CHAPTER 6: Recruitment and Selection
Recruitment – the process of acquiring applicants who are available and qualified to fill
positions in the organisation.
Selection – the process of choosing from a group of applicants the individual best suited for
a particular position.
Figure: Linking the role of recruitment and selection:
6.1 The Recruitment Process
The process consist of a sequence of steps that should be followed to ensure that the
organisation obtains the best selection of possible applicants who could be above-average
employees.
,The recruitment process:
, 6.2 Recruitment Strategies in a Diverse Workforce
Employers in South Africa are responding to the skilled labour shortage with a number of
non-traditional recruitment strategies, including the following:
• Training programme for disadvantaged groups.
• Mentoring – an on-the-job approach to training and development in which the
trainee is given an opportunity to learn on a one-to-one basis from more
experienced organisation members.
• Learnerships/appropriate and mentoring programmes.
• Career exhibitions.
• Telerecruiting.
• Diversity data banks.
6.3 Labour Market Information
Labour market – the geographical area from which employees are recruited for a particular
job.
In most instances, some type of salary survey is used to obtain labour market information
for the local area. Most professional organisations will conduct surveys not only for the local
are but for regional and national areas as well, depending on the type of job in question. In
SA, organisations such as PayScale do this.
One widely used statistic is the unemployment rate in the country. This information is freely
available from Statistics South Africa. Observing changes in the unemployment rate over
time can help an organisation to determine the labour market conditions of a local area.
On the other hand, the labour force participation rate for an area is another important
statistic that should be understood and used in the recruitment process.
The first step in the recruiting process is to investigate the environment and determine the
relevant labour market and gather information about it. The relevant labour market will
then determine which strategy and method of recruitment an organisation will use.
Recruiting methods are diverse in their cost and operation. The method that an organisation
chooses to fill its specific jobs is greatly affected by the survey information available.
Recruitment – the process of acquiring applicants who are available and qualified to fill
positions in the organisation.
Selection – the process of choosing from a group of applicants the individual best suited for
a particular position.
Figure: Linking the role of recruitment and selection:
6.1 The Recruitment Process
The process consist of a sequence of steps that should be followed to ensure that the
organisation obtains the best selection of possible applicants who could be above-average
employees.
,The recruitment process:
, 6.2 Recruitment Strategies in a Diverse Workforce
Employers in South Africa are responding to the skilled labour shortage with a number of
non-traditional recruitment strategies, including the following:
• Training programme for disadvantaged groups.
• Mentoring – an on-the-job approach to training and development in which the
trainee is given an opportunity to learn on a one-to-one basis from more
experienced organisation members.
• Learnerships/appropriate and mentoring programmes.
• Career exhibitions.
• Telerecruiting.
• Diversity data banks.
6.3 Labour Market Information
Labour market – the geographical area from which employees are recruited for a particular
job.
In most instances, some type of salary survey is used to obtain labour market information
for the local area. Most professional organisations will conduct surveys not only for the local
are but for regional and national areas as well, depending on the type of job in question. In
SA, organisations such as PayScale do this.
One widely used statistic is the unemployment rate in the country. This information is freely
available from Statistics South Africa. Observing changes in the unemployment rate over
time can help an organisation to determine the labour market conditions of a local area.
On the other hand, the labour force participation rate for an area is another important
statistic that should be understood and used in the recruitment process.
The first step in the recruiting process is to investigate the environment and determine the
relevant labour market and gather information about it. The relevant labour market will
then determine which strategy and method of recruitment an organisation will use.
Recruiting methods are diverse in their cost and operation. The method that an organisation
chooses to fill its specific jobs is greatly affected by the survey information available.
