CHAPTER

2
MGT340
HUMAN RESOURCE MANAGEMENT

RECRUITMENT AND SELECTION

COURSE
OBJECTIVES
After completing this chapter, students should be able to:

 identify the importance of job analysis in the recruitment

and selection process.
 Definition of Job Analysis, Recruitment and Selection
 explain the steps in the recruitment and selection process.
 discuss the techniques for collecting information on
applicants.
 examine the issues and problems relating to recruitment
and selection.
 determine the importance of the contract of employment.
 explain the terms to be included in a contract of
employment.
 DEFINITION

Recruitment
The process of finding or attracting
suitable applicants for the employer’s
open position.

Selection
The process of choosing the most
suitable applicants to fill an available
job opening.
 POTENTIAL COSTS OF A BAD
RECRUITMENT DECISION / HIRING

Cost of mistakes, Cost of lowered Cost of defending Cost of recruiting Cost of training a
accidents and loss morale amongst a claim of a replacement replacement such
of customers the employee’s dismissal without such as as
caused by supervisor and his just cause or advertisement, accommodation,
employees who or her co-workers excuse, once the interview etc. food and
cannot cope with who have to employee has beverages, trainer
the job. rework his been dismissed. etc.
mistakes or take
over his tasks.
 RECRUITMENT AND
SELECTION PROCESS
Making decision to recruit

Conducting job analysis

Identifying source of applicants

Selection Process (Collect information on applicants)

Choosing most suitable applicant

Offering contract of employment

Conducting induction / orientation

 Outsourcing

Step 1:
The task will be carried
out by existing employees
Making
decision to
Automated work
recruit

Overtime
Step 2: Conducting job analysis

DEFINITION

Job analysis is a technique of

studying a job to identify the skills,
knowledge, experience and other
requirements necessary to perform
the job.
 Job Descriptions

Job descriptions are fundamental documents valuable

in a variety of HR functions.

Typical headings include:

 Job title, location and grading
 Brief explanation on the purpose of
the job
 List of duties and responsibilities
 Terms and conditions of employment
 Job Specification

Job Specification describe the type of person who fits the job
which will guide the recruitment officer to choose the best
candidate.

Typical information included:

 Knowledge, skills and abilities
 Educational qualifications
 Work experience
 Physical requirements of the job, if any
 Personality requirements, where relevant
 Career path
 Step 3: Identifying source of
applicants
1. Internal Recruitment
Promotion from within and transfer of existing staff.

Employment
record of
applicant
available.

Employees’
morale and No induction
motivation may needed.
be increased.
 Employee Audit or Inventory

Human Resource Information

System (HRIS) is a well-
developed, up-to-date system of
personnel records, HR office can
check through employee’s files
to identify any potential suitable
people.
 Job Posting and Bidding

 It is a notice on the organizational notice

board or on the company intranet stating
a vacancy exists.
 It is outlining the specification and
mentioning who should be contacted by
those interested in applying.
 Interested employees apply with the
recommendation from superior. Superior
will know who is applying to leave the
department. Therefore, replacement
needed in advance.
 2. External Recruitment

Employment Campus Employee referrals Unsolicited The Internet Advertising in the

agencies and recruitment Employees may applicants Company advertised mass media
consultants Firm may go to recommend their Applicants who have job vacancy through Advertised job
Executive recruiter schools/colleges to relatives, friends etc. applied without any company’s website, vacancies through
(headhunters). conduct interview. to apply for job advertisement or social media such as posters, banners at
vacancies. requirement from WhatApps and school, factory etc.
the company. The Facebook.
best example is ,
these days, most of
the job seekers, go
to company’s URL
and load their cv
details. These details
get stored as
UNSOLICITED
APPICANTS in the
company’s Intranet.
 Step 4: The selection process

Sources / Technique for Collecting

Information

Application forms / Cover

Letter and curriculum vitae Reference checks
(CV) or biodata or resume
Many employers request names,
A short-written description of address, telephone numbers or
your education, qualifications, references for the purpose to
previous jobs, and sometimes verify information and gaining
also your personal interests, that additional background
you send to an employer when information of an applicant.
you are trying to get a job.
Sources / Technique for Collecting
Information
Test
Performance test: Shows how much the candidates have achieved or learned

Aptitude Tests: Whether the candidates are suitable for the job

Personality Test: Does candidates’ personality suit with the job

Intelligence Test: That aims to measure how good someone is at understanding

problems and how to solve them

Medical Test: A medical tests enables employers to recruit workers with qualifications
that should increase efficiency in order to know the healthy level of selected
applicants
 Sources / Technique for Collecting
Information

Assessment center activities Interview

The center consists of test, exercise and other activities including A one-on-one interview consisting of a conversation between
social events both formal and informal. Activities to assess a job applicant and a representative of an employer which is
communication and language skills, social etiquette, leadership, conducted to assess whether the applicant should be hired.
creativity, persuasiveness and ability to handle stress. This to
determine whether they have the personality traits needed for the
job being offered.
 Sources / Technique for Collecting
Information
Types of job interview:

 Group interview: Many times companies will conduct a

 Traditional one on one job interview: The traditional group interview to quickly pre-screen candidates for the job
one on one interview is where applicants are interviewed opening as well as give the candidates the chance to quickly
by one representative of the company, most likely the
learn about the company to see if they want to work there.
manager of the position they are applying for.

 Panel interview: In a panel interview, applicant will be  Phone Interview: A phone interview may be for a position
interviewed by a panel of interviewers. The panel may where the candidate is not local or for an initial pre-
consist of different representatives of the company such screening call to see if they want to invite applicant in for an
as human resources, management and employees. in-person interview.

 Behavioral interview: The interviewer will ask the

applicant questions based on common situations of the
job you are applying for.
Step 5:

Choosing Choose the right

most person for the
right position.
suitable After collecting
information from
applicant applicants, HR
manager will
decide and choose
suitable applicants.
 Issues And Problems Relating to
Recruitment & Selection

Nepotism
Hiring of family members or close friends to fill vacancies in an organization.

Employment of Children
The requirement age working in Malaysia is 18 years old. However, employers can only offer certain types of children
and young persons, and the hours of their employment are limited.

Hiring Older Workers

Employers may hire older workers because in most developed countries consists of entire population is aging. Fewer
children are being born and people are living longer.

Discrimination in Recruitment and Selection

There is no legislation outlining discrimination in recruitment and selection process in Malaysia. Employers have the
freedom to choose the candidate that they believe is most suited to the person available.

Employment of Foreigners
here is increasing number of foreigners in Malaysia. Malaysian employers are permitted to hire foreigners only in
specified industries and only from countries approved by the authorities.
 Issues and Problems Relating to
Recruitment & Selection

Evaluating the Recruitment and Selection Process

All human resource management practices and processes need to be evaluated. In order to hire an
employee, there are many expenses to be considered such as advertising expenses, payment to
recruitment agencies, signing on bonuses and referral bonuses, selection tests, promotional materials &
HR and other staff taken to shortlist candidates, contact them to invite them to attend an interview
 Step 6: Offering contract of
employment

DEFINITION:

A contract of employment is an
agreement whereby an employer
agrees to remunerate an employee
for services or work performed and
the employee agrees to work for
the employer.
 Importance of Contract of
Employment

It minimize It ensures It states the It minimizes To avoid any

disputes that the minimum enquiries misunderstan
between the employee benefits for from the ding before
employee knows what the employee employee to the employee
and the is expected within their the human reports duty.
employer. of him/her. scope. resource
department.
 Express Terms of The Contract

Express terms are those terms agreed to by the parties, whether

by way of oral agreement or in writing.

Written terms are usually included in the employee’s letter of

appointment, a collective agreement where the workers are
represented by a trade union or a company handbook.
 Implied Terms in An
Employment Contract

Terms implied into

every employment
contract by common
law include:

An employee’s
An employer’s
obligation to serve the
obligation to provide a
employer with care,
safe workplace and to
faithfulness and
pay the agreed wages.
obedience.
 Step 7: Conducting Induction /
Orientation

Many people assume that an

induction program is an introductory
program for a group of new
employees however induction
programs should also be provided for
individuals when they first enter the
organization.
 SUMMARY

In this chapter, it is very important for a student to

understand the steps in recruitment and selection process
which are making decision to recruit, conduct job analysis,
collect information on applicants, choose most suitable
applicants, offer employment and lastly to hold inductions.