recuitment and selction

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Recruitment and Selection

Ms. Rajasshrie



Recruitment

It is the process of finding and attracting capable

applicants for employment. The process begins

when new recruits are sought and ends when theapplications are submitted. The result is a pool of

applicants from which new employees are selected



P urpose and Importance of Recruitment

Increase the pool of job candidates at minimum cost

Help to increase the success rate selection process by reducing thenumber of visibly under-qualified and overqualified job applicants

Help to reduce the probability that job applicants, once recruited and selected, will leave the organization only after short period of time

To begin identifying and preparing potential job applicants who will be appropriate

Increase organizational and individual effectiveness in the short term and long term



Recruitment

It involves attracting and obtaining as many

applications as possible from eligible job

seekers



Search for perspective Employees / source

Internal Sources

Present Permanent Employees

Considering current employee for higher level of job due to

availability of most suitable candidate for the position

Present Temporary or Casual Employees

Temporary employees can be made permanent on the

requirement of manpower

Retrenched or Retired Employees

Retired or retrenched can be called back on the duties if they

are capable of performing duties.

Dependent of deceased, disabled, retired and presentemployees

Some organization employ these kind of people to

developing the commitment and loyalty of the employee



Reasons why organization prefer Internal source

Internal recruitment can be sued as a technique to motivation

Morale of the employees can be improved

Trade union can be satisfied

Cost of selection can be minimized

Cost of training, induction, orientation, period of adapt the



External Source

C ampus recruitment :

Several organization prefers to employ inexperienced candidates from EducationInstitutions like technology, science, management, arts etc.

P rivate employment agencies / consultants :

Many private consultancies and employment agencies are available in the market andthey do provide suitable manpower

P ublic employment exchange :

The Government set-up Public Employment Exchange in the country to provideinformation about vacancies to the candidate and also help organization to find candidate

P rofessional organizations :

Professional association and organization maintain complete bio-data of their membersand provide information about vacancies to the candidate



Data banks :

Organization can collect data bank from different education & training institution andfrom employment agencies

C asual applicants

It depend on the image of the organization employee directly approach to the

organization

S imilar organization

Experienced candidates are available in the similar organization exists.



Modern Sources Recruitment

Walk-in Company advice potential candidate to walk in for the interview.Which saves

company time and candidate¶s time

Consult-in The dynamic companies encourage the potential job seekers to approach them

personally and consult them regarding the jobs Head Hunting

Head-hunting The companies request professional organization to search for the best

candidates particularly for the senior executive positions

Body Shopping Professional organizations and the hi-tech training institutes develop the pool of

human resources for the possible employment. The professional and traininginstitutions are called µbody shoppers¶ and these activities are known as bodyshopping. Body shopping is also known as employee leasing activity.



Mergers and Acquisitions

Business alliances like acquisitions, mergers and take avers help in

getting human resources.

E-Recruitment

Organization advertise job vacancies through the world wide web. Job

seeker send their application through e-mail using Internet.

Lost cost recruitment

Reduction in time for recruitment

Increase in the selection ration i.e. recruiting more candidates



S timulate the candidates to apply for a Job

Traditional Techniques

Promotions

Transfers

Advertising

Modern Techniques

Scouting

Salary & Perks

ESPOs



T raditional T echniques

P romotions

Most of the internal candidates would be stimulated to take up

higher responsibilities and express their willingness to be

engaged in the higher level job

T ransfers E mployees will be stimulated to work in a new sections or

place if the management wishes to transfer them to the places

of their choice

Advertising Advertising is a widely accepted technique of recruitment. It

may be through news paper, television, web



M

odern T

echniques S couting

Sending the representation of organization to various sources of recruitment with a view to persuading or stimulating the candidates toapply for the job

S alary and perks

Companies stimulate the prospective candidates by offering higher level

ESOP s

Companies recently started stimulating employees by offering stock ownership to the employees through stock ownership programme



Selection



Meaning and Definition

After identifying the sources of human resources, searching for perspective employees and stimulating them to apply for the job in organization, the management has to perform thefunction of selecting the right employee at the right time.

S election decision is to choose the individual who can most successfully perform the job from the pool of qualified

candidates.



S election procedure can be effective once following specifications are clear

R equirement of job to be filled

E mployee specification (physical, mental, social and behavioral etc.)

Job description ± work details, hierarchy details etc



S teps in selection procedure

J ob analysis ±

E very employer should finalize the job analysis, jobdescription, job specification and employee specification

Recruitment

S earching candidates and stimulating them to apply for the jobs available in the company. Recruitment is the base of selection process. It develop applicants¶ pool

A pplication form

A pplication form is filled up by the candidates while applying for the job in a company. A pplication form include theinformation related to 1) personal background information 2)E ducational attainments 3) work experience 4) S alary 5)

personal details 6) references.



W ritten examination O nce the candidates selected on the basis of application

form candidates has to appear for written. It measures

candidate¶s ability in arithmetical calculations, to know

candidates attitude towards the job, candidates general

knowledge and E nglish proficiency

P reliminary interview T he preliminary interview is to solicit necessary

information from candidate and to assess the applicant¶s

suitability to the job



Business Games

Business games are widely used as a selection techniquefor selecting management trainees, executive trainees

and managerial personnel at junior, middle and topmanagement positions

Business game to evaluate applicant¶s areas of decision

making, identify potential, handling situation, problemsolving skills, human relation skill etc.

Some games are like Case study, R ole play, in-basket method, simulation



T ests

Many types of tests are available and which help to measurecandidate¶s behavior and potential on the job

T ypes of test

A ptitude T est

Intelligence test

Mental Age

IQ = ------------------- x 100

Actual Age

E motional Quotient

E motional Age

E Q = ------------------- x 100



E motional Quotient

Skill Tests : Mechanical A ptitude

Psychomotor Tests

Clerical aptitude test

Achievement Tests

Situation Test Personality test



Interview

P reliminary Interview

Informal interview

This interview can be conducted at any place in very informal way to find out the

initial information about the candidate

U nstructured interview

Candidate has given freedom to talk about himself and he will continue talking and employer will get information from the

C ore Interview

It is normally interaction between the candidate and the line executive or experts on various

areas of job knowledge, skill, talent etc. This interview may be in various forms

Background information interview

Job and probing interview Stress Interview

Group Discussion

Formal and structured interview

Panel interview

Depth interview



T ypes - Employment Interview

a) One to one interview There are only two participants ± the interviewer and Interview

b) Sequential Interview Takes the one-to-one a step further and involves a series of interviews, usually

utilizing the strength and knowledge base of each interviewer, so that eachinterviewer can ask questions in relation to his or her subject are of each

candidate, as the candidate moves from room to room

c) Panel Interview Consists of two or more interviewers and figure may go up to as many as 15.

Any panel interview is less intimate and more formal than the one-to-one, but if handled and organized well, it can provide a wealth of information. If not handled carefully, the panel interview can make the candidate feel ill at ease or confused



T ypes of Interviews

Structured A predetermined checklist of questions, usually asked of all

applicants

Useful for valid results, especially when dealing with large number of applicants

Unstructured Few, if any, planned questions, questions are made up during the

interview.

Useful when the interviewer tries to probe personal details of thecandidate to analyze why they are not right for the job

Mixed A combination of structured and unstructured questions, which

resembles what is usually done in practice

A realistic approach that yields comparable answers plus indepthinsights



Types of Interview

Behavioral Questions limited to hypothetical situations. Evaluation is based

on the solution and approach of the applicant.

Useful to understand applicant¶s reasoning and analyticalabilities under modest stress

Stressful

A series of harsh, rapid fire questions intended to upset theapplicant

Useful for stressful jobs, such as handling complaints



F inal Interview

Decision making interview After the candidates are examined by the experts including the line

managers of the organization in the core areas of job

The interviewer examines interest of the candidates in the job, organization,reaction to the working condition, career planning, promotional opportunities, work adjustment and allotment etc.

Medical E xamination

Medical E xamination can give the following information

W hether the applicant is medically suited for specific job

W hether applicant suffers from bad health

It reveals applicant¶s physical information



Reference Check

After completion of final interview and medical examination, the personnel dept. will engage the checking references.

Candidates are required to give the names of references in their application form

These references may be from individual who are familiar with thecandidate¶s academic achievement or from the applicant¶s previous employer, who is well versed with the applicant¶s job performance

Now a days in this knowledge driven competitive world referencecheck is integral part of selection process.



F inal Decision by Line M anager Concerned

Line manager concerned has to make final decision whether to

select or reject candidate after soliciting the required information

through different technique discussed earlier.

The line manager has to take much care in taking the final decision

not only because of economic implications and of the decisions but

also because of behavioral and social implications

A careless decision of rejecting would suspect the selection

procedure



Job Offer

The organization has to intimate the decision to thesuccessful as well as unsuccessful candidates.

The candidate after receiving job offer communicates

his acceptance to the offer or requests the companyto modify the terms and conditions of employment or

rejects the offer



Employment

The company may modify the terms and conditions of

employment as requested by the candidate

The company employs those candidates who accept

the job offer with or without modification of terms and

conditions of employment and place them on the job.



P lacement

The organization generally decides final placement after initial training is over on the basis of the candidate¶s aptitude and performance during the training / probation period.

If the performance is not satisfactory, the organization may extend the probation or ask candidate to quit the job.

If the employee¶s performance during the probation issatisfactory, his service will be regularized and he will be placed permanently on a job.



Induction

Induction is a systematic and planned introduction of employees to their job¶s their co-workers and theorganization.

Induction conveys three types of information

General information about the daily work routine

A review of the organization¶s history, founding fathers,objectives, operations and products or services, as well as theemployee¶s job contributes to the organization¶s needs

A detailed presentation, perhaps in a brochure, organization¶s policies, work rules and employee benefits



Induction P rocedure

There is no model Induction procedure E ach industry develops its own procedures as per its

need

Procedure should basically follow these steps

The new person needs time and a place to report to work

It is very important that the supervisor or the immediate boss

meet and welcome the employee to the organization

Administrative work should be completed. Such items as

vacations, probationary period, medical absences,

suggestion systems should be covered



The department orientation can be conducted. This should

include a get ± acquainted talk, introduction to the department,

explanation of the functions of the department and job

instruction and to whom he should look for help when he has

any problem

Verbal explanations are supplemented by a wide variety of

printed material, employee handbooks, flyers, employee

manual, house journals, picture stories, comics and cartoons,

pamphlets etc. along with short guided tour around the plant



Induction programs usually cover things like employeecompensation benefits, personnel policies, the employee¶sdaily routine, company organization and operations and

safety measures and regulations.

The new employee¶s supervisor is often given an orientationchecklist, personnel policies, the employee¶s daily routine,company organization and operation and safety measuresand regulations

recuitment and selction

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