recruiting hr

8/12/2019 Recruiting HR

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Recruitment and Selection

Process

HRM- Module II


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Recruitment

It involves attracting and obtaining as many

applications as possible from eligible job

seekers.

It is an initial step of hiring employees.

HRP JobAnalysis

DetermineRecruitment

and Selection

Needs


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Purpose & Importance

Determine the present and future requirements

of firm Increase the pool of job candidates at minimum

cost

Increase the success rate of selection process

Retain the selected candidates

Meet the organization's legal and socialobligations

Identify potential candidates Evaluate the effectiveness of various recruiting

techniques and sources of job applicants


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Strategy Development

Once it is known how many and what type ofrecruits are required, serious consideration

need to be given to :

Make or hire employees

Technological Sophistication

Where to Look

Sources of recruitment


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The Recruitment and selection Process

Steps in recruitment and selection

Candidates become employee

Employment

Planning andforecasting

Recruiting Build

a pool ofcandidates

Applicants

complete

application

forms

Use selection

tools like

testing, screen

out most

applicants

Interview

candidates to

make final

choice


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Recruitment and Selection Process

Employment Planning and forecast

Recruiting (Building a pool of candidates)

Applicants complete application forms

Use selection tools like tests and GD to screen outmost applicants

Interview the final candidates to make final choice


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Factors Governing Recruitment

External forces

Supply and demand Unemployment rate

Labor market

Political- legal issues

Sons of soil Image of Company

Internal Forces

Recruitment Policy

HRP

Size of the firm

Cost

Growth and Expansion


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Linking Employers Strategy to PlansEmployers Strategic plan

Diversity Integrate vertically

Expand geographically

On what basis we can compete

Marketing &

sale

Production

plan

Financial

Plan HR plan

Personnel

plans

Training and

Development

Compensation

plans

Labor

Relations

plan

Security and

safety plan

Employee

selection

plans

Recruitment

plans

Personnel

forecast

Employers

functional

plan


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Process


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R & S Process


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Sources of recruitment

Sources of Recruitment

recruitment

Present Employees

Employee referral

Formal Employees

Previous Applicants

Walk-ins and Write-ins

Consultants

Contractors

Displaced Persons

Radio & Television and News papers

Acquisition & Merger

Compensation

E- Recruiting

Advertisements

Employment Exchange

Professional and trade Associations

Campus Recruitment


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Forecasting Personnel Needs How many people you need?

other factors like demographics, growth planand turnover history.

Tools to project personnel needs;

Trend Analysis : studying variations in firmsemployment level over last few year(Compute no. of employees at the end of eachyear of the last 5 years in each sub group, e.g.

sales production, administration etc)

Ratio Analysis

The Scatter plot


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y = 0.9821x + 3.5714

R = 0.9596

0

100

200

300

400

500

600

700

800

900

1000

0 200 400 600 800 1000

numb

erofnurses

hospital size


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Use of Computers to Forecast

Personnel Needs

Computerized forecast will enable manger tobuild on more variables into his personnel

projections.

Labour per unit of production, average staffrequired for production, sales

Helps in managerial judgment


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Forecasting the supply of Inside

candidates

Estimate the supply of both inside and outside

candidates e.g. for internal we have personnel

inventory and development record form..

Personnel replacement chart for top positions

shows current performance, promotability

and potential replacement plan.

Computerized skill inventories are used to

track as many employees.


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Internal Recruitment

Present Employees (Promotion Transfers)

Employee Referrals (A good source whenemployees recommend successful referrals, they are

also paid sometime monetary incentives which iscalled findersfees)

Former employees

Previous Applicants


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External Recruitment

Professional or Trade Organizations

Advertisements

Employment Exchange

Walk-ins and Write-ins and talk-ins

Consultants (ABC Consultants, Ferguson Associates, HR Consultants,Head hunters)

Contractors

Displaced Persons

Radio and television

Acquisition and Mergers


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E- Recruiting/ Virtual Recruitment

E- recruiting involves screening of candidateselectronically, directing potential hires to a

special websites for online skill assessments,

conducting background checks over theinternet, interviewing candidates via

videoconferencing and mangling the entire

process with web-based software.


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Why Recruiting ?

?

Internal Sources and finding internal candidates

Job posting on company website of bulletin

boards.

Rehiring who left your firm

Succession planning filling top positions e.f ICICI

Bank announced the name of Chanda Kochhar asthe successor to MD Mr. M.V. Kamath .

Develop inside candidates


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Outside sources of candidates

Recruiting via internet go online to look for jobs,

most organizations recruit through their own websites, or job boards , e.g. timesjobs.comandmany online job portals, social media, FB,LinkedIn.com, Monster Networking

Dot-jobs Domain

Virtual Job Fairs

Using applicant tracking

Web-based recruiting is rapidly replacing helpwanted ads, but print adds are still very popular.

Media.. Local newspaper


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Job Hunting Apps for iPhone, iPad and iPod

touch

1. Jobcentreplus2. Pocket CV

3. Monster Jobs for iPad

4. CV-Library HD

5. ResuM86. Jobsite Jobs

7. Interview Questions Pro

8. Resume Designer9. Interview Skills

10. LinkedIn


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Temp Agencies and Alternative staff

Supplement their permanent workforce by

hiring temporary workers through temporary

employment agencies

Direct hiring and through temp agency

E.g. Nike hired Kelly Services to manage Nikes

temp needs.


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Offshoring and outsourcing

Extreme examples of alternative staffing

Having out side vendors supply services

Offshoring is a narrower term it means

vendors abroad supply services that the

companys own employees previously did in-

house.


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Campus Recruitment

College recruiting

Others like Referrals and walk-ins

Telecommuters Military Personnels reemployement for

military personnels


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Selection

Selecting Human Resources


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Selection

Selection is the process of picking individuals(out of the pool of Job applicants) with

requisite qualifications and competence to fill

jobs in the organization.


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Selection as a Source of Competitive

Advantage

The role of selection in an organizations

effectiveness is crucial for at least, two

reasons.

1. Work performance depends on individuals.

2. Cost incurred in recruiting and hiring speaks

volumes about role of selection.


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Selection Process Selection External Environment

Internal environment

Employment Interview

References & backward

Analysis

Selection Decision

Physical ExaminationJob Offer

Employer Contract

Evaluation

Selection Tests

Preliminary Interview

Rejectedapplications


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Fake CVs A big headache for Indian IT Industry & BPOs

Satyam VP-HR Mukund Menon once told ET, theyasked 500 people to leave after finding fabricateddocuments in their applications.

HSBC BOP unit of Hyderabad, and other IT majors likeIBM India, Infosys and TCS have found fabricateddocuments and falsely CV information.

A KPMG studyIndia Fraud Survey Report 2006shows 15-24 % of CVs in India are fake and 1 out of 3misrepresent the fact.

Case of Anand Shrivastava was appointed as directorTransition at VIZONa multinational BPO based inBangalore.


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Selection Tests

Job seekers who pass the screeningpreliminary interview are called for tests.

Tests like Scholastic Assessment Test(SAT) to test consistency and reliability

Tests are used to determine applicants'physical ability, aptitude and personality.


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Personality Test(Motivation to function in a Particular Environment)

The Bernsenter Personality Inventory e.g.measures ones self-sufficiency, neurotictendencies, sociability, introversion orextroversion locus of control, self confidence.

The Thematic Apperception Test (TAT) assessesindividuals achievement and motivational levels.

California Psychological Inventory (CPI)

The Thurstone Temperament Survey (TTS)

The Guilford Zimmerman Temperament Survey


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.tests

Interest Tests ( individuals activity preferences

and employee deciding upon career changes)

Graphology( It is test that seeks to predictsuccess or failure through ones handwriting, it is

vastly used in US)


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recruiting hr

Documents