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Security Management
home page > Unit 5: Recruitment & selection
The Recruitment
Process
"Recruitment is
a dynamic process that is influenced by both the organization
and the environment." Factors that may play a part in shaping
the process are the company's financial situation, compensation,
overall size, the recruiters' talent and expertise, as well as
recruitment costs, time constraints, and the available pool of
candidates. "The environment also includes social attitudes
toward particular segments of the security industry. For example,
attitudes toward contract security for some applicants may not
be as positive as opportunities in proprietary security operations.
As a consequence, the contract security firm may have to engage
in more creative and aggressive recruitment programs to attract
suitable employees."
You can either have a general recruitment effort, aimed at finding a variety of applicants with the relevant skills, or a specific effort, which looks for a particular type of person with special skills and talents.
Recruitment Strategy
"..the key to any plan is that it be simple, workable, logical,
practical, cost-effective, ethical, and legal"
the strategy must accurately reflect
the actual job: don't inflate the importance, or applicants will
be disillusioned once on the job. One technique is to create
a "realistic
job preview" (RJP), which gives a balanced view of both
the positive and negative aspects of the job.
Recruitment methods:
need to start by analyzing past campaigns to see which methods
brought qualified applicants. Among other options:
- recruiting at colleges and jr. colleges
- career fairs
- job expos
- online recruiting
- internal recruiting
- employee referrals
- ads
- internships
- job shadowing
- employment agencies
How
online posting helped TJX with its loss-prevention recruiting
the process should be a progressive one that gradually narrows the field of applicants
Components:
- applications
primarily used to screen out those without basic qualifications. "Purposefully limiting the number of applicants into the hiring process is called a candidate reduction process." Most helpful in times when there are many people looking for jobs.
- resumes:
"Research has found the resume to be the most important tool used in the initial screening of applicants"
writing
a winning resume
- interviews
can be one or more interviews, depending largely on how important the position is. Sometimes individually, or sometimes conducted by a group. Sometimes there's a phone interview, to weed out the field.
Interviewers are critical to the process: they must be trained to be effective (for example, not digressing into areas that aren't relevant to the job). Must recognize how their behavior and attitudes can affect interview (such as having a preconception of the ideal candidate, or making a snap decision based on initial introduction).
- Background investigation of applicant
- Employment reference checks.