Effective Recruitment & Selection
“Matching and securing the right people in the right job!!”
General Information
Breaks/ Prayer Breaks Canteen
Mobiles Attendance/Timekeeping Certificates
Introductions
Name Organization Job Title/Main Functions Hobbies Expectations of the Course
Objectives
Planning for human resource requirements of organization Identify and follow the necessary steps in selecting and hiring an employee. Plan the recruitment and selection criteria Short-list and select from several applicants Plan and conduct the selection interviews Understand and comply with the Labor law
Course Content
Human Resource Planning Importance Of Effective Recruitment Three Phases Effective Recruitment Employee
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Steps in Conducting a Job Analysis
4. Document the job analysis
3. Verify accuracy of information 2. Gather information about how the job is done 1. Select the job to be analyzed
Analysing the Job
What will the job involve? Skills analysis – what competences will be needed for the job? Specifying the job – what’s needed to be done? Describing the job – main activities, training provided, terms, location described. Specifying the person – qualifications, experience, skills needed
What is Analyzed?
Work activities Schedule Diaries of time spent on job Location Materials used Skills and training Observations of previous employees on job Supervision
Job Description
The job description is a written description of job analysis what the job consists of: The job title The position within the organisation A list of duties.
A Good Job Description
Summarizes all factors that constitute a job position Should be comprehensive, accurate and concise Must have clearly defined sections with comprehensive information
Group Activity–Job Analysis/Job Description
Conduct a job analysis of a job you are familiar with (write detail steps) Make a comprehensive Job description
Write it on flip chart
Job Requisition/ Job Assessment
Employee Requisition/ Job Assessment Identifying the need for an employee requisition Provide justification and job requirements Who has spare capacity? Does the job
A job description is a written summary of the responsibilities related to a specific job and the skills and knowledge necessary for discharging those responsibilities effectively. The job description becomes a handy resource for human resource professionals and departmental heads when recruiting new people to fill in vacancies as well as for the purpose of evaluating performance. The job description is also an important component of the job specification, a document that includes task requirements as well as a profile of the ideal person for the job (Cascio 2003, p. 160).
Once we understand requirements for the position, then next step is to define ways of meeting those needs. It includes the amount of resources and authority the position provides to fulfill the business need. A job description can be as simple as a list of tasks required by the individual holding the position. Formal job descriptions will include level of responsibility, expected outcome, including reporting line and other interactions. Once expectations, and means of attaining expectations are documented, then sketching ideal candidate will become easier.
“The employee placement process consists of four activities: recruiting, selection, orientation and employee development” (Reilly, Minnick & Baack, 2011). Since we now know whom we are looking for, it is time to find the employees that best fits the areas needed. Now we have to list our job, its description, and various functions. We should also add the minimum requirement on education as well as previous training. We will now send it out to advertise for potential employee has and show them the possible positions available. After we have our close date, we will begin with forming our short list of those applicants that are a perfect fit for the job.
3. Be able to contribute to the recruitment and selection interviewing process for a job role.
Once Job Analysis is complete, the next step is to define the responsibilities of the candidate to meet the needs of the position. Job description is basically a list of the tasks required of the employee holding the particular position defined in the job analysis. A Complete job description will include level of responsibility and the expected outcome. Once these attributes are defined and documented, finding the ideal candidate will become easier and more precise.
1.1 Produce a job description using the template below to describe your duties and responsibilities
Job description entails the outlining of the skills, and the necessary qualifications and competencies required for a working opportunity. A recommended job description should include some aspects, including a list of technicalities required and hierarchical levels in the organization. It should be able to be used in signing the service contact (Slezak 2012).
The term job analysis describes the process of obtaining information about jobs. Regardless of how it is collected, it usually includes information about the tasks to be done on the job as well as the personal characteristics (education, experience, specialized training, personality) necessary to do the tasks (Cascio, 2005).
| The job description essentially concentrates on providing information about the job. The person specification is a direct contrast; it provides information about the type of person that the organisation is looking for to do the job. The person specification gives a list of requirements, but these relate to the person doing the job.
How positions are filled: Although there is no perfect formula for hiring, the best advice is to start well in advance of a hiring need. The HR professional needs to assess the role/need in terms of knowledge, skills, abilities (KSAs) before writing a job description and posting a vacancy. They are also critically involved in writing interview questions and establishing valid and reliable rating criteria for selection. When interviewing and selecting candidates, the HR practitioner must also ensure that all involved employees are knowledgeable of legal and ethical standards.
The job analysis is only here to inform the each of the employees of the responsibilities that should have been met within the standard of the company and these standards should have been explained to all employees upon accepting their current job placement, thus stated will be a list of all the requirements in terms of aptitudes, attitudes, knowledge, skills, and physical expectations. The objectives of this job analysis will have to include the recommended and more importantly well-organized approaches for each of
The key tasks of Job design, through analysis, description and specification, and organization design are instrumental in determining what tasks are to be performed and how they will be managed. Once the “what” is determined, it is time to determine the “who” through human resource management. One of the important functions of Human Resource Management is Recruitment and Selection of the
Job description: all advertised vacant positions will include a description of the position and its requirements, responsibilities and tasks. The company’s managing director writes the job description and then will review the description, while taking the
It starts with the defining the job with a focus on job specifications (competencies) compatible with strategic goals and executing these goals. In the last lesson also we went on the importance of descriptions so it is essential to structure what kind of job requirements needed according to specifications.