Recruitment and Selection
Expert-defined terms from the Diploma in Human Resource Management course at London School of Business and Administration. Free to read, free to share, paired with a globally recognised certification pathway.
Recruitment and Selection #
Recruitment and Selection
Recruitment and selection are crucial processes in human resource management tha… #
These processes are vital for ensuring that the organization has the right talent in place to achieve its goals and objectives.
Recruitment Process #
Recruitment Process
The recruitment process involves identifying the staffing needs of the organizat… #
This process typically includes creating job descriptions, posting job advertisements, screening resumes, conducting interviews, and making job offers.
Example #
A company looking to hire a new marketing manager will start the recruitment process by creating a detailed job description outlining the responsibilities and qualifications required for the role.
Selection Process #
Selection Process
The selection process involves assessing candidates' qualifications, skills, and… #
This process includes reviewing resumes, conducting interviews, administering tests or assessments, and checking references to make an informed hiring decision.
Example #
After conducting interviews with several candidates for a sales position, the hiring manager will review the applicants' qualifications and performance to select the most suitable candidate for the role.
Job Analysis #
Job Analysis
Job analysis is the process of collecting and analyzing information about a job… #
This information is used to create job descriptions and set criteria for candidate selection.
Example #
A human resource manager conducts a job analysis for a customer service representative position to determine the essential tasks, skills, and qualifications needed for success in the role.
Job Description #
Job Description
A job description is a written document that outlines the duties, responsibiliti… #
Job descriptions help candidates understand what is expected of them in a role and guide the recruitment and selection process.
Example #
A job description for a software developer position may include responsibilities such as coding, testing, and debugging software applications, as well as qualifications like a degree in computer science and proficiency in programming languages.
Job Specification #
Job Specification
A job specification is a detailed outline of the qualifications, skills, experie… #
Job specifications are used to identify suitable candidates during the recruitment and selection process.
Example #
A job specification for a project manager position may include qualifications such as a bachelor's degree in project management, certification in project management, and five years of experience managing complex projects.
Recruitment Strategy #
Recruitment Strategy
A recruitment strategy is a plan of action designed to attract qualified candida… #
Recruitment strategies may include using job boards, social media, employee referrals, and recruitment agencies to reach potential candidates.
Example #
An organization looking to attract top talent for a new product development team may develop a recruitment strategy that focuses on showcasing the company's innovative culture and career growth opportunities.
Employer Branding #
Employer Branding
Employer branding is the process of promoting an organization as an attractive e… #
Employer branding involves showcasing the company's culture, values, and benefits to differentiate it from competitors and attract top talent.
Example #
A technology company with a strong employer brand may highlight its flexible work arrangements, professional development opportunities, and inclusive workplace culture to attract skilled candidates.
Job Posting #
Job Posting
A job posting is an advertisement that communicates information about a job open… #
Job postings typically include details such as the job title, responsibilities, qualifications, and application instructions to attract potential candidates.
Example #
An organization looking to fill a marketing coordinator position may create a job posting that describes the role's responsibilities, required skills, and qualifications, as well as the application deadline.
Applicant Tracking System #
Applicant Tracking System
An applicant tracking system (ATS) is software used by organizations to manage a… #
ATS systems help recruiters track job applicants, screen resumes, schedule interviews, and make data-driven hiring decisions.
Example #
A large corporation uses an applicant tracking system to review and organize thousands of job applications received for various positions, saving time and improving the efficiency of the recruitment process.
Talent Acquisition #
Talent Acquisition
Talent acquisition is the process of identifying, attracting, and recruiting ski… #
Talent acquisition strategies focus on creating a pipeline of qualified candidates to fill key roles within the organization.
Example #
A talent acquisition specialist uses social media, networking events, and employee referrals to build relationships with potential candidates and fill critical roles within the organization.
Interviewing Techniques #
Interviewing Techniques
Interviewing techniques are methods used by recruiters and hiring managers to as… #
Effective interviewing techniques include asking behavioral questions, using structured interviews, and evaluating candidates' responses.
Example #
During a job interview, a hiring manager uses behavioral interviewing techniques to ask candidates to provide specific examples of past experiences that demonstrate their problem-solving skills.
Assessment Centers #
Assessment Centers
Assessment centers are facilities or processes used by organizations to evaluate… #
Assessment centers may include simulations, exercises, role-plays, and interviews to assess candidates' performance in various scenarios.
Example #
A multinational company uses an assessment center to evaluate candidates for a management position by observing their leadership abilities, decision-making skills, and team collaboration in simulated work environments.
Reference Checks #
Reference Checks
Reference checks are a part of the selection process that involves contacting a… #
Reference checks help employers make informed hiring decisions and validate candidates' claims.
Example #
A hiring manager contacts a candidate's former supervisor to inquire about their performance, work ethic, and teamwork skills to assess their suitability for a sales manager position.
Selection Criteria #
Selection Criteria
Selection criteria are the qualifications, skills, experience, and characteristi… #
Selection criteria are based on the job requirements and are used to evaluate candidates' suitability for a specific role.
Example #
A selection panel for a finance role may establish criteria such as financial analysis skills, attention to detail, and experience with accounting software to assess candidates' suitability for the position.
Competency Framework #
Competency Framework
A competency framework is a set of knowledge, skills, abilities, and behaviors t… #
Competency frameworks help define job requirements, assess candidate performance, and develop employees' skills and capabilities.
Example #
An organization develops a competency framework for project managers that includes skills such as leadership, communication, problem-solving, and project management to ensure consistent performance and success in the role.
Key Performance Indicators (KPIs) #
Key Performance Indicators (KPIs)
Key performance indicators (KPIs) are measurable metrics used to evaluate the su… #
KPIs help monitor performance, track progress, and make data-driven decisions to improve efficiency and effectiveness.
Example #
A sales team sets KPIs such as monthly sales targets, conversion rates, and customer satisfaction scores to measure performance, identify areas for improvement, and drive sales growth.
Employment Law #
Employment Law
Employment law refers to the legal framework that governs the relationship betwe… #
Employment laws cover areas such as recruitment, hiring, discrimination, wages, benefits, working conditions, and termination to protect employees' rights and ensure fair treatment.
Example #
An organization's human resources department ensures compliance with employment laws by providing training to managers, updating policies and procedures, and consulting legal counsel on labor-related matters.
Job Offer #
Job Offer
A job offer is a formal invitation extended by an organization to a candidate se… #
Job offers typically include details such as the job title, salary, benefits, start date, and conditions of employment, and are subject to acceptance by the candidate.
Example #
After completing the selection process, a hiring manager extends a job offer to a candidate for a marketing coordinator role, outlining the compensation package, work schedule, and reporting structure.
Onboarding #
Onboarding
Onboarding is the process of integrating new employees into an organization and… #
Effective onboarding programs help new hires adjust to their roles, build relationships, and become productive members of the team.
Example #
A new employee participates in an onboarding program that includes a welcome orientation, job training, introductions to colleagues, and access to resources and support to help them acclimate to their new role.
Retention Strategies #
Retention Strategies
Retention strategies are initiatives and programs implemented by organizations t… #
Retention strategies may include career development opportunities, recognition programs, work-life balance initiatives, and competitive compensation and benefits.
Example #
An organization develops a retention strategy that includes offering professional development opportunities, mentorship programs, and flexible work arrangements to attract and retain high-performing employees.
Exit Interviews #
Exit Interviews
Exit interviews are discussions conducted with departing employees to gather fee… #
Exit interviews help employers identify areas for improvement, address issues, and enhance employee retention.
Example #
A human resources manager conducts exit interviews with departing employees to understand their reasons for leaving, gather feedback on their experiences, and identify trends or patterns that may impact retention efforts.
Recruitment Metrics #
Recruitment Metrics
Recruitment metrics are key performance indicators used to measure and evaluate… #
Recruitment metrics help organizations track the success of their recruitment processes, identify areas for improvement, and make data-driven decisions to optimize hiring practices.
Example #
A recruitment manager analyzes recruitment metrics such as time to fill, source of hire, and candidate quality to assess the efficiency and impact of recruitment activities and make adjustments to improve outcomes.
Diversity Recruitment #
Diversity Recruitment
Diversity recruitment is the practice of attracting, hiring, and retaining candi… #
Diversity recruitment aims to enhance innovation, creativity, and organizational performance by embracing diverse perspectives and talents.
Example #
An organization implements diversity recruitment initiatives such as targeted outreach, diversity training, and inclusive hiring practices to attract a diverse pool of candidates and foster a culture of belonging and respect.
Employment Branding #
Employment Branding
Employment branding is the process of promoting an organization as an employer o… #
Employment branding involves showcasing the company's culture, values, and employer value proposition to differentiate it from competitors and appeal to potential candidates.
Example #
A company with a strong employment brand highlights its commitment to work-life balance, career development opportunities, and inclusive culture to attract skilled professionals and build a positive employer image.
Recruitment Software #
Recruitment Software
Recruitment software is technology used by organizations to automate and streaml… #
Recruitment software includes applicant tracking systems, recruitment marketing platforms, and candidate relationship management tools to enhance recruiting efficiency and effectiveness.
Example #
A recruiting team uses recruitment software to post job openings, screen resumes, schedule interviews, and communicate with candidates, saving time and improving the candidate experience throughout the recruitment process.
Passive Candidate #
Passive Candidate
A passive candidate is an individual who is currently employed and not actively… #
Recruiting passive candidates requires proactive sourcing, networking, and relationship-building to attract top talent to job vacancies.
Example #
A recruiter identifies a passive candidate with specialized skills and experience on a professional networking site and reaches out to discuss potential job opportunities within their organization.
Recruitment Marketing #
Recruitment Marketing
Recruitment marketing is the practice of using marketing strategies and tactics… #
Recruitment marketing involves creating employer branding campaigns, social media content, and targeted advertising to reach and resonate with talent audiences.
Example #
An organization develops a recruitment marketing campaign that showcases its company culture, employee testimonials, and career opportunities to attract top talent and differentiate itself as an employer of choice.
Social Recruiting #
Social Recruiting
Social recruiting is the use of social media platforms and online networks to at… #
Social recruiting enables organizations to reach a wider audience, build relationships with candidates, and promote employer brand and job opportunities in real-time.
Example #
A recruiter uses social recruiting platforms such as LinkedIn, Facebook, and Twitter to share job postings, engage with potential candidates, and network with industry professionals to source top talent.
Recruitment Channels #
Recruitment Channels
Recruitment channels are the various methods and sources used by organizations t… #
Recruitment channels may include job boards, social media, employee referrals, recruitment agencies, career fairs, and networking events to reach a diverse pool of talent.
Example #
An organization diversifies its recruitment channels by using job boards, social media, and employee referrals to attract a broad range of candidates for different positions and increase the likelihood of finding the right fit.
Retention Metrics #
Retention Metrics
Retention metrics are key performance indicators used to measure and evaluate th… #
Retention metrics help organizations track employee turnover rates, identify factors influencing retention, and implement interventions to improve employee engagement and loyalty.
Example #
A human resources manager analyzes retention metrics such as turnover rates, employee satisfaction surveys, and exit interview data to identify trends, patterns, and areas for improvement in employee retention efforts.
Succession Planning #
Succession Planning
Succession planning is the process of identifying and developing internal talent… #
Succession planning ensures continuity, talent readiness, and organizational resilience by preparing employees for future advancement opportunities and leadership transitions.
Example #
A company implements succession planning by identifying high-potential employees, providing training and development opportunities, and creating career paths to prepare them for future leadership roles within the organization.
Employee Engagement #
Employee Engagement
Employee engagement is the emotional connection, commitment, and motivation empl… #
Employee engagement is essential for productivity, performance, job satisfaction, and retention, and is influenced by factors such as leadership, communication, recognition, and work culture.
Example #
An organization improves employee engagement by promoting open communication, recognizing achievements, providing opportunities for professional growth, and fostering a positive work environment that motivates and inspires employees.
Employee Value Proposition (EVP) #
Employee Value Proposition (EVP)
The employee value proposition (EVP) is the unique set of benefits, rewards, and… #
The EVP communicates the value of working for the company and includes factors such as compensation, benefits, career development, work-life balance, and organizational culture.
Example #
An organization develops an employee value proposition that highlights competitive salaries, comprehensive benefits, flexible work arrangements, and opportunities for career advancement to attract and retain top talent in a competitive market.
Performance Management #
Performance Management
Performance management is the process of setting goals, providing feedback, eval… #
Performance management involves performance appraisals, coaching, training, and performance improvement plans to enhance employee performance, engagement, and development.
Example #
A manager conducts performance management by setting SMART goals, providing regular feedback, conducting performance reviews, and identifying development opportunities to support employees in achieving their objectives and improving performance.
Performance Appraisal #
Performance Appraisal
A performance appraisal is a formal assessment of an employee's job performance,… #
Performance appraisals help evaluate employees' contributions, set performance goals, provide feedback, and make decisions on promotions, rewards, or training needs.
Example #
A manager conducts a performance appraisal with an employee to review their performance against established goals, discuss strengths and weaknesses, provide feedback, and develop a plan for growth and development.
Goal Setting #
Goal Setting
Goal setting is the process of establishing specific, measurable, achievable, re… #
Goal setting helps employees focus on priorities, track progress, and align efforts with strategic goals to improve productivity and performance.
Example #
An employee sets SMART goals to increase sales by 10% in the next quarter by acquiring new clients, expanding existing accounts, and improving customer satisfaction through effective communication and relationship-building.
Feedback #
Feedback
Feedback is information, comments, or observations provided to employees about t… #
Feedback can be positive or constructive and is essential for promoting learning, development, and continuous