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.