RECRUITMENT SELECTION INDUCTION PLACEMENT
MEANING: MEANING: MEANING: MEANING:
-Rec is the process used by bs to identify -choosing a qualified candidate for an available -new ee are familiarised with their new -Selected candidates are placed where they will
vacancies in the b and attract suitable post based on the recruitment of the job. physical work environment/ organisational function optimally and add value to the
candidates for it. culture/... business.
-aims at finding candidates who have the -process of introducing new ee to the work - a specific job is assigned to the selected
necessary knowledge/ experience/ environment. candidate.
qualifications to fill the vacancy. -new ee must be well conversant with the b *Matched
safety regulations and rules.
PROCEDURE: PROCEDURE: Aspects that should be included in the PROCEDURE:
-HRM evaluates the job/ prepare a job analysis, -determine a fair assessment criterion on which induction programme: -er should outline specific responsibilities/
that includes JD and JS. selection will be based. -introduction to key ppl and immediate expectations of the ee new position.
-Choose the method of recruitment/ internal/ -applicants must submit the application forms/ colleagues. -er should determine the similarities bet. The
external recruitment. CVs and certified copies of personal documents. -safety rules and regulations expectation of the position and the
-vacancies can be internally advertised via e- -Check that applicants are not submitting false -overview of the b competencies of ee.
mail/word of mouth/posters documents e.g. forged certificates. -discussion of ee benefits -determine the ee strength/ weaknesses/ skills
-If internal rec is unsuccessful, external rec -Sort the received documents according to the -Info about b products/services by subjecting him to various psychometric
should be considered. assessment criteria. -CSR programmes. tests.
-the advertisement should be prepared with the -Compile a shortlist of potential candidates Benefits of Induction:
relevant info, e.g. the name of the company, identified of approximately 5 candidates. -increase quality of performance, promotes
contact details, contact person, etc. -Invite shortlisted candidates for an interview. effective use of working methods.
-Place the advertisement in the appropriate -a written offer is made to the selected candidate -allows new ee to settle in quickly and work
media that will ensure that the best candidates once candidate has been selected. effectively
apply. -ensures new ee understand rules and
Impact of Internal Recruitment: Screening as part of the selection procedure: regulations. Importance of training/ skills development in
Positives: -check application documents against the -make new ee feel at ease, which reduces HRM:
-cheaper/quicker to fill the post. requirements of the job. anxiety/ insecurity/ fear. -ee who receives training is more able to do
-provides opportunities for career paths within -Candidates who meet the minimum requirements -new ee may feel part of a team resulting in perform in their job.
the business are separated from others. positive morale and motivation. -investment in training shows ee that they are
-placement is easy, as management knows the -Do background/ reference checks of applicants PURPOSE OF Induction: valued.
employees’ skills/ personality... who qualify for the job. -introduce new ee to colleagues to establish -effective training program allows ee to
Negatives: -prepare a shortlist of suitable candidates after relationships at different levels. strengthen their skills.
-it may close the door to new ideas from screening. -give new ee a tour of the premises about -productivity usually increases when the HR
outside. layout of the building. implements training courses.
-ee not promoted may feel demotivated. -improve skills through in-service training. -... encourages creativity.
Impact of External recruitment: INTERVIEWS -familiarise new ee with the organisational
Positives: structure.
-New candidate brings new PURPOSE: -allow new ee to ask questions that will put
talents/idea/experiences/skills into the b. -to determine a candidate’s suitability for the job. them at ease.
-there is larger pool of candidates to choose -obtains info about the strengths and weaknesses -communicate info about product/ services
from. of each candidate. offered by businesses.
-it may help to meet affirmative action and -Evaluate the skills and personal characteristics of -communicate business policies regarding
BBBEE targets. the applicant. ethical/ professional conduct/
Negatives: -matches info provided by the applicant to job procedures/ ...
requirements.
Maham: BSTD
MEANING: MEANING: MEANING: MEANING:
-Rec is the process used by bs to identify -choosing a qualified candidate for an available -new ee are familiarised with their new -Selected candidates are placed where they will
vacancies in the b and attract suitable post based on the recruitment of the job. physical work environment/ organisational function optimally and add value to the
candidates for it. culture/... business.
-aims at finding candidates who have the -process of introducing new ee to the work - a specific job is assigned to the selected
necessary knowledge/ experience/ environment. candidate.
qualifications to fill the vacancy. -new ee must be well conversant with the b *Matched
safety regulations and rules.
PROCEDURE: PROCEDURE: Aspects that should be included in the PROCEDURE:
-HRM evaluates the job/ prepare a job analysis, -determine a fair assessment criterion on which induction programme: -er should outline specific responsibilities/
that includes JD and JS. selection will be based. -introduction to key ppl and immediate expectations of the ee new position.
-Choose the method of recruitment/ internal/ -applicants must submit the application forms/ colleagues. -er should determine the similarities bet. The
external recruitment. CVs and certified copies of personal documents. -safety rules and regulations expectation of the position and the
-vacancies can be internally advertised via e- -Check that applicants are not submitting false -overview of the b competencies of ee.
mail/word of mouth/posters documents e.g. forged certificates. -discussion of ee benefits -determine the ee strength/ weaknesses/ skills
-If internal rec is unsuccessful, external rec -Sort the received documents according to the -Info about b products/services by subjecting him to various psychometric
should be considered. assessment criteria. -CSR programmes. tests.
-the advertisement should be prepared with the -Compile a shortlist of potential candidates Benefits of Induction:
relevant info, e.g. the name of the company, identified of approximately 5 candidates. -increase quality of performance, promotes
contact details, contact person, etc. -Invite shortlisted candidates for an interview. effective use of working methods.
-Place the advertisement in the appropriate -a written offer is made to the selected candidate -allows new ee to settle in quickly and work
media that will ensure that the best candidates once candidate has been selected. effectively
apply. -ensures new ee understand rules and
Impact of Internal Recruitment: Screening as part of the selection procedure: regulations. Importance of training/ skills development in
Positives: -check application documents against the -make new ee feel at ease, which reduces HRM:
-cheaper/quicker to fill the post. requirements of the job. anxiety/ insecurity/ fear. -ee who receives training is more able to do
-provides opportunities for career paths within -Candidates who meet the minimum requirements -new ee may feel part of a team resulting in perform in their job.
the business are separated from others. positive morale and motivation. -investment in training shows ee that they are
-placement is easy, as management knows the -Do background/ reference checks of applicants PURPOSE OF Induction: valued.
employees’ skills/ personality... who qualify for the job. -introduce new ee to colleagues to establish -effective training program allows ee to
Negatives: -prepare a shortlist of suitable candidates after relationships at different levels. strengthen their skills.
-it may close the door to new ideas from screening. -give new ee a tour of the premises about -productivity usually increases when the HR
outside. layout of the building. implements training courses.
-ee not promoted may feel demotivated. -improve skills through in-service training. -... encourages creativity.
Impact of External recruitment: INTERVIEWS -familiarise new ee with the organisational
Positives: structure.
-New candidate brings new PURPOSE: -allow new ee to ask questions that will put
talents/idea/experiences/skills into the b. -to determine a candidate’s suitability for the job. them at ease.
-there is larger pool of candidates to choose -obtains info about the strengths and weaknesses -communicate info about product/ services
from. of each candidate. offered by businesses.
-it may help to meet affirmative action and -Evaluate the skills and personal characteristics of -communicate business policies regarding
BBBEE targets. the applicant. ethical/ professional conduct/
Negatives: -matches info provided by the applicant to job procedures/ ...
requirements.
Maham: BSTD
