Staffing
Domain 6 - Staffing - tests the staffing process, recruitment versus selection, sources of recruitment, selection tests, and training methods.
Process
Estimating manpower requirements → recruitment → selection → placement and orientation → training and development → performance appraisal → promotion and career planning → compensation.
Recruitment vs selection
Recruitment is positive - searching for and attracting candidates, creating a pool. Selection is negative - rejecting unsuitable candidates through tests and interviews. Recruitment always precedes selection.
Sources: internal (transfer, promotion) and external (campus recruitment, direct recruitment, casual callers, advertisement, employment exchange, placement agencies, recommendations, web publishing, contractors).
Selection steps
Preliminary screening → selection tests (intelligence, aptitude, personality, trade, interest) → employment interview → reference checks → selection decision → medical examination → job offer → contract of employment.
Training vs development
Training builds skills for the present job, short-term and job-oriented. Development is overall growth for future roles, long-term and career-oriented. On-the-job: apprenticeship, coaching, internship, job rotation. Off-the-job: vestibule training, classroom lectures, films, case study, computer modelling.
Worked example
A bank recruits 40 clerks. Preliminary screening removes applicants below 60% marks; an aptitude test on numerical and clerical speed shortlists 120; interviews leave 60; reference checks and medicals leave 42; 40 offers are issued. Reasoning: each stage is a filter that shrinks the pool, which is why selection is called negative. An intelligence test would be too general for clerks - aptitude measures the specific clerical ability the job demands.
Traps
Vestibule training is off-the-job, a very common error. Do not write that recruitment and selection are the same process.