Module 2 Flashcards
(28 cards)
Recruitment
The timely and cost-effective search for and identification of a suitable supply of candidates from within or outside the organisation to fill a job vacancy.
Aims of recruitment
-Maintaining an adequate supply of employees with the necessary competencies to achieve the organisation’s goals
-matching individual competencies with organizational requirements.
- Creating a positive image of the organisation in order to attract good potential employees
-Contributing to the profitability of the organisation and ensuring it’s continued existence.
-Ensuring that the organization does not lose out on opportunities to recruit quality candidates.
Recruitment policy
Must adhere to all current legislation, including requirements related to employment equity, basic conditions of employment, occupational health and safety and statutory deductions.
Guidelines for recruitment
-complete HR planning and forecasting before recruitment starts.
- do a thorough analysis of all jobs in the organisation
- Draw up complete job specifications for all positions in the organisation.
- select the sources and methods that will best suit the requirement needs of the organisation.
- Take note of anything that coikd influence recruitment.
Investigate various possible sources of candidates.
-Explain both positive and negative aspects of the job to applicants
- Ensure that the recruitment process is cost effective.
Factors influencing recruitment
EXTERNAL
- Government requirements and regulations
- Affirmative action
-Trade unions
-Economic conditions
-Technological changes - Pool of active labour outside the organisation
Factors influencing recruitment
INTERNAL
- an organisation’s recruitment policy with regard to internal or external appointments
-Importance of organisational culture.
-Recruitment standards
Sources of recruitment
internal
-Electronic bulletin boards
-Notice boards
-word of mouth
- Direct communication with employees who have previously indicated interest in a transfer oor promotion
-organisational newsletters and emails
Aims of recruitment advertising
-Advertise to the correct audience based on an analysis of the organisation’s needs
-Attract enough applicants and exlude unsuitable applicants
-create a favourable image of the organisation in the labour market
Design of a recruitment advertisement
-Ensure that the job title is prominently displayed
-provide a factual, unambiguous synopsis of the job description, based on the job specifications
-Ensure that the advertisement is visually stimulating and attracts attention
-Provide information on the key characteristics of the job, the qualifications and qualities of the applicant sought and any special requirements
-if it is appropriate, an advertisement may include remuneration information.
-if appropriate, include a reference to the organisation’s commitment to employment equity.
-an advertisement should always describe the method of application.
-information about the organisation could be included if it will increase the reader’s interest in applying for the job
The recruitment process
Step 1: Analyse the organisation’s HR needs
Step 2: Assess the organisation
Step 3: Analyse the vacancy
Step 4: Obtain management approval
Step 5: Review the existing job description and job specification
Step 6: Choose recruitment media
Step 7: Evaluate applicants
Step 8: Compile list of candidates
Step 9: Prepare for the selection process
Screening
The elimination of applications from people whose characteristics do not match the minimum requirements of the job and may even involve holding preliminary interviews with a number of the candidates who appear suitable from their written applications
Selection
The process whereby the organisation identifies the candidate whose competencies are the best match for the job in question
Factors affecting the selection process
Internal
-Capabilities of the people
-information
-size of the organisation
-Product, service and technological considerations
-The number of applicants
-Degree of specialization
-Trade union pressure
-Administrative effeciency
Factors affecting the selection process
External
Government requirements and regulations
Favourtism
The selection process
Step 1: Review the relevant job specification
Step 2: Sift through all completed job applications
Step 3: Verify the information supplied
Step 4: Compile a ranking list
Step 5: Conduct initial screening interviews
Step 6: Communicate to ‘marginal’ candidates that their applications have not been successful
Step 7: If appropriate, conduct objective assessments
Step 8: Conduct reference checks and background investigations
Step 9: Conduct in depth face to face interviews
Step 10: If appropriate, conduct a medical examination
Step 11: Make an offer of employment to the chosen candidate
Types of assessments used to improve selection decisions
-competency test of physical or motor skills
-Aptitude tests
-Cognitive reasoning ability tests
-Interest inventories
-Personality tests
-Assessment centres
Reasons for testing
-To measure the applicants’ job skills and their ability to learn on the job
-To determine the applicants’ ability, Aptitude, interests and intelligence and whether a specific health condition will exclude a person
-To get a true picture of the candidate and to negate all incorrect and biased information already acquired
Validity
Means that a test must measure what it’s supposed to to measure
The purposes of the selection interview
-Gather information about candidates in order to establish their suitability for the position
-Compare candidates
-Project a positive image of the organisation, whether or not the applicant is successful
Interview techniques
-Structured interviews
-Unstructured interviews
-semi structured interviews
-Panel interviews
-Selection boards
-stress interviews
Guidelines for effective interviews
-Put the applicant at ease at the beginning of the interview
-Ensure that the applicant has a clear understanding of the requirements of the job, conditions of employment, benefits, etc
-Ensure the applicant gives clear answers to specific questions.
-Organise a tour around the organisation
-Ensure the interview is private and that there are no interruptions
-indicate when the interview is reaching its end and allow interviewee the opportunity to ask questions.
-Ensure that any needed info checks are done without delay
Write an interview report as soon as possible
Reason for equity in recruitment processing
Setting annual objectives
Identifying barriers and taking steps to eliminate them
Implementing positive measures
Setting a timetable and deciding on strategic and numerical goals to address underrepresentation.
Deciding on the duration of the plan
Setting up a procedure to monitor and evaluate the plan
Affirmative action measures
-Identification and elimination of barriers with an adverse impact on designated groups
-measures that promote diversity
-making reasonable accommodation for people from designated groups
-Retention, development, and training of designated groups
-Preferential treatment and numerical goals to ensure equitable representation
Placement
The final step in the process of providing the organisation with capable, flexible and committed people
