Recruitment and Selection

Learning Objectives

• List recruitment strategies used in attracting applicants.

• Explain how to evaluate the effectiveness of recruitment strategies.

• Explain screening processes in employee selection.

• Identify methods used in screening processes.

Recruitment Overview

• Recruitment is vital for organizational success and retaining high-quality workforce.

• A structured recruitment and selection procedure aims to hire the best candidates for appropriate roles.

Types of Recruitment

• Internal Recruitment: Promoting existing employees for new positions.

• External Recruitment: Hiring individuals from outside the organization.

• Employee Referrals: Encouraging current employees to recommend candidates.

External Recruitment Methods

• Career Carnival: Job fairs for various industries.

• Employment Agencies: Organizations that help match job seekers with employers.

• Websites: Online job postings and company websites.

• Mass Media Advertising: Using newspapers, magazines, and radio to advertise vacancies.

• Executive Search Firms: Specialized in recruiting for higher-level positions.

• Public Employment Agencies: Government services to assist job seekers and employers.

Mass Media Advertisement

• Historically, newspapers were widely used for job ads; their relevance has declined over time.

• Response Methods for Job Ads:

  • Call to Apply: Applicants are instructed to call rather than send resumes.

  • Apply in Person: Candidates apply directly without pre-arranged interviews.

  • Send Resume: Applicants must submit resumes via email or mail.

  • Blind Box Ads: Resumes are sent to a generic address without company details.

Point-of-Purchase Recruitment

• Job ads placed where potential applicants are likely to see them, like store windows.

• Advantages:

  • Cost-effective.

  • Reaches a targeted audience.

Employment Agencies

• Specialize in finding jobs for applicants and candidates for employers.

• Useful when HR departments are overwhelmed or lack expertise.

Top Employment Agencies in Malaysia (2022)

• List includes agencies like Michael Page, Seekers Malaysia, and others.

Evaluating Recruitment Effectiveness

• Determine how well recruitment sources work:

  • Analyze the number of applications received from each source.

  • Assess costs associated with recruitment campaigns:

  • Cost per Applicant: Total expenditure divided by applicants.

  • Cost per Qualified Applicant: Total expenditure divided by applicants who meet job criteria.

  • Review the performance and retention of new hires based on their recruitment source.

Employee Screening Processes

• Definition: Reviewing applicant information to select the best candidates.

Screening Methods

• Employment Interviews: Structured questioning to gauge candidate suitability.

• Assessment Centers: Candidates perform job-related tasks under evaluation.

• Employee Tests:

  • Cognitive Ability Tests: Measure skills like reasoning and verbal proficiency.

  • Personality Tests: Assess psychological traits that predict job performance.

  • Integrity Tests: Evaluate honesty and potential for counterproductive behaviors.

Types of Employee Tests

• Cognitive Ability Tests: Strong predictors of job performance. Include:

  • Cognitive (problem-solving), Perceptual (visual and auditory skills), Psychomotor (hand-eye coordination).

• Physical Ability Tests: Assess physical strength for roles like police officers or firefighters.

Candidate Assessment Techniques

• Interviewing Styles: Individual, group, panel, or serial interviews.

• Structured vs. Unstructured Interviews: Consistent questions vs. ad-hoc questioning.

Conclusion

The processes of recruitment and selection involve a careful balance of attracting the right applicants, assessing their potential, and ensuring a good fit for both the employee and employer. Utilization of varied recruitment methods and effective screening processes is essential for hiring quality candidates.