Overview of Recruitment and Selection

1. What Is Recruitment & Selection?

Together they form the Talent Acquisition Cycle, the first critical phase of the employee life‑cycle.

2. Why It Matters

• Strategic Fit – Aligns workforce capabilities with business goals.
• Cost Efficiency – Reduces turnover, training, and productivity losses.
• Employer Brand – Positive candidate experience strengthens reputation.
• Legal Compliance – Proper procedures protect against discrimination claims.

3. The Recruitment Process (Step‑by‑Step)

1. Workforce Planning

   • Analyze current and future staffing needs.
   • Conduct a job analysis to define duties, required competencies, and reporting lines.

2. Job Design & Specification

   • Write a clear Job Description (role purpose, duties, reporting).
   • Draft a Person Specification (qualifications, skills, experience, behavioural traits).

3. Sourcing Strategies

   • Internal: promotions, transfers, employee referrals.
   • External: job boards, social media, career fairs, recruitment agencies, campus hiring.
   • Passive Talent: talent pools, LinkedIn outreach, employer branding campaigns.

4. Attracting Candidates

   • Create compelling Job Advertisements (headline, value proposition, key requirements).
   • Ensure SEO‑friendly postings and mobile‑responsive application portals.

5. Application Management

   • Use an Applicant Tracking System (ATS) to capture, screen, and store resumes.
   • Set up automatic acknowledgment emails and status updates for candidates.

4. The Selection Process (Step‑by‑Step)

5. Legal & Ethical Considerations

• Equal Employment Opportunity (EEO) – Avoid discrimination based on protected characteristics (age, gender, race, disability, etc.).
• Data Privacy – Comply with GDPR, CCPA, or local data‑protection laws when handling applicant data.
• **Reasonable Accommodation