
or responsibility of
their role. It is true that
recruitment as
transactional function
can be quite routine
and administrative.
Strategic Recruitment 5

The Recruitment
function
But it is so much more
than that. Recruitment
allows you to shape
and influence the
company from the
ground up to build the
workforce you need to
deliver on business
priorities.
Strategic Recruitment 5
The Recruitment
function
Recruitment can tie
in with many
important functions
within the
department and the
wider company
such as employer
branding and
workforce
planning.
Strategic Recruitment 5
The Recruitment
function
These two functions
are critical to the
success of the
recruitment
functions and should
be an extension of
the transactional
work you do.
Strategic Recruitment 5
The Recruitment
function
Recruitment today is
dynamic and fast
paced. Thus, HR guys
need to be constantly
evolving to keep pace
with changing
economies, social
dynamics,
demographics and
technologies.
Strategic Recruitment 5
The Recruitment
function
HR guys need to
utilize the latest trends
in sourcing and
internet technologies -
everything from
Facebook to twitter;
LinkedIn and Second
Life - try them all and
see what works.