The document discusses recruitment and selection strategies. It outlines the program objectives which include becoming an expert in the employment process, creating an effective recruitment strategy, employing valuable recruitment methods, selecting the right employees through an objective process, benchmarking against competitors, and attaining higher retention rates. It then defines recruitment as the process of attracting, screening, and selecting candidates, and discusses using competencies to assess candidates. The remainder of the document provides guidance on developing a recruitment strategy including aligning stakeholders, considering market conditions, methods for recruiting, evaluating applications, interviews and references, making a final selection, assessing strategies, addressing legal issues, and next steps.

1. Recruitment
and
Selection
2013

2. Recruitment Strategy
Employee Balance Summary
www.readysetpresent.com Page 2

3. Program Objectives (1 of 3)
 Become an expert on your
employment process.
 Learn how to create an effective
recruitment strategy.
 Employ the most valuable
recruitment methods for your
company.
www.readysetpresent.com Page 3

4. Program Objectives (2 of 3)
 Learn to select the right employee
using an objective, yet effective
process.
 Stay competitive in your field by
learning to assess your strategies,
and benchmark against
competitors.
www.readysetpresent.com Page 4

5. Program Objectives (3 of 3)
 Attain a higher retention rate by
utilizing proper recruitment and
selection strategies as well as a
good training program.
www.readysetpresent.com Page 5

6. Definition
 Recruitment refers to the process
of attracting, screening, and
selecting qualified people for a job.
– The stages in recruitment include:
sourcing candidates by advertising or
other methods, screening potential
candidates using tests and/or
interviews, selecting candidates based
on the results of the tests and/or
interviews, and on-boarding to ensure
the candidate is able to fulfill their new
role effectively.
www.readysetpresent.com Page 6

7. Definition
 Organizations use competencies as
the standards for assessing
candidates throughout the
screening and selection process.
– Notices of job requirements
– Interview – Reference Checking Guides
– Template Interview and Reference
Checking Guides
– Competency-based Track Record /
Portfolio Reviews
– Other Competency-based Assessments
– Training on Competency-based
Selection
www.readysetpresent.com Page 7

8. Recruitment Strategy – Align the
Team
www.readysetpresent.com Page 8

9. Recruitment Strategy
Align the Team
 Make certain that all recruiting
is aligned.
 Educate and inform everyone
regarding the overall strategy.
 If the vision is consistent, less time
will be wasted on arguing.
www.readysetpresent.com Page 9

10. Recruitment Strategy
Conditions
 Discuss any important and
relevant conditions in the
marketplace and other external
factors that must be considered
in this strategy.
 For instance, if the organization is a
government agency trying to attract
and retain a high number of tech
workers, comment on this and the
challenges that the organization
faces.
www.readysetpresent.com Page 10

11. Methods Of Recruiting
www.readysetpresent.com Page 11

12. Selecting Applications
www.readysetpresent.com Page 12

13. Evaluating
Interviews
www.readysetpresent.com Page 13

14. The Final Cut
www.readysetpresent.com Page 14

15. Assessing Your Recruitment Strategy
www.readysetpresent.com Page 15

16. Legal Issues
www.readysetpresent.com Page 16

17. Download “Recruitment and Selection”
PowerPoint presentation
at ReadySetPresent.com
151 slides include: 3 slides on reputation, 8 slides on
applicants and what attracts them, 27 points on creating a
recruitment strategy, 27 slides on methods of recruiting, 10
tips for how to review resumes, 5 slides on evaluating
interviews, 6 slides on references, 5 points on making the final
decision, 17 points on assessing recruitment and selection
strategies including 3 steps on how to benchmark these
strategies, 15 slides on training and retention including 6 tips
to increase retention and 8 tips for implementing training
programs, 4 slides on replacement and succession, 9 slides
describing the legal issues, 4 slides for final action steps and
much more.
Royalty Free – Use Them Over and Over Again.
Updated & Expanded 2013
Now: more content, graphics, and diagrams
www.readysetpresent.com Page 17