Chapter 7 - Talent management, recruitment, selection & appointment Flashcards
TALENT MANAGEMENT
Talent management in the public service is a systematic and strategic process aimed at attracting, developing, retaining, and deploying individuals with the skills and potential necessary to drive public sector goals.
TALENT MANAGEMENT RELATIONSHIP - SEOFEBC
Talent management in the public service is a SYSTEMATIC and strategic process aimed at attracting and developing, individuals with the skills necessary to drive public sector goals.
The TM process ENCOMPASSES recruitment, selection, and appointment as essential stages to build a competent workforce
TM is the OVERARCHING framework that guides recruitment efforts to build a sustainable talent pipeline.
Recruitment in the South African public sector is the FIRST stage in the talent management pipeline, designed to attract a broad and diverse pool of applicants from which to select the most qualified candidates.
selection is an EXTENSION of the TM framework, as it helps to assess which candidates from the recruitment pool are most suitable
Selection serves as a BRIDGE between recruitment and appointment, as it ensures that only candidates who meet the role’s standards and expectations progress to the final stage of appointment
Appointment is the CULMINATION of the TM, recruitment, and selection processes, where a candidate is formally offered and accepts a position.
RECRUITMENT - ASBIP
is aimed at ATTRACTING potential candidates to apply for available positions within an organization
helps to SECURE individuals who can meet the needs and objectives of the institution
designed to BUILD a pool of qualified applicants to help institution meet objectives
Recruitment is influenced by both INTERNAL and external factors. Internal factors include strategic planning and budget, institutional policies, and recruitment criteria. External factors involve labor market conditions, government policies, and trade union agreements.
Effective recruitment also focuses on creating a POSITIVE candidate experience which retains interest in the organisation and good for institutional reputation
STAGES IN THE RECRUITMENT PROCESS - NNABACJUR KAORICSIE SETCOSERE
Stage 1: Determining the NEED for Recruitment
Involves assessing whether there is a real and valid need for a NEW hire.
involves ANALYZING the institution’s current workforce capabilities and determining the new position’s role within the organization’s structure
Stage 2: Securing BUDGET Approval
APPROVAL from senior management ensures alignment with the institution’s financial priorities
The COST of recruitment can be significant, covering advertising, travel, and background checks.
Stage 3: JOB Description and Specification
UNQUALIFIED applicants are deterred through an accurate job description and specification
The job description outlines the ROLE’S purpose, duties, and responsibilities, while the job specification profiles the ideal candidate’s qualifications, experience, and skills.
Stage 4: KEY Performance Areas (KPAs)
help HR ASSESS candidate fit through measurable performance indicators
KPAs should be OBJECTIVE to ensure job performance standards are met.
Stage 5: Consulting the RECRUITMENT Policy and Procedures
The recruitment policy guides the entire process, covering whether recruitment will occur INTERNALLY or externally,
ensures COMPLIANCE with public sector regulations to promoting fairness and transparency.
Stage 6: Choosing SOURCES and Methods
Recruitment sources fall into two categories: internal and external.
INTERNAL sources might include skills inventories, talent pools, job postings, and inside moonlighting.
EXTERNAL sources could involve employment agencies, advertisements, professional bodies, and head-hunting.
Stage 7: SCREENING and Shortlisting Candidates
involves evaluating applications to filter out UNSUITABLE candidates.
help recruiters focus on TOP candidates while ensuring a fair selection process.
Stage 8: COMMUNICATING with Applicants
OUTCOME should be communicated to applicants
SUCCESSFUL candidates are informed first, allowing them to accept or decline the offer before contacting others
Stage 9: EVALUATION of Recruitment
evaluate the RECRUITMENT process to ensure it aligns with institutional strategy
institutions should also evaluate the EFFECTIVENESS of the recruitment process in meeting diversity and talent goals.
PHASES IN THE SELECTION PROCESS - SFOCIUCRL MOOPOP
Phase 1: Deciding on a SELECTION Strategy
provides a FRAMEWORK for assessing applicants to ensure fairness
OUTLINES the principles and methodologies that will be applied,
e.g the track record strategy evaluates past performance as a predictor of future success,
Phase 2: CONDUCTING a Preliminary Interview
serves as an INITIAL screening to assess whether applicants meet the basic requirements for the role.
helps to eliminate UNSUITABLE or unqualified candidates early in the process, saving time and resources.
Phase 3: COLLECTING Information
includes REFERENCE checks verify information regarding the candidate’s previous employment
LETTERS of Recommendation that provide insights into candidates past performance
Phase 4: Making a Selection DECISION
determines which candidate will be OFFERED the role.
must be based on OBJECTIVE and valid selection methods, ensuring that criteria are free from bias and discrimination.
Phase 5: Placing the Candidate
OFFERING the position to the selected individual through formal letter
New hires typically undergo a PROBATION period, ranging from three to six months, allowing them to adjust to the job and demonstrate their capabilities
