Recruitment and selection
To obtain the quantity and quality of employees required to fulfill the objective of the orgaisation.
Recruitment is finding applicants; it is positive action by management, going into labour market (inter or exter), communicating opportunities and information, generating interest.
Selection is employee resourcing process which involves choosing between applicants for jobs; it is a negative process, eliminating unsuitable applicants.

Why importance;
It is central to corporate strategy.
Organisation deploys skills in order to succeed.
There may be skill shortage or mismatches.
Responsibility;
1.	Senior manager; involve in recruiting process for senior level and they have responsible for HR plan.
2.	The HR department (specialists); Involve in all activities of HR.
3.	Line manager (selection); they are prospective boss & make a final decision.
4.	Recruitment consultants or agencies; Perform recruitment tasks on the organisation’s behalf include;
-	analysis requirement
-	Job advertisement
-	Screening & make short list
-	First-round interview
-	Recommendations
Outsourcing or not?
1.	Cost and timing
2.	Knowledge of consultants and their impartiality
3.	Acceptability of existing employee
4.	Require skill in organization
5.	Supply of labour; is there aready channel?
Recruitment process
1.	HR plan
2.	Job analysis- Job description & personal specification 
3.	Job requirements
4.	Advertisements-Attract candidate- Impressing about organization- Qualified person to apply
5.	Assessing candidates
6.	 Notifying applicants.
Selection process
1.	deal with application form
2.	assess with cretia 
3.	Sort application & shot list
4.	Interview
5.	selection testing
6.	review un-interview for future  needs
7.	Send STD letter to unsuccessful applicants
8.	Provisional letter to unsuccessful candidates
Recruitment advertisement (Media)
-	In house magazine
-	Professional & specialist news paper
-	National newspaper or local news paper
-	Job centres
-	School & university
-	Internet
Choosing Adv media,
-	the type of organization
-	The type of Job
-	The cost of advertisement
-	The readership and circulation
-	The frequency

 Job description; set out the purpose of the Job, it fits in the  organization structure, and the context of the job, the accountability of the job and the main task of the holder carried out.
Purpose of JD,- Organisation (position)- Recruit purpose- legal (employment contract)-  Performance cretia
Contents- 
1.	Job title
2.	Reporting to 
3.	subordinate
4.	Overall purpose
5.	Accountability & main tasks

Selection Methods
1.	Interviews
2.	Selection testing
3.	Reference checking
4.	Work sampling
5.	Group selection methods
Interview- Purpose,
-	To find best person to assess applicant 
-	Let applicant to understand the organization and its impression.
-	Fair treatment,
-	Check personal appurtenance

Individual interview (One to one)
Advantages
-	Assess verbal or nonverbal cues
-	Rapport for relaxed atmosphere
-	Follow up question can be asked
Disadvantages
-	May ask un-specialists or non work related questions
-	Lack of objectivity by interviewer perception
-	Rapport may make weakening in objective judgment

Penal interview- saves time and better assessment

Selection board interview-
Advantages- Share or compare information and assessment
Disadvantages- Random or unclear question may be asked
-	Dominating person may influence decision
-	Rarely agree each other.

Limitation of interview
-	Scope; time available on interview.
-	Artificiality
-	Halo effect
-	Contagious bias
-	Stereotyping
-	Incorrect assessment
-	Logical error
-	Inexperience interviewer
-	
Other selection Methods
1. Proficiency & attainment test
Test non-job related skill on current ability (proficiency)
Test Job related skill, for example Work sampling (Attainment)
-	  
2. Psychometric test
	- Intelligence test; such as memory, thinking quickly & logical ad problem solving
	- Aptitude test
		* Potential for performing and learning
		a. Reasoning-verbal, numerical and abstract
		b. Spatio-Visual; practical intelligence, non-verbal ability and creative ability
		c. Perceptual speed and accuracy; clerical ability
		d. Physical ability; mechanical, manual, musical and athletic
3. Personality test
	- Dealing with other
	- Communication skill
	- Emotional stability
Limitation
-	No direct link with Job
-	Subjective
-	Test need revised 
-	Mislead result (because of favorable answer.)
Group Selection
Role play exercise; Test longer than interviews
		        Test managerial skill
Case study exercise; Test problem solving skill and teamwork skill

Reference Checking (at least two)
Test factual information about previous job, pay, reason for leaving etc…
Opinion about applicant’s personality
(PERSONAL reference may be obtained from friends.)
Written reference
-	Job title
-	Duties and responsibility
-	Period of employment
-	Pay
-	Attendance Record
Phone reference
	Time save, more honest opinion about candidates.
Reference and legal issue
- Potential for claim of negligence from the prospective employer relying on the reference, or defamation from the employee about whom the reference is being written. Confidentiality must never be breached.
- Former employees have sued for slander and subsequent employers have brought an action where a person was recommended for an unsuitable post and their incompetence cause damage.