RECRUITMENT AND SELECTION - City of Vincent

CITY OF VINCENT POLICY MANUALCHIEF EXECUTIVE OFFICER - HUMAN RESOURCESRECRUITMENT AND SELECTIONPOLICY NO: 5.2.1GUIDELINES AND POLICY PROCEDURE FORRECRUITMENT AND SELECTION – POLICY NO 5.2.11.1 INTRODUCTIONRecruitmentRecruitment is searching for and attracting applicants – external or internal –for position vacancies. New people are found and brought into theorganisation. A recruitment process involves communicating with actual orpotential position seekers, motivating them to apply and persuading applicantsthat they really want to come and work for the organisation. The objectives areto attract applicants of the right quality in the right number.SelectionThe selection process is a latter stage of recruitment. It involves choosing:• competent and qualified applicants suited to the position.• new members of the organisation.Selection methods range across:• interviews the most popular and hence the skills of interviewing areimportant• references• analysis of applicant career/life data• evaluation of applicant behaviour/performance in group activities• work attachments/experience (trial periods)• skill testing with task/work simulations e.g. typing, computerprogramming, brick-laying and applicants making presentations etc• knowledge, aptitude and psycho-metric tests of various facets of knowhow,intelligence and personality.Ethical Considerations for Recruitment and Selection ProcessThe outcomes from a selection process, as with any system, can only be asgood as the environment and the organisational culture in which they operate.The employees who are delegated with the responsibility of making decisionsfor recruitment, selection, promotions, transfers, acting arrangements shouldconsider the ethical issues surrounding their decision making process.The ethical considerations involved relate to:• the principles of merit (choosing the best person for the job);• avoiding discrimination; and• providing natural justice and fair treatment.Page 3 of 38