Lecture 5
Recruitment and selection
Recruitment
- “The process of finding and engaging the people the organisation needs”
Armstrong and Taylor, 2020: 299
- Positive approach
- The process of generating a pool of qualified candidates for a particular job
- Attracting people to apply
Underlying theory:
- Rational Approach:
o The organisational is driven by formal strategy and managers are rational
problem-solvers pursuing unitary business objectives
o The rational approach is one-way traffic: the organization targets the person
who will ‘fit’ relying on job analysis, job descriptions, person specifications etc
o Assumes the organization is in control
o Ignores the power dynamics amongst the managers
o Treats the candidate as passive
- Processual approach
o Rejects the unitarist in favour of pluralist ethos
o Recognizes recruitment is a two-way process
o The candidate is also making decisions
o So, the organisation must do a better job of selling itself, creating a positive
brand image
o Helps reduce unsolicited applicant and unsuitable applicants
o Saves time and money
o Linked to employer branding (Edwards, 2010)
o (Everybody has power in this approach)
Key stages of systematic recruitment and selection
- Systematic approach to recruitment and selection are:
o Define the vacancy
o Attract applicants
o Assess candidates
o Making the final decision
Recruitment process – 1
- Organisation review
- To enhance the organisation success
o Is recruitment required?
o Is there a vacancy?
o Is it to be filled by a newly recruited employee?
o Is it to be filled by other means?
Recruitment cycle:
, Recruitment process – 1
- Job analysis
o Systematic data collection from existing job holders
o Interviews
o Structured questionnaires
o Diaries
o Direct observation
Recruitment process – 2
- Job description
o Used to identify characteristics or competencies
o Title
o Key responsibilities
o Main duties
o Competencies: identifies key behaviours to support high performance
o ‘7 point approach’ – physical makeup, attainments, intelligence, aptitudes,
interests, disposition, circumstances – Rodger, 1952
Recruitment methods:
- Internal = within the organisation (1/4 vacancies filled internally (CIPD, 2011))
- external
E-recruitment
Recruitment and selection
Recruitment
- “The process of finding and engaging the people the organisation needs”
Armstrong and Taylor, 2020: 299
- Positive approach
- The process of generating a pool of qualified candidates for a particular job
- Attracting people to apply
Underlying theory:
- Rational Approach:
o The organisational is driven by formal strategy and managers are rational
problem-solvers pursuing unitary business objectives
o The rational approach is one-way traffic: the organization targets the person
who will ‘fit’ relying on job analysis, job descriptions, person specifications etc
o Assumes the organization is in control
o Ignores the power dynamics amongst the managers
o Treats the candidate as passive
- Processual approach
o Rejects the unitarist in favour of pluralist ethos
o Recognizes recruitment is a two-way process
o The candidate is also making decisions
o So, the organisation must do a better job of selling itself, creating a positive
brand image
o Helps reduce unsolicited applicant and unsuitable applicants
o Saves time and money
o Linked to employer branding (Edwards, 2010)
o (Everybody has power in this approach)
Key stages of systematic recruitment and selection
- Systematic approach to recruitment and selection are:
o Define the vacancy
o Attract applicants
o Assess candidates
o Making the final decision
Recruitment process – 1
- Organisation review
- To enhance the organisation success
o Is recruitment required?
o Is there a vacancy?
o Is it to be filled by a newly recruited employee?
o Is it to be filled by other means?
Recruitment cycle:
, Recruitment process – 1
- Job analysis
o Systematic data collection from existing job holders
o Interviews
o Structured questionnaires
o Diaries
o Direct observation
Recruitment process – 2
- Job description
o Used to identify characteristics or competencies
o Title
o Key responsibilities
o Main duties
o Competencies: identifies key behaviours to support high performance
o ‘7 point approach’ – physical makeup, attainments, intelligence, aptitudes,
interests, disposition, circumstances – Rodger, 1952
Recruitment methods:
- Internal = within the organisation (1/4 vacancies filled internally (CIPD, 2011))
- external
E-recruitment
