Selection

1. © 2007, Educational Institute
Recruitment and
Selection ProceduresKULDEEP MATHUR
M.B.A. JIWAJI UNIVERSITY GWALIOR

2. © 2007, Educational Institute
1. Describe how supervisors work with the human
resources department to recruit new employees.
2. Explain how supervisors can make open positions
easier to fill.
3. Identify the advantages and disadvantages of internal
recruiting.
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3. © 2007, Educational Institute
4. Identify the benefits and drawbacks of external
recruiting.
5. Describe what supervisors should do before,
during, and after interviewing applicants.
6. Explain how supervisors can contribute to human
resources planning.
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4. © 2007, Educational Institute
Line Departments—provide services or
products directly to guests:
• Front Office
• Food and Beverage
Staff Departments—provide services or
products to line departments.
• Human Resources
• Accounting
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5. © 2007, Educational Institute
 Recruit applicants
 Screen applicants
 Establish employee’s record
 Help develop the orientation/training program
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6. © 2007, Educational Institute
Recruitment Tools
Job Description: For a specific job, a
written summary of:
• Duties
• Responsibilities
• Working conditions
• Activities
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7. © 2007, Educational Institute
Job Specification: To adequately perform a
specific job a summary of critical:
• Knowledge
• Skills
• Abilities
• Experience
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8. © 2007, Educational Institute
 Flex-time—allowing employees to vary their times of
arrival and departure
 Job Sharing—allowing two or more part-time
employees to assume responsibilities of one full-time
job
 Compressed Scheduling—allowing employees to
work the equivalent of a standard workweek in less
than the usual five days
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9. © 2007, Educational Institute
 Improves morale of promoted employee
 Improves morale of other staff members
 Managers can better assess the abilities of
internal recruits
 Successions help reinforce a company’s
internal career ladder
 Lower costs than external recruiting
 Reduces training costs
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10. © 2007, Educational Institute
 Promotes inbreeding
 Lower morale for those skipped over for
promotions
 Skipped over staff may feel favoritism exists
 Filling a gap in one department may create a more
critical gap in another
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11. © 2007, Educational Institute
 Develop a career ladder
 Inventory employees’ skills
 Cross train employees
 Post job openings
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12. © 2007, Educational Institute
 Brings new talent, new ideas into a company
 Enables recruiter to find out about competing
companies
 Reinforces positive aspects of a company
 Avoids “politics” of internal recruiting
 Serves as a form of advertising
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13. © 2007, Educational Institute
 Difficult to find a good fit with company’s culture
 May create morale problems if no opportunities for
current staff
 Orientation takes longer
 Lowers productivity in the short run
 Conflicts with internal and external recruits
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14. © 2007, Educational Institute
 Friends/relatives of current employees
 Educational work-study programs
 Networking
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15. © 2007, Educational Institute
Prompt applicants to answer with more than just
“yes” or “no” responses:
• “What do you dislike about your current job?”
• “Can you describe the best boss you’ve had?”
• “How would your co-workers describe you?”
• “What was the worst thing that happened to you
at work? How did you handle it?”
• “What do you want to be doing three years from
now?”
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16. © 2007, Educational Institute
Prompt applicants to answer with short “yes” or “no”
responses:
• “Do you like your current job?”
• “When did you graduate?”
• “How long have you lived in this city?”
• “Who suggested that you apply for this position?”
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17. © 2007, Educational Institute
When interviewing job applicants, avoid asking
questions about:
• Birthplace, age, religion
• Race, creed, color
• Height, weight
• Marital status
• National origin
• Arrest records
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