COMUNIDAD QUIZ QUIZ CANTON YACUAMBI – ZAMORA CHINCHIPE

there are two major sources of recruitment in an organization in Nigeria today. These are:

a. Internal recruitment and b. External recruitment

i. Internal recruitment

This normally happens by way of promotion, upgrading and transfer. Also included in this category are those workers who have been on the payroll of a firm, but were laid off, retrenched; casual workers and contract staff who want their appointments regularized. The greatest advantage attached to the internal process of recruitment is that the employees recruited are well known to the organization.

ii. External recruitment:

This is the process of recruiting workers from outside the firm. It means employing entirely new workers in the organization. The different sources of recruitment are as follows:

I. Advertisement: Establishments use various advertising media, both electronic and print, to fill in job openings. This has the advantage of attracting many applicants.

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II. Schools, colleges and universities: Sometimes, organizations liaise with placement officers in various schools, colleges and universities to interview and recruit final year students or postgraduate students or NYSC members for job openings. This is a very cheap source of external recruitment especially when job experience is not a prerequisite for the efforts of some multinational firms like shell petroleum development Co, mobil Oil Nig Plc, banks and other allied agencies.

III. Employment agencies; These are both public and private agencies that specialize in recruiting employees for other firms. The private agencies in the form of consultancy firms charge fees for their services. Examples of public employment agencies are the various civil service commissions at the federal and state levels that are also charged with the responsibility of recruiting employees into the civil service. However, there are some organizations that specialize in recruitment and placement of employees in organisation.

IV. Labour Unions: The labour unions help in recruiting workers by recommending their members and relations.

V. Professional bodies: Most professional organisations engage in employment service for their members and students. The greatest advantage of this source is that well-qualified workers are employed.

VI. Employed recommendations: existing employees also serve as a good source of recruiting staff by recommending suitably qualified people for appointment.

4. Short-listing: the fourth stage in the recruitment process is to short-list qualified applicants by matching their qualifications with job descriptions and job specifications.

5. Arrangement for Interview: Once candidates are short listed, they are informed of the test or interview that will follow.

6. Referees: references can be made before the interview because it will help in the selection decision during the interview proper. The purpose of the employment references is to ascertain and confirm the qualifications, experience, character and dexterity claimed by

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candidates. References can be obtained from the candidate’s past employers, last school heads, etc. depending on what is sought.

7. Interview: This is oral interaction between prospective employees and the interviewer in order to elicit the necessary information from both parties. Interviews may be conducted by a single person or a panel. However, the panel type is preferable. Interviews can be structured or unstructured. The structured ones are those pre-written questions that are asked candidates, while the unstructured ones are not pre-planned. It is advisable to have the prospective employee fill an application blank before the interview.

The applicant blank supplies all the information about the candidate.

Limitations of an Interview:

a. Halo-Effect: This is a phenomenon which describes how an interviewer may be unduly influenced by one particular personality trait of the applicant and uses such traits to establish the overall picture of the applicant. For example, if an applicant is smart and good looking or well dressed, an interviewer suffering from a halo-effect may be led to believe that the applicant is efficient, well qualified and appropriate in all aspects.

b. Highly subjective: subjectivity is bound to creep in during an interview because of the inherent human nature. Two different interviewers, for instance, may have different opinions on a candidate who has given some answers to a question.

c. Attributes may not be easily and precisely quantified.

Personal trait and attributes such as personal appearances cannot be easily qualified.

d. Similarly, some attributes such as proficiency cannot be measured with the help of an oral interview.

179 e.

It is as a result of these limitations that selection tests appear to be better than job interviews. The subjective and un- quantitative nature of job interviews can be taken care of by selection tests. However, this does not mean that selection tests per se should be used in selection decisions. Most firms these days combine both tests and interviews in their selection decisions. This mode is applauded because the deficient area of the one is more than compensated for by the other. Other issues to be taken into consideration when conducting interviews are as follows:

8. Administration of tests: Tests should be administered especially for that job in which dexterity can be measured, for example, computer operation. Typewriting etc. test should also be used when it is necessary to reduce the number of applicants for an interview

9. Medical Examination: It might be necessary for candidates who passed the interview or test to undergo a medical examination before finally being selected.

The reasons for medical examinations are as follows:

a. to discover if they are physically fit for the job they applied for; and b. To find out also if prospective employees have contagious diseases.