recruitment, selection and induction• according to prof. edwinaccording to prof. edwin flippo...

RECRUITMENT, SELECTION AND INDUCTION

COMPILED BY

RADHA IYERRADHA IYER

10/09/2014 1JMP/HRM/UNIT II/RADHA IYER

MEANING OF RECRUITMENTMEANING OF RECRUITMENT

Is the process for searching for and obtainingp g gapplications for jobs, from among whom the rightpeople can be selected.In simple words the process of identification ofIn simple words the process of identification ofdifferent sources of personnel is calledrecruitment.From this it can be deducted that recruitment isthe process concerned with the identification ofsources from where the personnel can besources from where the personnel can beemployed and motivating them to offerthemselves for employment.


DEFINITIONDEFINITION

• According to Prof. Edwin FlippoAccording to Prof. Edwin Flippo

“Recruitment is the process of“Recruitment is the process ofsearching for prospectiveemployees and stimulatingemployees and stimulatingand encouraging them toapply for jobs in anapply for jobs in anorganization.”


FEATURESFEATURES

• An aspect of manpower planningAn aspect of manpower planning.

• Is a process of activities rather than a single act or eventact or event.

• Like a linking activity bringing together those i h j b fill d h h k j bwith jobs to fill and those who seek jobs

• Positive process as the objective is to increase the selection ratio, that is, the number of applications per job opening.


Contd…Contd…

• Purpose is to locate the sources of peoplePurpose is to locate the sources of peoplerequired to meet job requirements andattracting such people to offer themselves foremployment in the concern.

• Two-way process. The recruitment process canbe completed with two people one recruiterand the recruitee.

• Pervasive function, as all organizations areinvolved in recruiting.


Contd…Contd…

• Possible to acquire the number and type ofPossible to acquire the number and type ofpersons necessary for the continuedfunctioning of the organization.

• It is a complex job, as too many factors affectit, such as the image of the concern, nature ofjobs offered, organizational policies, workingconditions, compensation, labour laws, trade

i i d li i l dunion attitudes, govt. policies, culture andenvironment etc.


NEED AND OBJECTIVESNEED AND OBJECTIVES

• According to Scott, Clothier and Spriegel the need arises due to the following:

a. Vacancies created due to transfer, promotion,recruitment, termination, permanent disability, death etc.

b. Vacancies created due to expansion, diversification andgrowth of business.

c. The normal population growthc. The normal population growthd. A rising standard of living,e. An increase in the competitive advantage of certain

concernsconcernsf. An increase in business arising from an upswing during

the recovery period of a business cycle.


STEPSSTEPS

1 Receives requisitions from any department1. Receives requisitions from any departmentmentioning the positions to be filled, no. ofpersons to be recruited duties to bepersons to be recruited, duties to beperformed, qualifications required from thecandidate terms and conditions ofcandidate, terms and conditions ofemployment, the time by which personshould be made available for employmentshould be made available for employmentetc.


Contd….Contd….

2 Assessment of personnel requirements through2. Assessment of personnel requirements throughjob description and job specification.

3 Locating and developing the sources3. Locating and developing the sources

4. Identification of the prospective employees withparticular combinations of skill experienceparticular combinations of skill, experience,education and other personnel attributes.

5 Communicating the information about the5. Communicating the information about theorganization, the job, terms and conditions ofserviceservice


Contd…Contd…

6 Encouraging the identified candidates to6. Encouraging the identified candidates toapply for jobs in the organization.

7 Evaluating the effectiveness of recruitment7. Evaluating the effectiveness of recruitmentprocess.


SOURCES OF RECRUITMENTSOURCES OF RECRUITMENT

INTERNAL EXTERNAL


INTERNAL SOURCES OF RECRUITMENTINTERNAL SOURCES OF RECRUITMENT

• The internal sources of recruitment are as follows:

1. Present EmployeesPromotion and transfer from among the present employees can be good source of recruitment. Transfer means shifting of an employee fromTransfer means shifting of an employee from one job to another without any major change in the status and responsibilities of the employee.Promotion is shifting to a higher position having higher status, responsibilities and pay.


Contd…Contd…

2. Employee Referrals. p oyee e e a sEmployees can have a good prospects bymotivating their family members and friends tog yapply, the employees can introduce them to thecompany.Low costProvide a large pool of potential organization

bmembers.Employees know the organization also very well.


Contd…Contd…

3. Former Employees3. Former EmployeesRetired may be willing to come back on a part-time basis or may recommend someone.time basis or may recommend someone.Those who left the company for one or the other reason may want to come back.other reason may want to come back.Those who left for other jobs may be willing to come back for higher emoluments.come back for higher emoluments.The advantage is the performance is already known.known.


Contd…Contd…

4 Previous Applicants4. Previous Applicants

Though it is not an internal source, those who have applied previously may be contacted byhave applied previously may be contacted by mail.

Q i k d i i fillQuick and inexpensive way to fill an unexpected vacancy.


MERITS OF I.S OF RMERITS OF I.S OF R

a. Improves moraleThe employees are assured of higher positions whenevervacancies arise.Existing employees are given preferences in promotion.Existing employees are given preferences in promotion.Outsiders are employed only when suitable candidatesare not available from within.

b Proper Evaluationb. Proper EvaluationManagement gets an opportunity to evaluate the existing employees.Th i d b d id t t d thThe service records may be used as a guide to study the suitability of them.


Contd…Contd…

C EconomicalC. Economical

The employees within the organization arewell trained and acquainted to thewell trained and acquainted to theorganization, hence training cost is saved.

D P L lD. Promotes Loyalty

The employees feel part and parcel of theorganization and will always try to promoteorganization’s interests.


Contd…Contd…

E Motivation TechniquesE. Motivation Techniques

As there is a scope for promotions and higherresponsibility jobs employees will try to put inresponsibility jobs, employees will try to put intheir best efforts.

F S i l R ibiliF. Social Responsibility

By giving opportunities to existing employees,the organization is fulfilling socialresponsibility also.


Contd…Contd…

G Stability of EmployeesG. Stability of Employees

As the organization provides better scope the employees may stay with the enterpriseemployees may stay with the enterprise.

H. Trade Union Support

Trade unions always support the existingemployees so there will be no conflict on thisscore.


DEMERITSDEMERITS

Curbs flow of new blood into an organization.Curbs flow of new blood into an organization.If promotion is based on seniority, capable persons will be left out.persons will be left out.All vacancies can not be filled up within the organization.organization.The source is not available for the newly developed enterprise.developed enterprise.Mobility of labour is restricted and chances of favoritism are higher.favoritism are higher.


Contd…Contd…

Causes frustration among the employees whoCauses frustration among the employees who are not selected.

The likes and dislikes of the supervisors playi l i h l i fan important role in the selection of

personnel.


EXTERNAL SOURCES OF RECRUITMENTEXTERNAL SOURCES OF RECRUITMENT

a. Educational And Training Institutionsa. Educational And Training InstitutionsVarious institutes like IIMs, IITs, engineeringColleges, Medical Colleges, ManagementColleges, Medical Colleges, ManagementInstitutes etc are a good source.Provide facilities for campus interviews andProvide facilities for campus interviews andplacement.Placement cell officers serve as liaisonPlacement cell officers serve as liaisonbetween employers and students.Referred to as Campus Recruitment.Referred to as Campus Recruitment.


Contd…Contd…

B. Placement AgenciesgSeveral private consultancy firms like A.F.Fergusson Associates, Price Waterhouse, ABCConsultants etc perform recruitment function onConsultants etc perform recruitment function onbehalf of companies by charging fees.These agencies are particularly suitable forThese agencies are particularly suitable forrecruitment of executives and specialists.They perform all the functions of recruitment and

l i h h li i li d f hiselection so that the client is relieved of thisburden.The cost is very highThe cost is very high.


Contd…Contd…

c. AdvertisementAdvertisement is the best method of recruiting forhigher and experienced jobs.Advertisements are placed in local or national pressAdvertisements are placed in local or national press,trade or professional journals.The requirements are mentioned.The prospective candidates evaluate themselvesagainst the requirement of jobs, before sending theirapplications.ppManagement gets a wider range of candidates forselection.


Contd…Contd…

4. Employment Exchangep y gThese are run by the governments. Interested candidates can register.Vacancies will be notified whenever there is a need.Exchange supplies list of candidates with required

lifi tiqualifications.The Employment Exchanges Act 1959 makes itobligatory for both public and private sectorobligatory for both public and private sectorenterprises to fill certain types of vacancies throughemployment exchanges.


Contd…Contd…

E Casual CallersE. Casual Callers

Due to widespread unemployment in the country,many job seekers visit the offices of well knownmany job seekers visit the offices of well knowncompanies on their own.

Such candidates are considered to be a nuisanceSuch candidates are considered to be a nuisance.

A waiting list of such unsolicited visitors can beprepared to fill temporary and lower level jobsprepared to fill temporary and lower level jobs.

It is inexpensive.


Contd…Contd…

F Labour ContractorsF. Labour Contractors

Manual workers can be recruited throughcontractors who maintain close links with thecontractors who maintain close links with thesources of such workers.

Thi i f d i l b fThis is often used to recruit labour forconstruction jobs.

When the contractor leaves the organization,people employed through his also go.


Contd…Contd…

G Similar OrganizationsG. Similar Organizations

Experienced employees can be recruited byoffering better benefits to the people workingoffering better benefits to the people workingin similar organizations.

N l bli h d i i f ll kNewly established organizations of well knownbusiness houses always recruit experienced

i d h i l f hexecutives and technical experts from thepublic sector.


Contd…Contd…

H. Gate RecruitmentUnskilled workers in industries such as jute, work as ‘badli’ or substituted workers.They may be employed whenever a permanentThey may be employed whenever a permanent employee is absent.Most efficient badlis may be recruited to fill permanent

ivacancies.A notice may be displayed on the company notice board.Such recruitment is often referred to as direct recruitment.


Contd…Contd…

I. Walk-ins, Write-ins and Talk-ins,In walk-ins job seekers submit unsolicited applicationletters or requests.Walk-ins are preferable as they are free from hasslesassociated with other methods of recruitment.In write ins job seekers send written enquiries andIn write-ins job seekers send written enquiries andthey are asked to complete application forms forfurther processing.In talk-ins job aspirants are required to meet therecruiters on an appropriate date for detailed talks.


Contd…Contd…

J. Web site or e-recruitmentJ. Web site or e recruitmentThe companies advertise through world wide web (WWW).web (WWW).The aspirants send in their applications.The merits are as follows:The merits are as follows:a. Low costb Reduced timeb. Reduced timec. Right type of peopled Efficiency in recruiting processd. Efficiency in recruiting process


Contd…Contd…

K. Poaching / Raidingg / gPoaching means pulling in an competent andexperienced person who is already working inanother reputed company who may be a rivalanother reputed company who may be a rivalcompany.Attraction could be through pay packages andAttraction could be through pay packages andother terms and conditions.HMT, Indian Airlines examplesThis may weaken the competitive strength of thefirm.


Contd…Contd…

L. Outsourcing. Outsou c gConsultancy firms, these supply HRs to various companies based on their needs on temporary or p p yad-hoc basis.

M. Mergers and AcquisitionsBusiness alliances like acquisitions, mergers andtakeovers help in getting human resources.The companies with surplus offer theiremployees to other needy organizations.


Contd…Contd…

N. Body Shoppingy pp gProfessional organizations and the hi-techtraining institutes develop the pool of humanresources for the possible employmentresources for the possible employment.The employers contact these organizations torecruit the candidates.recruit the candidates.These are known as body shoppers andorganizations are known as body shopping.It is used mainly for computer professionals.Also referred to as employer leasing activity.


Contd…Contd…

N Consult-inN. Consult in

The busy and dynamic companies encourage the job seekers to approach such companiesthe job seekers to approach such companies and they select from such companies.

O H d h iO. Head hunting

Also called as search consultants.

Applicable for senior executive positions.

P Campus RecruitmentP. Campus Recruitment


MERITS AND DEMERITS OF EXTERNAL SOURCE OF RECRUITMENT

MERITS DEMERITS

1. QUALIFIED PERSONNEL 1. DISSATISFACTION AMONG EXISTING STAFFSTAFF

2. WIDER CHOICE 2. LENGTHY PROCESS

3. FRESH TALENT 3. COSTLY PROCESS

4. COMPETITIVE SPIRIT 4. UNCERTAIN RESPONSE


DISTINCTION BETWEEN INTERNAL AND EXTERNAL SOURCE

INTERNAL SOURCE OF RECRUITMENT

EXTERNAL SOURCE OF RECRUITMENTRECRUITMENT

1. MEANINGRECRUITMENT

1. MEANING

2. TIME

3 COST

2. TIME

3 COST3. COST

4. CHOICE

3. COST

4. CHOICE

5. MOTIVATION OF STAFF 5. MOTIVATION OF STAFF


SELECTIONSELECTION

MEANINGMEANING

Carried out after recruitment.

S l i i l i ki h fi fSelection involves picking up the fits from apool of applicants and rejecting the unfits.

Negative process.

Purpose its to choose right type of candidatesp g ypto man various positions in the organization.

Aim is to reject unsuitable candidatesAim is to reject unsuitable candidates.


DEFINITIONDEFINITION

“Selection is the process in which candidates forSelection is the process in which candidates foremployment are divided into two classes –those who are to be offered employment andthose who are not.” ---------Dale Yoder

“Selection is the process of differentiatingbetween applicants in order to identify thosewith a greater likelihood of success in a job.”------Thomas Stone


FEATURESFEATURES

• Picking out the best suited menPicking out the best suited men.

• Negative process.

i f i• Begins after recruitment.

• It is a sorting process.

• Is like a sequence of hurdles.

• Is to reduce the probability of making reject orIs to reduce the probability of making reject or accept errors, while increasing probability of making correct decisionsmaking correct decisions.


Contd…Contd…

• Follows a standard pattern beginning with anFollows a standard pattern, beginning with an initial screening interview and concluding with the final employment decisionsthe final employment decisions.

• Aims at eliminating unsuitable candidates andensuring most competent people for thevacant jobs.


BENEFITSBENEFITS

• Right person for the right job.Right person for the right job.• Develops ability of an organization to attain its

goals effectively and develop a dynamicgoals effectively and develop a dynamicenvironment.

• Right personnel selection makes the PRMRight personnel selection makes the PRMfunction easier, employee contribution andcommitment will be at an optimum level andthere will be congenial employer-employeerelations.


Contd…Contd…

• Builds up a stable workforce.p• Helps to reduce absenteeism and labour turnover.• Helpful for increasing the efficiency and productivity of

the enterprise.• Increases the morale of the employees.

E bl th i ti t hi it bj ti• Enable the organizations to achieve its objectiveseffectively.

• When people get jobs of their taste and choice, theyWhen people get jobs of their taste and choice, theyget higher job satisfaction. This will build up contentedworkforce for the organization.


ESSENTIALS OF SOUND SELECTION PROCEDURE

• Someone should have the authority to selectSomeone should have the authority to select.

C h i j b d i i d j b• Comprehensive job description and jobspecification should be available beforehand.

• There must be sufficient number of applicantsppfrom whom the required number ofemployees may be selected.p y y


SELECTION PROCESSSELECTION PROCESS

• JOB ANALYSIS• ADVERTISEMENT• INTITIAL SCREENING AND PRELIMINARY INTERVIEW• APPLICATION BLANK• APPLICATION BLANK• SELECTION TESTS• SELECTION INTERVIEW• CHECKING REFERENCES• MEDICAL EXAMINATION• FINAL INTERVIEWFINAL INTERVIEW• JOB OFFER• EVALUATION


SELECTION PROCESSSELECTION PROCESS

• JOB ANALYSISJOB ANALYSIS

a. Consists of job description ( info related tojob) and job specification (info related tojob) and job specification (info related toperson).

b Wi h h b id li i hb. With the above said quality rightadvertisement can be placed, so right

did l f h j b h bcandidates may apply for the job, therebysaving the selectors time and effort.


Contd…Contd…

• ADVERTISEMENTADVERTISEMENT

a. Using various media like newspapers,magazines company’s website etc jobs canmagazines, company s website etc jobs canbe advertised.

b. Correct details for the candidates must beprovided.


Contd…Contd…

• INITIAL SCREENING AND PRELIMINARY INTERVIEWa. Applicants who do not fulfill the basic requirement

could be kept aside.b. Preliminary interview could be conducted so the right

candidates go through further selection stages.c Generally junior executive does the screening workc. Generally, junior executive does the screening work.d. At this stage, personality, age, qualifications, family

background of the candidate are tested.ge. The candidate may also informed of salary, working

conditions etc.


Contd…Contd…

• APPLICATION BLANKAPPLICATION BLANK

a. An application is provided to the candidateso as to collect correct information about theso as to collect correct information about thecandidate in his/her own handwriting.

b Th i f i ll d i bl k fb. The information collected in blank formrelates to biodata, educational qualifications,

k i i l i i iwork experience, curricular activities,references and salary demanded etc.


Contd…Contd…

• SELECTION TESTSSELECTION TESTSa. Applicants who pass the screening tests are

called for tests.called for tests.b. A test provides systematic basis for

comparing the behaviour attitudes andcomparing the behaviour attitudes andperformance of two or more persons.

c. Helps in reducing bias.c. Helps in reducing bias.d. Helps in better matching of the job with the

person.person.


Contd…Contd…

• SELECTION INTERVIEWSELECTION INTERVIEW

a. Oral examination

b i f l i d h i hi hb. It is a formal, indepth conversation whichevaluates candidate’s acceptability.

c. Adopted to select unskilled, skilled,managerial and professional employees.


Contd…Contd…

• CHECKING REFERENCESa. Reference may provide significant information

about the candidate because of his earlierassociationassociation.

b. The applicants are asked to name two or threepersons who know about his experience, skill,persons who know about his experience, skill,ability etc but should not be related to thecandidate.Th l k h i i i hc. The employer makes the investigation on thesuggested references.

d May not get frank opinion about the candidated. May not get frank opinion about the candidate.


Contd…Contd…

• MEDICAL EXAMINATIONa. Whether candidate is physically fit?b. Whether the candidate has health problems or

psychological attitudes likely to interfere withwork efficiency or future attendance?

c Whether the candidate suffers from bad healthc. Whether the candidate suffers from bad healthwhich should be corrected before he can worksatisfactorily?

d. Whether the candidate’s physical measurementsare as per the job requirements or not?


Contd…Contd…

• FINAL INTERVIEWa. To find out about the interest in the job one

more interview is conducted.b. The salary and other benefits may be negotiated

at this stage.• JOB OFFERa. Offer is made in the form of appointment letter.b. Generally, such letter contains a date by which

the candidate must report for duty.


Contd…Contd…

• EVALUATIONEVALUATION

a. The selection process ensures availability ofcompetent and committed personnelcompetent and committed personnel.

b. A period audit, conducted by people whok i d d l f h HRD ill lwork independently of the HRD, will evaluate

the effectiveness of the selection process.


recruitment, selection and induction• according to prof. edwinaccording to prof. edwin flippo...

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