Recruitment and Selection
Recruitment Definition
Recruitment is the process of selecting a supply of possible candidates for positions within an enterprise.

The four stages of recruitment
Job analysis
Job description
Person specification
Internal and external recruitment

We should know the definition, purpose, methods, content of these terms.

Job analysis
The need for job analysis
Effective recruitment depends upon accurate job analysis.
To assist in determining the most appropriate method of selection
To help identify the need for training and the most appropriate training method
As part of a job evaluation exercise
As an important preliminary to any job redesign exercise.

Methods of analysis
Interviews
Questionnaires
Observation
Supplementary data
Comparison of different methods of Data collection

Content of job description
Job title
Reporting to
Subordinates
Overall purpose
Principal accountabilities or main tasks
Physical condition
Social conditions
Grade and salary/wage range and fringe benefits
Promotion prospects
Typical headings for a person specification are
Age
Physical
Disposition
Qualification-general education and vocational qualifications
Work experience
Special requirements

Rodger’ s seven-point plan
Physical make-up
Attainments
General intelligence
Special aptitudes
Interests
Disposition
Circumstances

Munro Fraser’s five-point plan covers
The impact on others
Qualifications
Brains and abilities
Motivation
Adjustment

Job design (chp23)
useful for motivating staff, including 3 choices according to Herzberg.

Job enrichment 职务充实
Job enlargement 职务拓展
Job rotation 职务轮换

Major sources of potential job candidate

Selection Definition
Selection is the process of choosing from a number of candidates the one most suitable for a specified position.
Process of selection
1. Application form
2. Interview
3. Test
4. Reference
5. Medical examination
6. Group selection method
7. Assessment center
The job application form
The main purpose of it is to obtain all essential information about applicant.

Selection interview
An interview process can be
Face-to-face interviews
Successive interviews
Group interviews
Panel interviews

The important of the selection interview
Allow individuals to react person to person
Let two-way communication develop
Allow information to checked
Let the interviewee find out about the organization
Can be a useful public relations exercise
Are recognized and accepted as valid by candidates
Suggestions for improving the interview
Use a structured interview format
Provide a complete job description to interviews
Use trained interviewers
Use multiple interviewers
Avoid quotas
Keep structured written records
Use the interview as only one aspect of an overall selection system

Application references
References are a key part of their selection process, but are used mainly to verify facts about the candidate, rather than an aid to decision-making .

Q9 INTERVIEWS
Most firms use the interview as their main tool for selection decisions.
Required
(a) What are the purposes of selection interviewing? (5 marks)
(b) Describe the factors to be taken into account in using a selection interview effectively. (10 marks)
Total Marks=15

Q8 Scenario: SELECTION METHODS

FGH Ltd has advertised a vacancy for a payroll assistant in the Accounts Department, and has received a number of cvs and letters.
The new Human Resource Manager, Sandra Cunningham, has been reviewing the personnel records of the firm and has noted that FGH uses interviews as its sole selection method. The records further show that a number of new recruits have left the firm within two years of employment, and that training and development costs for recruits in their first three years appear to be disproportionately high.
Ms Cunningham is concerned that the firm’s selection methods are failing to match candidates to the realistic requirements of vacancies. She asks you, as her assistant, to prepare some notes for her to present to the management team.
Required:
(a) Outline the qualities of an effective job application form. (7 marks)
(b) Explain the limitations of interviews as a selection method. (10 marks)
(c) Recommend a range of other techniques that could be used in selection. (10 marks)
(d) What kind of information should the organization seek in checking the references of candidates? (5marks)
(e) Suggest four other measures that could be used to improve the success of FGH’s selection procedures. (8marks)
Total Marks=40

Q9 (TP132)
Describe the recruitment and selection process the company would go through to fill this vacancy, describing the options that are available to you and the reasons for your choices.

Equal opportunities
“Equal opportunities” describe that there should be an equal chance for all workers to apply and be selected for jobs, to be trained and promoted in employment and to have that employment terminated fairly
The legal position

What is managing diversity?
How to diversity assessment?
The managing diversity in the workplace
A diversity assessment provides information about what helps and hinders:
Creation of an inclusive work environment where all employees can flourish
Career advancement
Teamwork
High morale, commitment and productivity
Retention of diverse employees
Recruitment and hiring of diverse individuals.

Q10 Managing diversity
Your organization has decided to develop its policy on diversity. in employment. The Accounts Manager has had advice on “equal opportunity”, but is not sure that she understands all the issues involved in “diversity”.
Required
(a) Explain how a “managing diversity” approach might be different from an equal opportunities policy. (10marks)
(b) suggest five ways of creating and supporting diversity at work. (5marks)
Total marks=15marks