RECRUITMENT AND SELECTION

LECTURERS

  • Dr. Esther Julia Attiogbe

  • Mr. Daniel N.O. Welbeck

  • Mrs. Rejoice E. Asante

HRM COURSE CODE: BBB 308

LECTURE 5: RECRUITMENT AND SELECTION

RECRUITMENT AND SELECTION OVERVIEW

Key Topics Covered

  • Concept of Recruitment

  • Purpose and Essence of Recruitment and Selection

  • Recruitment Needs

  • Sources of Recruitment

  • Trends in Recruitment

  • Recruitment Process

  • Concept of Selection

  • Selection Process Flowchart

  • Distinction between Recruitment and Selection

RECRUITMENT DEFINED

  • Definition: Recruitment is the process of finding and engaging the people that an organization needs.

  • Process Overview: It involves searching for candidates for employment and stimulating them to apply for jobs in the organization (according to Flippo).

  • Inference: The recruitment process serves to connect employers with job seekers and is a technique for attracting and locating qualified candidates.

PURPOSE AND ESSENCE OF RECRUITMENT AND SELECTION

  • Attract and encourage candidates to apply for job positions.

  • Create a pool of talents that the organization can select from.

  • Determine both present and future recruitment needs.

  • Serve as a connecting mechanism between employers and potential employees.

SOURCES OF RECRUITMENT

Internal Sources

  1. Transfers

  2. Promotions

  3. Upgrading

  4. Demotion

  5. Retired Employees

  6. Retrenched Employees

  7. Dependents and relatives of deceased employees.

External Sources

  1. Press Advertisements

  2. Educational Institutions

  3. Placement Agencies / Outsourcing

  4. Employment Exchanges

  5. Labour Contractors

  6. Unsolicited Applications

  7. Employee Referrals

  8. Recruitment at factory gates.

RECRUITMENT PROCESS

  1. Formulate Job Descriptions

  2. Advertise Job Openings

  3. Review Job Applications

  4. Make a Shortlist

  5. Identify Skills Gaps and Hiring Needs

  6. Interview Potential Candidates

  7. Select the Most Suitable Candidates

  8. Make a Job Offer

TRENDS IN RECRUITMENT

  • Outsourcing: Hiring external sources to manage aspects of recruitment.

  • Poaching: Attracting employees from competitors.

  • E-recruitment: Utilizing online platforms and social media for recruitment purposes.

SELECTION DEFINED

  • Definition: Selection is the part of the recruitment process that concerns deciding which applicants should be appointed to jobs (Armstrong, 2022).

  • Thomas Stone's Perspective: "Selection is the process of differentiating between applicants to identify and hire those with a greater likelihood of success on the job."

  • Goal: The aim of the selection process is to find the candidate from a pool of qualified applicants who can best perform the job.

SELECTION PROCESS STEPS

  1. Preliminary Screening

  2. Selection Test

  3. Employment Interview

  4. Reference & Background Checks

  5. Medical Examination

  6. Decision

  7. Job Offer

  8. Contract of Employment

RECRUITMENT VERSUS SELECTION

Recruitment

  • Definition: The process of advertising for vacancies, attracting, interviewing, selecting, and hiring employees.

  • Involves: Everything from identifying the hiring need to filling the position.

  • Occurrence: This process occurs first.

  • Main Objective: To encourage a large number of candidates to apply for a post.

Selection

  • Definition: The process of choosing the best candidates from hundreds of applications received.

  • Involves: Selecting the right candidate from applications.

  • Occurrence: Follows the recruitment process.

  • Main Objective: To select the right candidate for the position.

SELECTION FROM A GLOBAL PERSPECTIVE

  • Scope: Selection criteria for international assignments are broader than those for domestic selection.

  • Considerations: International assignments require a greater focus on personality and flexibility in design.

  • Requirements: Candidates must show interest in working overseas and have the ability to relate well with diverse individuals and cultures.

  • Research Note: There's a need to compare international selection processes with those occurring in the UK, US, and Ghanaian contexts.

EMPLOYMENT CONTRACT

  • Overview: Every employee has a contract of employment whether or not it is documented.

  • Legal Reference: In the case of Addison v A/S Norway Cement Export Ltd. (1973) 2 GLR 151, the plaintiff's case was based on an oral contract concerning supply and remuneration for services.

EMPLOYEE/EMPLOYER RELATIONSHIP

  • Employee: An individual who works for an organization or person that hired them.

  • Employer: An organization or person who offers jobs to job seekers.

EMPLOYMENT OF PERSONS WITH DISABILITY

Section 45: Registration of Persons with Disability

  • Individuals can apply for registration at a designated Centre and receive a certificate of registration.

Section 46: Special Incentives

  1. Employers hiring persons with disabilities will receive special incentives.

  2. Individuals with disabilities engaged in business will also be entitled to special incentives, determined by the Minister.

Section 50: Employment Continuation

  • Employment for an individual who becomes disabled should not end if they can still work in a relevant role; if not, employment may be terminated with notice.

Section 51: Notice of Termination

  • The notice length for terminating someone's employment when they are disabled should not be shorter than one month.

Section 47: Notification of Employment of Persons with Disability

  • Employers must notify the nearest employment center when hiring individuals with disabilities.

Section 48: Employment Contract Particulars

  • Employment contracts for individuals with disabilities must include job particulars, working hours, remuneration, transport facilities, and any special privileges afforded due to their employment status.

IMPORTANCE OF RECRUITMENT AND SELECTION

  • Attracts a necessary pool of potential candidates.

  • Aids in choosing the most suitable individual for open positions.

  • Enhances success rates in employment.

  • Reduces the likelihood of hiring mistakes.

  • Meets legal and social obligations.

  • Increases both organizational and individual effectiveness.

CURRENT ISSUES IN RECRUITMENT

  • Employee Value Proposition: The benefits and rewards an organization offers to attract and retain talent.

  • Recruiting and Retaining Older Workers: Addressing workforce demographics and age diversity.

  • Social Recruiting: Utilizing social media channels (e.g., Facebook, Twitter, LinkedIn) to find and hire talent.

    • Involves leveraging various social media platforms and job boards to attract potential candidates.

PRACTICE QUESTIONS

  1. How would you defend your organization against accusations of age discrimination from a potential employee?

  2. What should be included in a realistic job preview for attracting the best college graduates? Considerations may include industry type, geographic location, or overseas assignments.

  3. Create a job description and specification for an Administrative Manager to be advertised in daily newspapers.

END OF LECTURE

  • Thank you!