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Recruitment and Selection

Recruitment ‘Searching for and obtaining potential job candidates in sufficient numbers and quality so that the organisation can select the most appropriate people to fill its job needs’ Dowling & Schuler, 1990 Selection

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Recruitment and Selection

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  1. Recruitment ‘Searching for and obtaining potential job candidates in sufficient numbers and quality so that the organisation can select the most appropriate people to fill its job needs’ Dowling & Schuler, 1990 Selection ‘Predicting which candidates will make the most appropriate contribution – now and in the future’ Hackett, 1991 Recruitment and Selection

  2. Sex Discrimination Act, 1975 Race Relations Act, 1976 Race Relations (Amendment) Act, 2001 Disability Discrimination Act, 1995 Police Act, 1997 Key UK legislation

  3. Factors influencing R & S: Organisation’s stage in the life-cycle Soft or hard approach to HRM Organisation’s financial position Organisation’s size Industrial sector Cultural variation The internal context

  4. Ethnocentric Polycentric Regiocentric Geocentric R & S in MNCs

  5. Table 6.5Person specification frameworks Source: ACAS (1983)

  6. Number of employers in survey = 747. Table 6.6Percentage of organisations using particular recruitment methods Source: CIPD (2002a : 12)

  7. Table 6.7Traditional versus Internet-based recruitment Source: CIPD (2002c)

  8. Interviews Telephone interviews Tests Assessment centres Job simulation / work sampling References Others, e.g. graphology, astrology Selection techniques

  9. Effective Has the process distinguished accurately between suitable and unsuitable candidates? Efficient Has the process been cost effective in terms of time, money and resources? Fair Have all applicants been dealt with fairly and honestly? Evaluation of R & S

  10. HR function Line managers Peers Specialist agencies Outsourcing Who is involved?

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