Models related to selection and recruitment

 In order to elaborate the use of various strategies and steps used selection and recruitment processes various models were designed.

As per a case study done for the department of justice and constitutional development in South Africa by a Senior consultant & a research professor, Thebe, T.P. & Van der Waldt, G, has designed the “Macro model” for more strategic approach and the “Meso model” tactical approach which reflects the interrelationship between structure and strategies and also elements which includes in both recruitment and selection processes like advertising, shortlisting of applications and finalizing the recruitments.

Selection models

The "Macro model" in selection

This macro-model for selection is mainly focused at “strategic” human resource development. This model demonstrates a process which describes the stages from the beginning and the preliminary screening and interview of the candidate to decide final decision on offering the position to the job applicant , where many stratergical approcaches can be made in each stage in selection.

The "Meso Model"  in selection

Phase I:           Reception interview/initial screening interview

Phase II:          Application blank/form

Phase III:        In-depth or selection interview

Phase IV:        Background and reference checking

Phase V:          Medical and physical examination (pre-employment testing)

Phase VI:        Assessment centre/work samples

Phase VII:       Make a final hiring decision

Phase VIII:     Make a fair job offer.

 

This Meso-model for selection is mainly focused at “Tactical” human resource development Which demonstrates a process which describes the stages from the beginning and the preliminary screening and interview of the candidate to decide final decision on offering the position to the job applicant while thoroughly examining various aspects like references, qualifications etc.

Recruitment models.

The "Macro model" in recruitment.

The macro model in recruitment initiates with necessity of a recruitment and then deciding on the job profile, specifications in order to create the necessary means of attracting applicants to the job.  After the responses are collected, the screening and selecting the potential candidates for the further selections are made and finally recruitment evaluation is made in order to measure the successfulness of the effort they made to make the recruitment.

The "Meso model" in recruitment.

Phase I: Identify the need to recruit

 Phase II: Update the job description, the job specification and the job profile

 Phase III: Determine the key performance areas of the job

 Phase IV: Consult and refer to the recruitment and selection policy and procedure manual

 Phase V: Consider the sources of recruitment

Phase VI: Choose the appropriate recruitment method

 Phase VII: Develop the recruitment advertisement

 Phase VIII: Place the advertisement in the most appropriate and suitable media

 Phase IX: Ensure availability of application blanks/forms

 Phase X: Screen responses/screening”.

References

Thebe, T. P. & Waldt, G. V. d., 2014. A Recruitment and Selection Process Model: The case of the Department of Justice and Constitutional Development.. Academia, 22(3), pp. 1-31.