Manpower Planning, Recruitment and Selection :

Starting Right

Daniel Doni Sundjojo

Manpower Planning

Strategic AnalysisOrganizational Development AnalysisTask AnalysisPeople : Process AnalysisTurnoverCareer PlanningGovernment’s PolicyMarket EnvirontmentCompany’s Budget

Recruitment and Selection based on Competency

Consistent to Competency Requirement, Strategy and Objective Value versus Cost Advertise in proper way to attract the right candidateFocus on the RIGHT thing not the GOOD thing Never recruit people because of the deadline to be fulfilledUse your negotiate skills to attract the best competent people with optimal price

11 Step in Recruitment and Selection

1. Need Analysis based on Manpower Planning

• Annual Plan• Need Analysis for plan B

2. The Right Sources and Media to attract the Right Candidate

11 Step in Recruitment and Selection (Cont)

3. Preliminary Screening :

Such as : Phone Interview Online Screening Curriculum Vitae/ Application Form Screening

Screening Indicator : Basic Qualification

11 Step in Recruitment and Selection (Cont)

4. Preemployment Testing : Refer to General Competency

Intellegencia Test : Measure the applicant capacity to learn, solve problem, and understand relationship

Aptitude Test : Predict how a person migh perform on a given job

Vocational Interest Test : Determine the applicant’s area of major work interest

11 Step in Recruitment and Selection (Cont)

4 Preemployment testing (Cont)

Personality tests : Measure the applicant’s emotional adjustment and attitude

Achievement, proficiency or skills test : measure the appplicant’s knowledge of and ability to do a given job

Work Sampling or work preview : A test in which the prospective employee must perform a task that is representative of the job

11 Step in Recruitment and Selection (Cont)

5. Preemployment Interviews : Refer to General Competency and General Term and Condition

Some spesific questions you might asks are :What did you do on your last jobHow did you do it?Why did you do it?Of the jobs you have had, which did you like best? Which the least?Why did you leave your last job?What you consider your strong and weak point?Why do you want to work for us?How about your term and condition? (Salary, working hours etc)

Give the candidate CLEAR DESCRIPTION about our company, system, management style, process, culture, rules

11 Step in Recruitment and Selection (Cont)

6. Technical Interview/ Test (conduct by user/ panel Interview) : refers to Core/ Technical/ Fungsional Competency. Use job description and job spesification as the parameter

Behavioral InterviewProject Focus Group Case StudyRoleplayPresentationSpesific Technical Practices/ Test

11 Step in Recruitment and Selection (Cont)

7. Checking references and records8. Final Selection : Never let candidate know

that He/She is the final candidate (even He/ She is the only one candidate who match with our requirement)

9. Physical Examination (where legally permitted), Drug/ Medical Test

11 Step in Recruitment and Selection (Cont)

10. Job Offer. Negotiate with :– Job Security– Company’s Benefit– Career Path– Corporate Culture– Company’s Brand

11. Agreement

Good luck