Understand the importance of recruitment to the organization
Identify the outcomes of the Selection Decision to the organization
Detail the main biases that can occur during the selection process
Implement an effective Recruitment Process
Recruitment process slides leke oshiyemi march 2012
1. Matching the right person for the right job
@PHONERSIS
CONSULTING
Delivered By
Leke Oshiyemi
Head, Human Resources
Verod Capital Management Limited
March 03, 2012
3. To demystify the Recruitment Process
Enlighten on How to Get a Job in 2011.
Determining what your exact hiring needs are
Demonstrate how to Initiate a recruitment action
(All from the perspective of Employer & Employee)
4. Understand the importance of recruitment to
the organization
Identifythe outcomes of the Selection Decision
to the organization
Detailthe main biases that can occur during
the selection process
Implement an effective Recruitment Process
5. • Understand the function of the
interview and types of interview
questions that can be employed
• Discuss applications of psychometric
testing within the recruitment process
• Effectively measure the recruitment
process
6. Interviewing those candidates that you
believe can perform the work of the
position
Selectingthe “best qualified” candidate
for each and every position you advertise
Retaining the employees once you have
them
10. Three Main Functions
• Attract a pool of suitable candidates
• Deter unsuitable candidates from applying
• Create a positive image of the organization
12. Put out job advert
Filter application forms
Interviewing
Short listing
Selecting
Training
13. Important questions to Ask when writing a
job advert
What, how much, when, where, etc
Temporary or permanent
Does it suit requirements?
14. Fill out an Interview Record Sheet
• Make decision
• Offer position to successful candidate
• Inform unsuccessful candidates
• Companies will keep a formal record of
interviews and keep these on file with
application forms for future reference.
• Both the offer and the refusal are
usually done in writing, and again
copies of these letters are held on file.
15. Outcome 1 Outcome 2
Accept Good Performers Reject Poor Performers
Outcome 3 Outcome 4
Accept Poor Performers Reject Good Performers
It’s a game of Elimination and Selection
16. Determining what your exact hiring
needs are
Initiating a recruitment action
Issuing a vacancy announcement
for the position
Marketing the position to get high
quality applicants
18. The most widely-used hiring tool among
practitioners
Yet are widely criticized by researchers
• unreliable
• susceptible to bias
• poor validity
20. Opportunity for bias
Positive or negative
Unintended or intentional
• Physical attractiveness; similarity
• What you ask, how you interpret, non-verbal
cues, self-fulfilling prophecy
21. Interview behavior may not reflect KSAs
...Knowledge, Skills and Abilities...
For Leke: Its Attitude, Skills, Knowledge...ASK
Nervousness
Coaching
Faking
22. Behavior Description interviewing
• How have you handled situations before?
Situational interviewing
• How would you respond to hypothetical job
situation?
Case interviews
• Can you demonstrate reasoning skills in logic
puzzle questions?
23. KSAs...Knowledge, Skills and Abilities...a list of special qualifications and
personal attributes that you need to have for a particular job. These are the
unique requirements that the hiring agency wants to find in the person selected
to fill a particular job.
A primary purpose of KSAs is to measure those qualities that will set one
candidate apart from the others.
How well an applicant can show that he or she matches the position’s
defined KSAs determines whether that person will be seriously considered
for the job.
Knowledge A body of information applied directly to the performance of a
function.
Skill statements refer to the proficient manual, verbal or mental manipulation of
data or things.
Ability statements refer to the power to perform an observable activity at the
present time. This means that abilities have been evidenced through activities or
behaviors that are similar to those required on the job, e.g., ability to plan and
organize work.
24. Best Practice for Interviewing
Be prepared
Assess the candidate objectively
Convince the applicant to accept a position
Market the company
Focus on KSAs for which interviews are best suited
Pre-planned, standardized questions
Focus on behavior, not traits
Standardized rating system
25. “Recruitment; to the Employer: IS A BID TO FILL A NEED
Recruitment; to the Employee: IS A BID TO FILL A NEED
To fill these NEEDs, both Employee and Employer must
be STRATEGIC”- Leke Oshiyemi
26. Leke Oshiyemi
HR-Expert| Recruiter | Seminar/Conference Speaker: on
Human Resources Management and Social Media/LinkedIn.
leke_oshiyemi@yahoo.com
www.linkedin.com/in/lekeoshiyemi
www.facebook.com/lekeoshiyemi
www.twitter.com/lekeoshiyemi
(Mobile)+2348033071649
Notes de l'éditeur
A company looks for a successful candidate at every stage of this process
Job advertisements form an important part of the recruitment process. By proceeding in this, your company are able to communicate job vacancies to selected audience, an audience who have the qualities to fill the vacancy. There are many factors your company need to consider when advertising a job, it is important to specify: What type of job is vacant . Your company may achieve this by including the job title i.e. … or/and a brief description of the job and what it entails. Pay and conditions. The type of job the candidate is applying for determines the rate of pay. If the job is low grade, the rate of pay will be lower than that of a high-grade job. Where the will the job be advertised? In the actual store, job centre, newspaper? When? The advert needs to be advertised in the appropriate media well in advance of the closing date for applicants. Presentation of advert.