Human Resources
Management
“STAFFING AND
RECRUITING”
What is Staffing?
Staffing is the process of
acquiring, deploying, and
retaining a workforce of
sufficient quantity and
quality to create positive
impacts on the
organization’s effectiveness.
What is Recruitment?
Recruitment refers to the
process of attracting
individuals on a timely
basis, in sufficient numbers
and with appropriate
qualifications, to apply for
jobs with an organization.
Selection Strategies
Knowledge, Skills and
Abilities (KSAs)
• This selection method begins with
job analysis.
• HR analyzes each job and creates
a job specification that lists all
required knowledge, skills and
abilities needed to perform the
job.
• HR determines the best way to
assess each candidate to
Selection Strategies
Outsourcing
• A selection strategy that HR might
adopt for hiring executives,
temporary employees or for
positions requiring a specialized skill
set.
• The most common strategy is to hire
search firms or "headhunters" to
recruit, conduct assessments, check
references, perform initial interviews
and screen the large application
pools.
Selection Strategies
Multistage Selection Strategies
• A strategy that combines a number
of assessment tools as part of the
process.
• HR is responsible for validating each
assessment tool and ensuring that it
is legitimately related to the
requirements of the open position.
• This strategy is paired with either a
conjunctive or compensatory
strategy.
Selection Strategies
Conjunctive Selection
Strategy
• Assessment tools must be
carefully ordered.
• It is less costly than a
compensatory strategy.
• When the HR department uses a
conjunctive model, it
administers multiple assessment
tools in a series of stages.
Selection Strategies
Compensatory Selection
Strategy
One way of avoiding the
disadvantage of the conjunctive
selection strategy is to use a
compensatory selection strategy.
This method administers all
assessment tools to applicants at
the same time -- or at least all of
them are administered before a
candidate is eliminated or selected.
Organizational Considerations in Staffing
Skill Gaps
One of the first steps HR takes in
developing a staffing plan involves
analyzing existing jobs to create a list of
workforce competencies.
This inventory of current employees'
skills, experience, knowledge and
abilities gives HR a basis from which to
identify candidates for promotions and
career moves and serves as a tool for
comparing current capabilities to those
the organization needs to achieve its
Organizational Considerations in
Staffing
Internal Factors
An organization's plans to enter
new markets, introduce new
products and incorporate new
technology into its operation can
change its labor requirements.
Other internal factors the plan
must consider relate to budgets,
business seasonality and
anticipated turnover.
Organizational Considerations in
Staffing
External Factors
The economy, government policies,
unions and competitive moves also
affect the labor market.
A healthy economy and increased
competition may make recruiting
more difficult and expensive.
Human resource management's
ability to plan effectively depends on
an understanding of how these
factors influence its organization.
Organizational Considerations in Staffing
Options
After compiling its skills inventory
and information on projected
business performance and
anticipated market and economic
conditions, HR determines how to
provide appropriate staffing.
Introducing a hire-from-within
policy and career development
programs for existing employees
addresses particular skill gaps and
Recruitment & Selection Hiring Process
1. Form Selection Committee
2. Develop Position Description
3. Identify Vacancy and Evaluate
Need
4. Develop Recruitment Plan
5. Post position and Implement
Recruitment Plan
6. Review Applicants
7. Conduct Interview
8. Select Final Applicant
Recruitment & Selection Hiring Process
Form Selection Committee
Selection committees generally
consists of a minimum but not
more than four persons,
including the chairperson.
Members of the committee
should be chosen on the basis of
their objectivity and ability to
exercise good judgment.
Recruitment & Selection Hiring Process
Develop Position
Description
A position description is the
core of a successful recruitment
process. It is used to develop
interview questions, interview
evaluations and reference
check questions.
Recruitment & Selection Hiring Process
Identify Vacancy and Evaluate
Need
Recruitments provide
opportunities to align skill sets to
initiatives and goals, and for
departmental and individual
growth.
Proper planning and evaluation of
the need will lead to hiring the
right person for the role and team.
Recruitment & Selection Hiring Process
Develop Recruitment Plan
Each position requires a
documented recruitment plan
which is approved by the
organizational unit.
Recruitment Policies
1. The process must be appropriate
and relevant to the job concerned.
2. The process must be objective and
free from bias.
3. All appointments must be made on
merit.
4. The process must be inclusive.
5. The process must be able to deliver
the right person for the job.
6. The process must be timely and
cost effective.
Recruitment Policies
7. The process must be undertaken by
competent people who are skilled
and trained in the procedures
involved.
8. The process must be able to
demonstrate how all information
relevant to the process has been
considered.
9. The process must be open for all to
see.
[Link] process must enable any
Recruitment Policies
11. The process must ensure that
any vulnerable groups are
appropriately protected.
12. The process must ensure that
positive references and pre
employment medical screening
have been undertaken.
Internal Recruitment Channel
What is internal
recruitment?
Internal recruitment is a
process of recruiting people
internally within the
organization.
Methods of internal recruitment
• Intranets
• Staff notice boards
• In-house magazines /
newsletters.
• Internal notices
• Meetings
• Personal recommendation –
often referred to as ‘word of
mouth’
Advantages of Internal Recruitment
• Cheaper and quicker to recruit
• People already familiar with
the business and how it
operates
• Provides opportunities for
promotion with in the business
– can be motivating
• Business already knows the
strengths and weaknesses of
Disadvantages of internal
recruitment
• Limits the number of potential
applicants.
• No new ideas can be introduced
from outside the business.
• External candidates might be
better suited / qualified for the job.
• May cause resentment amongst
candidates not appointed .
• Creates another vacancy which
needs to be filled.
• Longer process.
External Recruitment Channels
The External Recruitment
Channels are the channels used
to communicate job vacancies to
the public audience.
The correct usage of the
external recruitment channels
brings the right candidates for
the positions.
It is a very costly HR Process and
it is under the pressure for the
External Recruitment
Channel
The HR Recruiter has always to
make a complex decision based on
the following criteria:
Speed
Cost
Quality
Confidentiality
Job Position Requirements
Job Openings Plan and Forecast
Available external recruitment
Selection Method
Selection is the process of
picking up individuals (out of
the pool of job applicants) with
requisite qualifications and
competence to fill jobs in the
organization.
It is also the process of
differentiating between
applicants in order to identify
and hire those with a greater
STEPS IN SELECTION
1. Preliminary Interview
2. Selection Tests
3. Employment Interview
4. Reference & Background
Checks
5. Selection Decision
6. Physical Examination
7. Job Offer
8. Final Selection
STEPS IN SELECTION
Preliminary Interview
The purpose of preliminary
interviews is basically to eliminate
unqualified applications based on
information supplied in application
forms.
The basic objective is to reject
misfits. On the other hands
preliminary interviews is often
called a courtesy interview and is
a good public relations exercise.
STEPS IN SELECTION
Selection Tests
Jobseekers who past the preliminary
interviews are called for tests. There are
various types of tests conducted
depending upon the jobs and the
company.
These tests can be Aptitude Tests,
Personality Tests, and Ability Tests and
are conducted to judge how well an
individual can perform tasks related to
the job. Besides this there are some
other tests also like Interest Tests
(activity preferences), Graphology Test
STEPS IN SELECTION
Employment Interview
The next step in selection is
employment interview. Here
interview is a formal and in-depth
conversation between applicant’s
acceptability. It is considered to be an
excellent selection device.
Interviews can be One-on-One, Panel
Interview, or Sequential Interviews.
Besides there can be Structured and
Unstructured interviews, Behavioural
Interviews, and Stress Interviews.
STEPS IN SELECTION
Reference & Background
Checks
Reference and background checks
are conducted to verify the
information provided by the
candidates.
Reference checks can be through
formal letters, telephone
conversations. However it is merely
a formality and selection decisions
are seldom affected by it.
STEPS IN SELECTION
Selection Decision
After obtaining all the information,
the most critical step is the
selection decision is to be made.
The final decision has to be made
out of applicants who have passed
preliminary interviews, tests, final
interviews and reference checks.
The views of line managers are
considered generally because it is
the line manager who is responsible
STEPS IN SELECTION
Physical Examination
After the selection decision is
made, the candidate is required
to undergo a physical fitness
test. A job offer is often
contingent upon the candidate
passing the physical
examination.
STEPS IN SELECTION
Job Offer
The next step in selection
process is job offer to those
applicants who have crossed all
the previous hurdles. It is made
by way of letter of appointment.
Final Selection
Tests and inventories in Selection
Intelligence test
Interest test
Personality test
Performance test
Projective test
Aptitude test
General Knowledge test
Perception test
Tests and inventories in Selection
Intelligence test
Intelligence test is conducted
to find out the intelligence of
the candidate.
It helps to measure their
mental ability, numerical
ability, presence of mind,
memory, communication skills,
etc.
This test is used for selecting
Tests and inventories in Selection
Interest test
Interest test is conducted to find
out whether the candidate is
interested in a particular job or
not.
It finds out the likes and dislikes of
a candidate about his occupation,
hobbies, etc. This test helps the
company to provide vocational
guidance to their employees.
Tests and inventories in Selection
Performance Test
Performance test is conducted
to measure candidate's
performance in a particular job.
It helps to find out the
candidate's knowledge and skill
required for a specific job.
Tests and inventories in
Selection
Personality Test
Personality test is conducted to
find out the maturity, inter-
personal skills, emotional
stability, capacity to get along,
behaviors under stress and
strain, etc.
This test is used for selecting
salesman, public relations staff,
etc.
Tests and inventories in Selection
Projective test
Projective test is conducted to
find out how the candidate
interprets (explains) the problem
or situation.
Tests and inventories in Selection
Aptitude Test
Aptitude test is done to find out
whether the candidate has the
talent to do a specific job, or
whether he has the ability to
learn the job after giving him
training.
Tests and inventories in Selection
General Knowledge Test
A test that is conducted to find
out the general awareness of the
candidates. They are asked
questions about politics, work
affairs, current affairs, etc.
Tests and inventories in Selection
Perception Test
Perception test is conducted to
check the beliefs, attitudes,
intelligence, mental sharpness,
wisdom, etc. of the candidate.
What is Interview?
Interview – It is the most critical
component of the entire selection
process. It serves as the primary
means to collect additional
information on an applicant.
It is designed to decide if an
individual should be interviewed
further, hired, or eliminated from
consideration.
Purpose of Interview
A company uses the interview not
only to select new employees and
determine a fit, but also to sell the
company to the applicants.
To create favorable public
relations with potential customers
Applicants use the interview to
market themselves and to
determine which offers to accept
and reject.
Types of Interview
Screening Interview
Is used to ensure that the
candidates meet minimum
requirements ad are often
conducted by a computer or by
an interviewer from the HR.
It is generally conducted by large
companies when there is a large
applicant pool and is typically the
first phase of selection.
Types of Interview
One-on-one Interview
It is where you are interviewed
by one representative of the
company, most likely the
manager of the position you are
applying for.
It is the most common type of
an interview.
Types of Interview
Panel Interview
In this type of an interview you
will be interviewed by a panel of
interviewers. The panel may
consist of different
representatives of the company
such as the HR management
and employees.
Types of Interview
Video Conferencing
Interview
It is typically used to conduct
interviews using video
technology from a distance.
The same interview strategies
you would use if you were
meeting in person (Apply
clothing, body language, and
Types of Interview
Group Interview
This approach is intended to save
time and ensure applicants
understand the basics of the job
and organization.
It will begin with a short
presentation about the company.
After that, they may speak to each
candidate individually and ask
them a few questions.
This process is usually followed by
Types of Interview
Phone Interview
A phone interview may be for a
position where the candidate is
not local or for an initial pre-
screening call to see if they
want to invite you for an in-
person interview.
THE END