EMPLOYEE RESOURCING

2. RECRUITMENT AND SELECTION

This is the system used to attract and choose the most suitable candidates for vacant positions.

Recruitment (Attracting Candidates)

• Definition: The process of seeking out and attracting a pool of qualified applicants from which future employees can be chosen.

• Sources of Recruitment:

  • Internal: Promotions, transfers, employee referrals, internal job postings.

    • Pros: Faster, cheaper, familiar with the culture, motivational for existing staff.

    • Cons: Smaller pool, "inbreeding" of ideas, potential rivalry.

  • External: Job advertisements, employment agencies, educational institutions, job fairs, online job boards, social media.

    • Pros: Fresh perspectives, larger pool of specialized talent.

    • Cons: More time/cost, longer orientation/training period, risk of poor fit.

Selection (Choosing the Best Fit)

• Definition: The process of screening and shortlisting applicants to identify the most appropriate candidate who meets the job requirements.

• Key Selection Steps (Vary by organization):

  1. Preliminary Screening: Review of application forms/resumes.

  2. Selection Tests: Assessing skills, aptitude, personality (e.g., psychometric tests, job knowledge tests).

  3. Interviews: Structured (standardized questions), unstructured, or behavioral interviews (asking about past behavior).

  4. Reference and Background Checks: Verifying credentials, work history, and character.

  5. Physical/Medical Examination: Ensuring fitness for the role (if legally required/relevant).

  6. Hiring Decision: Offer of employment to the most qualified candidate.

  7. Job Offer and Contract: Formalizing the employment agreement.