RECRUITMENT & SELECTION

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Process
R E CWriting the JD and PS R Deciding the U I recruitment method T Deciding the M application method E N Marketing the job T Analysing the job Short-listing the candidates S E L Making a decision C & Offer T I Taking up references O N Inducting new employee Holding selection events

Difference

Recruitment is the way in which an

organization tries to attract the people from whom it will ultimately make selection.

Selection is about choosing among the

job candidates as who is most likely to perform well on the job, through a fair and accurate assessment of the strengths and weaknesses of applicants.

Purpose of Recruitment
A good recruitment programme attracts ample number of job seekers Simultaneously, the recruitment programme must provide enough information about the job. Meeting this dual objective will minimize the cost of processing unqualified candidates

Recruitment Method

Company-self Recruitment

Outside Agency Recruitment

Internal Sources

External Sources

Referrals

Unsolicited Applications

External Search University Recruitment

Press Advertisement

E. Recruitment

RECRUITMENT PIPELINE
Resume to invitation Invitation to Test 5 days

6 days

Individual Test to User Interview 10 days User Interview to Medical Check 5 days Medical Check to Offer 5 days Offer to acceptance 7 days Total length of pipeline 41 days

Selection Process

Initial Selection Process

Academic Test Psychological Test (Potential View) Assessment Center (Competency Based) Interview Medical Check

Tests
There are a number of tests an organisation sets for the candidate wishing to receive the job, such as ; I.Q tests Personality tests Aptitude tests

Assessment Center

Proses evaluasi perilaku standar Berdasarkan beberapa masukan (multi tools)

Multi assessor / rater terlatih secara teknis dan Integrasi Hasil mempertimbangkan seberapa sering perilaku tersebut muncul.

Meminimalkan Bias/ Subyektifitas

NOT assessment center

tidak mengharuskan peserta/kandidat mendemonstrasikan perilaku nyata
1. Prosedur assessment yang 2. Panel interview atau beberapa kali wawancara sebagai satusatunya alat atau proses dalam menilai seseorang 3. Ketergantungan pada satu teknik mengevaluasi atau menilai seseorang 4. Hanya menggunakan beberapa tes tertulis

saja, sebagai standar dalam

yang merupakan kumpulan

battery test

5. Evaluasi yang hanya dilakukan oleh orang asesor namun

satu asesor pengintegrasian

6. Penggunaan beberapa simulasi dengan melibatkan lebih dari satu

data

tidak ada

proses

Being Used to Help organizations

Develop high-performing (productive : employees, leaders, executives, and work teams), Manage and maximize their talent resources, Reduce training costs Transform organizational culture, Promote self-discovery and willingness to change in employees, Improve succession planning, Improve performance management activities sesuai dengan standards and models

Multi Methods
Potency Test

Assessment Center

Competency Test

Advantages

Comprehensive evaluation Valid; better predictor Training effect for raters Multiple uses More information for decisionmaking

Disadvantages
Requires expertise to develop Developmental time can be lengthy Requires high ratio of raters to participants Requires multiple rooms for administration Time consuming Costs more (time and dollars) Involves more people Still somewhat removed from the job Difficult to administer for large groups Hard to reschedule (appeals)

Interview

susah-susah gampang

Definisi Interview
Interview is an interactional communication process between two parties, at least one of whom has a predetermined and serious purpose, and usually involves the asking and answering of questions. (Stewart & Cash, 2000)

 Berstruktur Ada pengontrol Bipolar (2 pihak) Amount of speaking (70 : 30)

PERBEDAAN ANTARA INTERVIEW DENGAN PERCAKAPAN BIASA Memiliki tujuan

Good interview tips

Practice, practice, practice ! Having background knowledge of interview creates more selfconfidence. Create open-ended questions Get to the interview at least 10 minutes early. Be polite and positive. Eye contact Speak slowly and calmly Dress to impress smartly. Handshakes should be firm, but not too tight!

Keep On SPIRIT .