Document contains completion of following tasks:
Task 1 – How organisations plan their recruitment
Task 2 – The impact of the legal and regulatory framework on recruitment.
Task 3 – Recruitment Documents
Task 4 – Preparing for the interview
Task 5 – The selection interview
Recruitment and
Selection
How you plan your recruiting is important not only to ensure you find the right person for a job
opening, but also because the costs of bad recruitment decisions can be very high in terms of
both time and money.
RECRUITMENT AND SELECTION
PROCEDURES FOR “SHAHEEN
SECURITY COMPANY PAKISTAN”
1.How organizations plan their recruitment
(i) Why businesses need to recruit staff:
The recruitment process enables a business to obtain the staff that they require to fulfil specific
job roles. Businesses recruit workers for a number of reasons, such as:
to acquire particular skills, for example in a new technology.
to get more staff for expansion or new products or markets.
to replace staff who leave due to retirement or to move to another job (staff turnover).
(ii) Recruitment methods
Internal sources of recruitment & external sources of recruitment
The methods of recruitment open to a business are often categorized into:
Internal recruitment is when the business looks to fill the vacancy from within its existing
workforce.
External recruitment is when the business looks to fill the vacancy from any suitable applicant
outside the business.
Advantages Disadvantages
Internal Cheaper and quicker to recruit Limits the number of potential applicants
Recruitment
People already familiar with the business No new ideas can be introduced from outside
and how it operates business
, Provides opportunities for promotion with May cause resentment amongst candidates no
in the business – can be motivating appointed
Business already knows the strengths and Creates another vacancy which needs to be fil
weaknesses of candidates
External Outside people bring in new ideas Longer process
Recruitment
Larger pool of workers from which to find More expensive process due to
the best candidate
advertisements and interviews required
People have a wider range of experience Selection process may not be effective enough
reveal the best candidate
Methods of External recruitment:
Job center - These are paid for by the government and are responsible for helping the
unemployed find jobs or get training. They also provide a service for businesses needing to
advertise a vacancy and are generally free to use.
Job advertisements - Advertisements are the most common form of external recruitment. They
can be found in many places (local and national newspapers, notice boards, recruitment fairs)
and should include some important information relating to the job (job title, pay package,
location, job description, how to apply-either by CV or application form). Where a business
chooses to advertise will depend on the cost of advertising and the coverage needed (i.e. how
far away people will consider applying for the job
Recruitment agency - Provides employers with details of suitable candidates for a vacancy and
can sometimes be referred to as ‘head-hunters’. They work for a fee and often specialize in
particular employment areas e.g. nursing, financial services, teacher recruitment
Personal recommendation - Often referred to as ‘word of mouth’ and can be a
recommendation from a colleague at work. A full assessment of the candidate is still needed
however but potentially it saves on advertising cost.
Methods of internal recruitment:
The owner or manger tells employees about the job vacancy (personal recommendation from
within the business)
Certain employees are invited to apply
,Advertising in the business employee newsletter or intranet, email or notice board.
How do you calculate cost per hire?
The Society of Human Resource Management (SHRM) collaborated with the American National
Standards Institute (ANSI) to create a standard formula for calculating cost per hire (CPH):
Formula to calculate cost per hire
(Note: all of these variables should refer to the same time period.)
What’s a good benchmark for cost per hire?
A recent survey by the Society of Human Resource Management found that the average cost
per hire is just over $2000. This number is the average across all the companies
SHRM surveyed.
However, several factors may affect each company’s individual average. For example, cost per
hire depends on hiring volume. The more people you hire, the lower your cost per hire will be.
This is because some fixed costs can be spread out over a larger number of hires. Also, some
roles and industries (e.g. engineering) have longer time to fill and the accumulated costs of a
longer hiring process result in higher costs per hire.
Depending on the size of company and industry, a good benchmark is a value between $ 1500-
$2000
(iii) Recruitment process
Recruitment and selection is one of the most important for every employee. Cause by this
company makes a person as the member of it. There is a general process of recruitment and
selection that a company should follow. In Pakistan perspective many company does not follow
any specific process for recruitment and selection. There are lots of limitations a company face
in case of recruitment and selection process. But the recruitment and selection process must be
developed, modern and fair.
In “Shaheen security (SFS)” recruitment and selection is done by a specific process and which is
very much modern. It starts with the manpower requisition and end with appointment. And
after that security company arranges various types of training and development program for
the employees to develop their skill. In true sense it follows a developed recruitment process
for selecting right people in right place.
, Basic Rules of Recruitment
For recruitment Shaheen security follow some rules. These rules are set up by HR for better
recruitment and selection. The rules are
Shaheen security Recruitment is to hire the right kind of people at the right place selecting
them through an effective process from a pool of candidates in the job market. Effective
recruitment shall ensure the competency and high quality performance of the whole
organization.
1. Recruitment does not allow any favor or preferential treatment to any one.
2. No one who is below 18 years of age can be hired as an employee on regular, contract
or temporary status.
3. Under no circumstances a regular or contract employee of any other organization is
allowed to undertake regular or long-term contract employment.
4. The employment status can be changed from regular to contract or vice versa
depending on the situation arising from Company need or a situation that arises on the
ground of performance.
The Process of recruitment and selection is consisting of number of sequential steps. The
following picture can show the process very clearly:
Figure: Recruitment & Selection Process at shaheen security.
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