selection and recruitment-1

8/7/2019 SELECTION AND RECRUITMENT-1

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SELECTION AND RECRUITMENT


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Meaning

The process of searching for andobtaining applicants for jobs, fromamong whom the right people can beselected


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Purposes and Importance

Determine the present and futurerequirements

Increase the pool of job candidates atminimum cost

Reduce the probability of employee turn over

Increase the success rate of the selectionprocess

Increase organizational and individualseffectiveness


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EFFECTS Positive Recruitment Process

Attract highly qualified andcompetent people

Ensure that the selected candidatesstay longer with the company

Make sure that there is matchbetween cost and benefit

Help the firm create more culturallydiverse work-force


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Negative Recruitment Process

Failure to generate qualifiedapplicants

There is no match between cost andbenefit

Extra cost on training and supervision Increases the entry level pay scales


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External Factors

Supply andDemandUnemployment rateLabor marketPolitical-socialSons of soilImage

Recruitment

Internal Factors

RecruitmentPolicyHRPSize of thefirmCostGrowth andExpansion


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RECRUITMENT PROCESS Planning

Strategy development Searching

Screening

Evaluation and control


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Offers/Acceptance(3:2)

Interviews/Offers(4:3)

Screening/Invites

(5:1)

Contacts/Screens(10:1)


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STRATEGY DEVELOPMENT Make Or Buy

Technological sophistication Where to look

How to look Internal Recruitment

Present Employees

Employee Referrals

Former Employees

Previous Applicants


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External Recruitment

Professional Trade associations Advertisements

Employment exchanges

College / University / Institute placement services

Walk-ins and Write-ins

Consultants

Contractors

Displaced persons

Radio and Television

Acquisitions & Mergers

Competitors


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E - Recruiting

Screening

Directing potential hires to skill assessment

Conduct background checks Interview through video conferencing

Cost savings ,Speed enhancement , Geographical reach

Unqualified candidates may appear, more e mails, resumes,internet access is a must.


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External Recruitment

Advantages

Benefits of new skills,

new talents and newexperiences toorganization

Compliance withreservation policy iseasy

Scope for resentment,jealousies and heartburnare avoided

Disadvantages

Better morale andmotivation associated withinternal recruiting is denied

to the organization It is costly

Chances of creeping infalse positive and fakenegative errors

Adjustment of newemployees to theorganizational culture takeslonger time


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EVALUATION & CONTROL

Salaries for Recruiters Management & professional time spent onpreparing job description,job specificationadvertisements,liaison etc..

Cost of advertisement Cost of producing supporting literature

Recruitment overheads & administrativeexpenses

Cost of overtime & outsourcing


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PHILOSOPHIES OFRECRUITING Traditional philosophy to get as many people

to apply for a job as possible Waiting in queues

Job dissatisfaction & employee turnover

Emphasis is on matching the needs of the

organization to the needs of the applicants Minimize employee turnover & enhance

satisfaction


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REALISTIC JOB PREVIEWS Provides complete job related information

to the applicants so that they can makeright decision before taking up jobs

Lower rate of employee turnover

High level of job satisfaction &

performance

Beneficial for organizations hiring at theentry level


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JOB COMPATIBILITYQUESTIONNAIRE

To determine applicants preference forwork match the characteristics of the job

Greater the compatibility of applicants

preferences & characteristics of the jobgreater the probability of employeeeffectiveness & longer the tenure

400 item instrument

Measures job factor related toperformance,satisfaction turnover andabsenteeism

ALTERNATIVES TO


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ALTERNATIVES TORECRUITMENT

Because of the cost of recruiting

OVERTIME

- When demand for product peaks- additional income for employee

- It results in Fatigue, increased accidents& more absenteeism

- Need to pay double wages


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EMPLOYEE LEASING

- Often called Staff outsourcing- Useful to small & medium sized firms

TEMPORARY EMPLOYMENT

- Low labour costs

- Easy access to experienced labour- Flexibility in future

- DISADVANTAGE- Do not know the workculture of the firm


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SELECTION

DEFINITION: It is the process ofdifferentiating between applicants in

order to identify (and hire) those with agreater likelihood of success in a job.


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OUTCOMES OF SELECTION

DECISION Mainly four different types

True positive

True negative

False positive error:Results in cost for training ,transfer or terminating the service

of employee.

Costs of replacing an employee with a fresh one-hiring,training, and replacement.

False negative error:

Costs associated difficult to estimate


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SELECTION PROCESS

EXTERNAL ENVIRONMENT

INTERNAL ENVIRONMENT

Preliminary interview

Selection testsEmployment interview

References and background

analysis

Selection decision

Physical examination

Job offer

Employment contract

Evaluation

REJECT

ED

APPLICANTS


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ENVIRONMENTAL FACTORS EXTERNAL

Supply and demand in labour marketUnemployment rate

Legal and political considerations

Companys image

INTERNALCompanys policy

Cost of hiring


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SELECTION TESTSTYPES:

Ability, aptitude and personality tests. Interest and graphology tests.

Polygraph tests

Medical tests


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Selection Decision

The most critical of all steps

Final decision is made after tests interviews and referencechecks.

It becomes a daunting task when many job-seekers lined forfinal selection.

HR Manager and Line Manager play a crucial here.


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Job Offer

Job offer is made through a letter of Appointment( when to report onduty )

Appointee should be give reasonable time for reporting.

Appointee is also required to obtain a relieving certificate.

Decency demands that rejected applicants should be informed.

Their application can be preserved for future use, if any.


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Barriers for Effective Selection

Perception

Fairness

Validity

Reliability

Pressure

Evaluation and Conclusion of Selection Programme:

- Reassuring the non selected candidate.

- An Audit for evaluation.

selection and recruitment-1

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