TOPIC: SELECTIVE HIRING

Recruitment & Selection

Conducted by SODEMY
Venue:
Facilitator: Mohamud Abdi Eid
Email: [email protected]
Tel: 252-618888863
 Training Objectives
o The recruitment process.
o The internal and external recruitment sources.
o The internal and external recruitment
methods.
o Preliminary screening.

o Commonly used selection techniques in

employment settings
o Use of the employment interview.
 SELECTIVE HIRING
Selective hiring is the process of recruiting and
selecting the right people with suitable
characteristics and people who can fit well
into the organization's culture
Recruitment is the process of attracting individuals
on a timely basis, in sufficient numbers, and with
appropriate qualifications to apply for jobs with
an organization.
Selection is the process of choosing the individual
best suited for a particular position and the
organization from a group of applicants.
 SELECTIVE HIRING
The process of selective hiring consists of steps in
the order given below.
1.Job requisition
2.Determination of qualifications.
3.Designation of application forms.
4.Advertisement / announcement of vacant posts
through media of various types.
5.Scrutinizing of applications.
 SELECTIVE HIRING
6. Conducting of examinations
7. Certification, which is submission of the list of
eligible candidates by the recruiting agency for
consideration of the appointing authority.
8. Selection
9. Appointment
10. Probation
11. Placement
12. Orientation
 Recruitment
Internal & external recruitment sources
The next step in the recruitment process is to
determine whether qualified employees are
available within the agency (the internal source)
or if it is necessary to look to external sources.
• Recruitment sources are where qualified
candidates are located.
– Internal Source is filling Vacant Post from with in
the Organization.
– External Source is filling Vacant Post from outside
the organization.
External recruitment sources
• At times, a agency must look beyond its own
borders to find employees, particularly when
expanding its workforce. External recruitment
is needed to:
(1) fill entry-level jobs;
(2) acquire skills not possessed by current
employees; and
(3) obtain employees with different backgrounds
to provide a diversity of ideas.
External recruitment sources
• High Schools and Vocational Schools-
Organizations concerned with recruiting
clerical and other entry-level employees often
depend on high schools and vocational
schools.
• Community Colleges- Many community
colleges are sensitive to the specific
employment needs in their local labor markets
and graduate highly sought-after students with
marketable skills
 External recruitment sources
• Colleges and Universities- Colleges and
universities represent a major recruitment
source for potential professional, technical, and
management employees.
• Competitors in the Labor Market- When recent
experience is required, competitors and other
agencies in the same industry or geographic
area may be the most important source of
recruits. Another name for actively recruiting
employees from competitors is called poaching
 Recruitment methods

Recruitment methods are the specific

means used to attract potential employees
to the agency. There are two methods of
recruitment namely:
Internal Recruitment Methods, and
External recruitment methods
 Internal Recruitment Methods
Human Resource Databases: permit organizations to
determine whether current employees possess the
qualifications for filling open positions.
Job Posting - is a procedure for informing employees
that job openings exist.
Job bidding is a procedure that permits employees who
believe that they possess the required qualifications to
apply for a posted job.
Employee Referrals -An employee of the organization
recommends a friend or associate as a possible member
of the organization
 External recruitment methods
• Although online recruiting has greatly impacted
how recruiting is accomplished, traditional methods
are not dead.
• Media Advertising- Advertising communicates the
agency’s employment needs to the public through
media such as newspapers, trade journals, radio,
television, and billboards.
• Private Employment Agencies- Private employment
agencies, often called “headhunters,” are best
known for recruiting white collar employees and
offer an important service in bringing qualified
applicants and open positions together.
 External recruitment methods
• Executive Search Agencies- Executive search agencies are
used by some agencies to locate experienced professionals
and executives when other sources prove inadequate.
• Internships- An internship is a special form of recruitment
that involves placing a student in a temporary job with no
obligation either by the organization to hire the student
permanently or by the student to accept a permanent
position with the agency following graduation.
• Event Recruiting - event recruiting involves having
recruiters go to events being attended by individuals the
organization is seeking.
 Selective Hiring: Selection
• Selection
• Preliminary Screening
• Employment Test
• Employment Interview
Selection --Process of choosing from a group of
applicants the individual best suited for a
particular position and the organization.
Preliminary Screening-
The basic purpose of preliminary screening is to
eliminate those who obviously do not meet the
position’s requirements.
 Commonly Used Selection
Techniques in Employment Settings
• Cognitive ability and aptitude tests They are
used to determine whether applicants possess
the aptitude to learn the KSAOCs required in
the position.
• Achievement tests are designed to assess
whether the individual possesses specific
knowledge of concepts considered critical for
a job.
 Commonly Used Selection
Techniques in Employment Settings
• Personality inventories they are used when
interpersonal skills, for example, are key to
successful performance.
• Interest inventories They are used to make a
compatible person job match.
• Structured oral exams Structured oral exams
are used when paper and pencil exams cannot
produce the desired results.
 Commonly Used Selection
Techniques in Employment Settings
• Work sample or performance simulation
tests. Applicants are asked to perform tasks
that are representative of actual job activities.
• In-baskets The test is used to measure such
skills as task prioritization, written
communication, and judgment.
• Leaderless group discussions Applicants are
assembled to work on solving a problem that
requires cooperation.
 Commonly Used Selection
Techniques in Employment Settings

• Drug testing Drug -dependent employees are

more likely than nondependent employees to be
involved in workplace accidents. Decreased
productivity, increased absenteeism, and threats
to fellow employees’ or clients’ safety are some
of the problems manifested by substance
abusers
 Commonly Used Selection
Techniques in Employment Settings
• Honesty and integrity tests:- There are two
kinds of honesty and integrity tests: Overt and
personality.
Overt tests deal with attitudes toward theft or
admission of theft or other illegal activities.
Personality tests do not look at honesty in
isolation but at a variety of counter- productive
work behaviors such as impulsiveness,
nonconformance, and dislike of authority.
 Commonly Used Selection
Techniques in Employment Settings

• Physical ability tests In the public sector,

physical ability tests are used most often in the
selection of law enforcement and public safety
officers, such as police officers, firefighters,
corrections officers, and park and conservation
safety officials.
 Employment interview.
• BASIC TYPES OF INTERVIEWS
An interview is a procedure designed to obtain
information from a person through oral
responses to oral inquiries.
We can classify selection interviews according to
1. How structured they are
2. Their content -the types of questions they
contain
3. How the agency administers the interviews
Structured Versus Unstructured Interviews

• In unstructured (or nondirective) interviews,

the manager follows no set format. A few
questions might be specified in advance.
• in structured (or directive) interviews, the
employer lists the questions ahead of time,
and may even list and score possible
answers for appropriateness. The interviewer
followed a printed form to ask a series of
questions, such as how was the person s
present job obtained?
 Interview Content (What Types of Questions to
Ask)

• In a situational interview, you ask the candidate

what his or her behavior would be in a given
situation. For example, you might ask a
supervisory candidate how he or she would act in
response to a subordinate coming to work late 3
days in a row.
• Behavioral Questions A series of job-related
questions that focus on how the candidate reacted
to actual situations in the past.
 Interview Content (What Types of Questions to
Ask)

• In summary, situational questions start with

phrases such as, Suppose you were faced with the
following situation . . . What would you do?
Behavioral questions start with phrases like, Can
you think of a time when . . . What did you do?
More employers today are using (or planning to
use) behavioral interviews.
 Interview Content (What Types of Questions to
Ask)

There are other, lesser-used types of questions.

• In a stress interview, the interviewer seeks to
make the applicant uncomfortable with
occasionally rude questions. The aim is
supposedly to spot sensitive applicants and those
with low (or high) stress tolerance.
 How Should the agency Administers the
Interview?

• Employers also administer interviews in various

ways: one-on-one or by a panel of interviewers,
sequentially or all at once.
Most selection interviews are one-on-one and
sequential. In a one-on-one interview, two people
meet alone, and one interviews the other by
seeking oral responses to oral inquiries.
 How Should the agency Administers the
Interview?

A panel interview, (An interview in which a group

of interviewers questions the applicant.)Also
known as a board interview, is an interview
conducted by a team of interviewers (usually two
to three), who together interview each candidate
and then combine their ratings into a final panel
score.
 How Should the agency Administers the
Interview?

• Phone Interviews Employers do some interviews

entirely by telephone. These can actually be more
accurate than face-to-face interviews for judging
an applicant s conscientiousness, intelligence, and
interpersonal skills. Here, neither party need
worry about things like appearance or
handshakes, so each can focus on substantive
answers.
 THE END
Your questions and comments are welcome
.