recruitment & selection final 1

7/28/2019 Recruitment & Selection Final 1

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RECRUITMENT


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Recruitment - Introduction

Recruitment is an important part of human

resource planning.

In all businesses, people are a vital resource -and they need to be managed.

The overall aim of the recruitment process is

to obtain the number and quality of employeesthat are required in order for the business to

achieve its objectives.


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Recruitment Recruitment is the process of generating a

pool of qualified candidates for a particular

job. The firm must announce the jobsavailability to the market and attract qualified

candidates to apply. The firm may seek

applicants from inside the organization,

outside the organization, or both.


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When it is done? It is important to appreciate that recruitment is

a continuous process -because of

Staff departures

Changes in the business

Promotions

Changes in business location.


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Recruitment Policy It is a guiding principle that governs the HR

practice relating to recruitment.

Recruitment Policy at Infosys

While recruiting new employees, Infosys takes adequate

care to identify the right candidate .The qualities thatInfosys is looks for in a a candidate are superior academicrecord ,technical skill & ingrained capacity for hard work.Infosys focus on people with high learnability.


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Factors Governing Recruitment Policy Internal Factor

1. Organization HR Policy

2. Nature of the job

3. Reputation of the firm


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External Factors

1. Supply & Demand

2. Unemployment Rate

3. Labour Market

4. Political & Legal Consideration


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Recruitment Process

Human Resource Planning

Strategy Development

Evaluation of sources of recruitment

Implementing the recruitment method

Evaluation & Control


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Strategy Development Make or Buy

Technological Sophistication

Geographic Distribution


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Sources of Recruitment Internal

External


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Internal Recruitment Sources

Present Employees

Employee Referrals

Former Employees


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Promotions & Transfers

Promotions involves movement of an employee

from a lower level position to a higher level

position accompanied by changes in duties,status & value.

- Personnel Records

- Skill Banks


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Some companies have a policy that all vacant

positions will be posted on the company

bulletin boards, in their internal publications,or other internal communication systems

Usually there is a stated time period for the

internal recruitment process after which thecompany can recruit externally

Internal Job Postings:


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Often used when employment demand

exceeds supply

Companies will post announcements of

vacancies within the company and will offer

some prize or monetary reward to employees

whose referrals result in new hires

Employee Referrals


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Advantages

1. Tends to build employee morale

2. Reduces the cost and time to recruit

3. Generally employees will recommend individualswhom they think can do a good job (own reputationat stake)

Limitations

1. Downside is if an employee recommends someoneand that person is not hired without a reasonableexplanation.


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Internal Recruitment: Advantages

Easier to evaluate applicants

Less expensive

Faster

More familiar with organization; less training

Motivational for current employees


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Internal Recruitment: Disadvantages

Business stagnation

Promoted employees do not necessarily have

potential to fill senior posts. Competition among employees could lead to

poor team cohesion (cooperation).


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College and University Recruiting & Job Fairs

Internet Recruitment

Employment Agencies

Media Sources

Competitors

External Recruitment: Sources


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- Many of the larger firms visits various universities

and polytechnics to interview potential job

candidates

- In many instances, the companies have no specific

jobs available but will hire management trainees

- Sometimes organizations will work together and have

a job fair where students and others can come and talkto representatives from various companies about job

opportunities

Campus Recruitment/Job Fairs


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Government: - focus is on people who are out of

work and who are having difficulty finding new

works sometimes have to make themselves

available for work to get government benefits.

Employment Agencies


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Executive Search firms (Headhunters) focus onmiddle to senior management/technical positions

Agency receives an order from a company and

then attempts to fill it. Agency does not get paid until they find a suitable

candidate

The final billing for the recruitment consultant

depends upon the policies of the client company,but generally ranges from anything between 8.33%to 30% of the candidate's annual CTC. This

percentage is according to the level ororganizational hierarchy of the client company.

Private Employment Agencies


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Internet Recruitment

Becoming one of the fastest growing areas of

recruitment

More cost effective than newspaper Fastest form of response time


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Internet Recruiting Methods

Internet Recruiting

Methods

Professional/

Career Web Sites

Employer Web Sites


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Internet Recruiting

Advantages

Recruiting cost savings

Recruiting time savings

Expanded pool of

applicants

Disadvantages

More unqualified

applicants

Additional work for HR

staff members

Many applicants are not

seriously seeking

employment

Access limited or

unavailable to some

applicants


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Raiding or Poaching

It refers to attracting the employees of

competitors firm with attractive offers to join

their firm.


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Anti Poaching Techniques

Co-operation Agreements

Benchmarked Recruitment practices

Reporting Bonuses


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Examples:

Pepsi was one of the companies to take Coca

Cola to court for hiring several of its marketing

& strategic employees. There was an agreementrestricting employees from joining competitors

within one year of leaving Pepsi.

Jet sued on its pilots for joining Sahara within afew month of completion of new generation

aircrafts training.


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External Recruitment: Advantages

New ideas and innovation

Does not disrupt current organizational chart

Signal to employees that business is changing Often no viable internal candidate


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External Recruitment: Disadvantages

Cost of recruitment very high

Advertising; Travel; Board and Lodging

Risky: Possibility that applicant may not be

successful in the job.

Morale of existing employees low due to lack

of opportunities.


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4. Implementing the recruitment method


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5.Recruitment Evaluation

Time in which jobs were filled

Cost per hire

Cost of operations Number of jobs filled

Number and quality of resumes/applications

Acceptance to offer ratio Analysis of rejected offers


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Common Recruitment Mistakes

Lack of specificity in job ads Too many unqualified applicants

Not communicating accurate information aboutthe job and/or organization Employees may become dissatisfied and leave


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Recent Trends in Recruitment:

Recruitment Process Outsourcing

The RPO is the form of Business Process

Outsourcing (BPO) where the client or theemployer transfers almost all or part of its

recruitment activities and functions to an

external service-provider.


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RPO Searching candidates through the job portals, job postings,

inbuilt database

CV/Resume screening

Response handling

Searching for both active and passive candidates

Reference checks

Database handling and maintenance

Skill testing

Interview process Short-listing

Interview and joining formalities

Induction and training.


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SELECTION


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Selection

The process of choosing from a group of

applicants the individual best suited for a particular

position and an organization

Goal of the selection process is to properly match

people with jobs and the organization

Individuals overqualified, underqualified, or do not

fiteither the job or the organizations culture, willprobably leave the firm


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Recruitment and Selection

Recruitmentis the first part of the process of filling a

vacancy, the consideration of sources of suitable contacts,

making contact with those candidates and attracting

applications from them.

Selection is the next stage, i.e. assessing the candidates

by various means, and making a choice followed by an

offer of employment.


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SELECTION PROCESS

Preliminary Interviews

Review of Applications & Resumes

Selection Tests

Employment Interviews Reference & Background Analysis

Selection Decision

Physical Examination

Job Offer

Employment Contract

Evaluation


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1.PRELIMINARY INTERVIEW

Initial applicant screening to remove

individuals who obviously do not meet the

position requirements A few straightforward questions are asked

May be well qualified to work in other open

positions


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Preliminary Interview

Telephone interviews

Computer interviews


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2. Review of Applications

Each person completes an application to

determine if there is a match between individual

and the position

Essential information included and presented in astandardized format

Certification that everything on the form is true

Employment at will. Permission to have his or her references checked


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3.Selection Tests

Types

Advantages

Potential Problems using Selection Tests


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Types of Employment/Selection Tests

Cognitive aptitude

Psychomotor abilities

Job Knowledge Work-sample (simulation)

Personality

Polygraph test Genetic

Graphoanalysis


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Cognitive Aptitude Tests

General reasoning ability

Memory

Vocabulary

Numerical ability


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Psychomotor Abilities Tests

Strength

Coordination

Dexterity


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Job Knowledge Tests

Measure a candidate's knowledge ofthe duties of the position for which he

or she is applying. These are commercially available.


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Work-Sample (Simulation)

Tests thatrequire an applicant toperform a task or set of tasks

representative of the job Such tests by their nature are job

related

Produces a high predictive validity,reduces adverse impact, and is moreacceptable to applicants


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Polygraph Tests

These are designed to ensure accuracy of

the information given in the applications.


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Personality Tests

A personality test can be used

to get a generalized overview

of an individual's character,

for example their anxieties,whether they are sociable,

assertive, extroverted or

introverted.


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Graphology Testing It is designed to analyze the handwriting

of an employee.

It is said that individuals handwriting can

suggest the degree of energy , inhibitions& spontaneity & elements of balance &control.

-measures match between personality & job

-gauges personality without candidatesawareness.

-suggest jobs that suits candidate best.


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Genetic Testing

Determines whether a person carries the gene

mutation for certain diseases, including heart

disease, colon cancer, breast cancer and

Huntingtons disease.


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Advantages of Selection Tests

Reliable and accurate means

of selecting qualified

candidates

Identify attitudes and job-

related skills

Cost & time effective


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Potential Problems Using Selection Tests

Test anxiety

Invasion of privacy


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4. The Employment Interview

Goal-oriented conversation in which interviewer

and applicant exchange information


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Content of the Interview

Occupational experience

Academic achievement

Interpersonal skills Personal qualities

Organizational fit

Candidates objectives


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Types of Interviews

Unstructured

(nondirective)

Structured (directive

or patterned)

Behavior Description


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Unstructured (Nondirective) Interview

Asks probing, open-endedquestions

Encourages applicant todo much of the talking

Often time-consuming

Different information fromdifferent candidates


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Structured (Directive or Patterned) Interview

Situational questions

Job knowledge questions

Job-sample simulationquestions

Worker requirements

questions


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Behavior Description Interview

Find knowledge, skills, abilities andbehaviors important for job success

Determine which behavioral questionsto ask about particular job to elicitdesired behaviors

Develop structured format tailored for

each job Set benchmark responses - examples

ofgood, average and badanswers

Train interviewers


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Methods of Interviewing

One-on-one interview - Applicant meetsone-on-one with an interviewer

Group interview - Several applicants

interact in the presence of one or morecompany representatives

Board interview - Several of the firms

representatives interview one candidate Stress interview - Anxiety is intentionally

created


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Potential Interviewing Problems

Premature judgments

Interviewer domination Inconsistent questions


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5.Personal Reference Checks

Provides additional insightinto applicant information

Verification of accuracy Applicant often required to

provide names of several

references More emphasis on

previous employment

investigations


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Professional References and Background Investigations

Previous employment

Education verification

Personal reference check

Criminal history

Driving record

Workers compensation history


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Methods of checking references

The four most commonly used methods of

checking references are:

1) by telephone,2) by email

3) in person,

4) a combination of the first three. Reference checking is a shared responsibility

between HR leaders and line managers.


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6. The Selection Decision Person whose qualifications most closely

conform to the requirements of the open

position should be selected.


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7. Physical Examination

Determine whether applicant is

physically capable of working.

Legal liabilities.


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Notification to Candidates

Results should be made known to candidatesas soon as possible

Delay may result in firm losing prime

candidate

Unsuccessful candidates should also bepromptly notified


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8. Making the Job Offer

Offer Guidelines

Formalize the offer with a letter to the applicant

clearly stating the terms and conditions of

employment.

Avoid vague, general statements and promises.

Require return of a signed acceptance of the offer.


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Employment Contract


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Evaluation


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Examples:

The automotive giant Tata Motors holds

online selection tests to recruit employees.

The company also sponsors scholarships at

the prestigious Indian schools. It runs an

employee referral program where it

encourages the involvement of the existing

workforce for recruiting the right talent.


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Wipro Technologies, India's third largest IT services

exporter, is broadbasing the role of its partners for

recruiting IT professionals. Partners or manpower

consultants help the IT companies in sourcing the ITprofessionals for a particular business vertical.

Wipro feels this will be a more stable business

model and a win-win strategy as its partners will be

responsible for sourcing the manpower and training

them.


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Questions?

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