Professional Documents
Culture Documents
Recruitment
1. Is there a vacancy?
Do we need to replace?
Does the job need redesigning or
regrading?
2. Analyse the job
Job description
Person specification
3. Attracting applicants
Internal v external
Advertising
Consultants
Screening applicants
Selecting applicants for first interview
First interview
Selection tests
Shortlisting
6.
Selection
7.
8.
Person specification
(describes the attributes of a competent
postholder)
Seven point plan (Alec Rodger)
Physical make-up
Attainments
General intelligence
Specialised attitudes
Interests
Disposition
Circumstances
Five point plan (J Munro Fraser)
Impact on other people
Acquired qualifications
Innate abilities
Motivation
Adjustments
Sources of recruitment
Internal
Transfers /promotions
Personal recommendations bounties
Waiting list potential employee register
External
Careers Service
Job Centres, PER
Schools, colleges, universites
Private employment agencies
Management selection consultants
Professional institutes
Trade unions
Casual applicants
Advertising
2)
3)
4)
5)
Recruitment
What to say
Heading
Body copy
Word to attract
Most attractive features of job
Size and nature of the companys business
How to say it
Where to say it
Cost
Most appropriate media
Effectiveness of media
Frequency and timing of publishing
Selection tools
The classic trio
Application forms
Interviews
References
Additional methods
Biodata
Psychometric tests
Group exercises
Work sampling
Simulation exercises
Selection techniques
1.
2.
3.
4.
5.
6.
7.
8.
Application form
Psychological tests
Group selection methods
Interview
Medical exam
Reference
Assessment centre
Graphology
The interview
A conversation with purpose
Selection interviews aim to PREDICT and AID
DECISION MAKING.
General approaches
Biographical
Problem solving
Stress
Strategies
Frank and friendly
Conspiratorial
Joint problem solving
Stress
Sweet and sour
Tell and sell
Tell and listen
(65%)
(25%)
(10%)
Physical make-up
Interests
To what extent are his interests intellectual? Practical-constructional? Physicallyactive? Social? Artistic?
6)
Disposition
Circumstances
What are his domestic circumstances? What do the other members of the family
do for a living? Are there any special openings available for him?
AC
AC is a process in which the most important tasks of the job have
been modeled by experts. It focuses on the appraisal of the
abilities, knowledge, personality of participants.
Thorough the process we should listen, how the candidates:
cooperate with each other
express themselves
what influence they have to other group members
argue and resolve problems
what roles are they able to play and with what results
AC scopes on:
Freshly graduated beginners
Managerial jobs
Commercial jobs
Where:
Knowledge, abilities,
skills
AC
level
social roles
personality
motivations
concious
levels
Less
concious
or
unconciou
s levels
Use of the AC
selection
labour force planning
carrier planning
training needs planning
ROOTS:
Wehrmacht - World War II.
US Army
65%
53%
Personality tests
39%
Biodata
38%
References
23%
Interviews
19%
The AC process
I.
AC elements I:
AC elements II.
II.
presentations
tests
interviews
others: outdoor exercise, case study, managerial role play,
creative tasks
III.
IV.
Advantages/ disadvantages
high degree of objectivity +
the manager is involved in
the process as an appraisee
+
well prepared experts +
previously selected people
are in the group +
modeling real situations +
time consuming -
expensive
strict method +/places and rooms are
needed
appraisal on the basis of
more aspects +
easyer to compare the
candidates +