Recruitment And Selection- Challenges and Practices

RECRUITMENT, SELECTION, PROCESS, METHODS AND STEPS,

ROLE OF RECRUITMENT CONSULTANTSelection:Is the process of discovering the qualifications & characteristics of the job applicant in order to establish their likely suitability for the job position.

A good selection requires a methodical approach to the problem of finding the best matched person for the jobSelection ProcessPreliminary InterviewSelection TestsEmployment InterviewReference and Background AnalysisPhysical ExaminationJob OfferEmployment ContractUse of psychological test in selectionWhy choose testingObjectivity good psychological tests are standardised on a large sample and provide normative data across a wide range of demographics and age cohorts. Well selected tests will allow you to demonstrate talents that may otherwise not be evident.

Validity psychometric tests are a more valid method of assessment than interviews, academic achievement & reference checks, and when utilised in combination (for example in an assessment centre) are highly predictive of future job performance.

Cost the cost of selection errors is large for both the employer and the employee. Psychometric tests help to minimise costs while maximizing potential fit between the candidate and the job.Brief history of testsComparisons of human attributes and differences have a very long history.

Hippocrates (400BC) attempted to theoretically define four basic temperament types: sanguine (optimistic), melancholic (depressed), choleric (irritable) and phlegmatic (listless and sluggish).

Galton - (19th century) measured human individual differences in terms of ability to discriminate between stimuli.

Binet - devised tests to measure differenced in specific human abilities. Now numerous tests measure specific abilities, strengths and competencies.Psychological tests (definition and dimensions)A selection procedure measure the personality characteristics of applicants that are related to future job performance. Personality tests typically measure one or more of five personality dimensions: Extroversion, Emotional stability, Agreeableness, Conscientiousness and Openness to experience.Types Of Psychological TestsPsychological tests fall into several categories: Aptitude tests: It refers to potentiality that a person has to profit from certain kind of training.Achievement tests: It helps to measure the proficiency that a person has been able to achieve. Intelligence tests: It attempts to measure the intelligencethat is, basic ability to understand the world around you, assimilate its functioning, and apply this knowledge to enhance the quality of your life. Or, as Alfred Whitehead said about intelligence, it enables the individual to profit by error without being slaughtered by it.[1] Intelligence, therefore, is a measure of a potential, not a measure of what youve learned (as in an achievement test), and so it is supposed to be independent of culture. IQ=Mental Age/Actual Age*100 For example, a six year old child with a mental age of 6 would have an IQ of 100 (the average IQ score); a six year old child with a mental age of 9 would have an IQ of 150. Today, intelligence is measured according to individual deviation from standardized norms, with 100 being the average.

ContNeuropsychological tests: It attempts to measure deficits in cognitive functioning (i.e., your ability to think, speak, reason, etc.) that may result from some sort of brain damage, such as a stroke or a brain injury. Occupational tests : It attempts to match your interests with the interests of persons in known careers. The logic here is that if the things that interest you in life match up with, say, the things that interest most school teachers, then you might make a good school teacher yourself. Personality tests : It attempts to measure your basic personality style and are most used in research or forensic settings to help with clinical diagnoses. Two of the most well-known personality tests are 1. Minnesota Multiphasic Personality Inventory (MMPI), or the revised MMPI-2, composed of several hundred yes or no questions, and 2. Rorschach (the inkblot test), composed of several cards of inkblotsyou simply give a description of the images and feelings you experience in looking at the blots.Specific clinical tests :It attempts to measure specific clinical matters, such as your current level of anxiety or depression. USES OF TESTSEvaluation of right candidate

Proper selection of candidate

Identifying the candidates personalityPlaces Where Psychological Testing Is UsedColleges or Educational InstitutesArmy,Navy etc.Bank AirlinesCompaniesSchoolsSo, now a days in most of the places candidates are evaluated on the basis of the psychological test. Advantagescan result in lower turnover due if applicants are selected for traits that are highly correlated with employees who have high longevity within the organization can reveal more information about applicant's abilities and interests can identify interpersonal traits that may be needed for certain jobsDisadvantagesdifficult to measure personality traits that may not be well defined applicant's training and experience may have greater impact on job performance than applicant's personality responses by applicant may may be altered by applicant's desire to respond in a way they feel would result in their selection lack of diversity if all selected applicants have same personality traits cost may be prohibitive for both the test and interpretation of results lack of evidence to support validity of use of personality testsTipsSelect traits carefully : An employer that selects applicants with high degree of 'assertiveness', 'independence', and 'self-confidence' may end up excluding females significantly more than males which would result in adverse impact.

Select tests carefully:Any tests should have been analyzed for (high) reliability and (low) adverse impact.

Not used exclusively: Personality tests should not be the sole instrument used for selecting applicants. Rather, they should be used in conjunction with other procedures as one element of the selection process. Applicants should not be selected on the basis of personality tests alone.Types of InterviewsStructuredUnstructuredMixedBehavioralStressful

BARRIERS TO EFFECTIVE SELECTIONPerceptionFairnessValidityReliabilityPressure

Stages In Selection Process:

Stage 1: Screening Of Application Forms.

Stage 2: Tests--Intelligence, Aptitude, Technical, Psychometric, Ability, Interest.

Stage 3: Selection Interview.

Stage 4: Selection Decision

RECRUITMENT PROCESS PRACTICES BY WIPROSteps Of Recruitment ProcessRECRUITMENT PROCESS FOR FRESHERWRITTEN /APPTITUDE.GROUP DISCUSSION.PSYCHOMETRIC TEST(CONDITIONAL).TECHNICAL INTERVIEWS(CONDITIONAL).HR INTERVIEWS.RECRUITMENT PROCESS FOR HIGHER POSTPSYCHOMETRIC TEST.

BUSINESS GAME.

HR INTERVIEWS.SELECTION PROCEDURE/STEPS1 PRELIMINARY SCREENING2 SENDING APPLICATION FORMS3 TRADE TEST4 WRITTEN TEST5 PSYCHOLOGICAL TEST6 INTERVIEW7 PHYSICAL TEST8 ON THE JOB TEST 9 REFERENCE10 ORIENTATION 11 FINAL SELECTION 12 INTIMATION TO SALARY DEPT.

Difficulties in Recruitment process Talent Acquistion. Expensive. Time Constraint. Retention of employees. Managing low attrition rate. Budget.Challenges in Recruitent & Selection:Talent ShortageAttrition RateReservations and other Gov. PoliciesRemoteness of JobScrutinity of employees credentials

Basic Diff. Between Recruitment and Selection:Recruitment- searching for and attracting applicants qualified to fill vacant positions

Selection- Analyzing the qualifications of applicants and deciding upon those who show the most potential

Case Study: Selection And Recruitment Practices in Wipro Tech Wipro Tech is an information technology service company established in 1980.

Employees Strength 78,000

Q & A Session with WIPRO HR:How requiremnt arises in Wipro? Acquisition of Projects, as per needs of PM,TL.

How do you come to know about technology on which the workforce have to be recruited.Project manager,technical lead handover(or mail) HR team about Job description as well as little bit project description ,& required technical competencies.

Cont....How do you come to know about no. of candidates to be recruited?First do check about current workforce which is on bench and having the required skill then we decide about no. of candidate to be recruited.

What's the first process of recruitment?If the recruitment is on small level and the skillset is easily available then we scan our database for candidates but if the recruitment is very large and skillset is presice (or scarcity of skillset ) then we give the advt in news papers.

Cont....What is the next step you follow ?We shortlisted the resume on the basis of skill and experience and availability of skill set in market, then we invite them for further process like Aptitude Test ,Group Discussion, Interview.Cont....What kind of professionals can find job opportunities with the company?

We have a rigorous recruitment process to ensure that we hire the best talent in the industry. All our HR processes are competency based.

Educational qualifications are function dependent.

In addition to a good education, we look for candidates with high potential, integrity and the ability to lead the organisation in future.

Our main focus is on `internal growth' and hence we look for candidates who are steady, interested in building a career with Wipro and who bring a new perspective to the organisation. Cont...What kind of retention policies do you implement to fight attrition? Our values and culture, freedom and autonomy, exciting challenges and opportunities for career advancement are our key retention tools. We work in a highly charged environment with talented and successful people that motivate one and all. We believe that apart from salaries, employees seek fast growth, exciting work environment and opportunity to make a difference through entrepreneurial ventures, amongst other things. Each employee has a career growth plan in place. Based on the career plan we give each of them opportunity to work in various functions to get a wide and varied exposure. We also have a compensation design, which aggressively differentiates between performers and non-performers. We were arguably the first FMCG company in XXX to offer stock options to employees. We also purge the bottom 10% on a regular basis so that they do not become a liability for others.Role of recruitment consultants

What is ConsultantA consultant (from the Latin consultare means "to discuss" ) is a professional who provides advice in a particular area of expertise such as accountancy, the environment, technology, law, human resources, marketing, medicine, finance, public affairs, communication, engineering, graphic design, or waste management.A consultant is self-employed or works for a consultancy firm, usually with multiple and changing clients. Types of Consultant Environmental consultants.Technology Consultant. Human Resource ConsultantMarketing ConsultantLaw ConsultantMedicine ConsultantFinance Consultant and many more.

What Is Recruitment Consultant"Recruitment consultants work with companies to help them find the right people for their positions. They also work for candidates to find a role that is suitable for them. The key skill of a recruitment consultant is to meet the needs of both the client and the candidate to ensure the best mutual fit; this is not simply a case of skills matching but of truly understanding the business and its culture, as well as the aspirations of the candidate." 36What are Advertisements..36ADVERTISEMENTWhat is advertisement? Advertising is a one-way communication whose purpose is to inform potential customers about products and services and how to obtain them

For Recruitment To provide information that will attract a significant pool of qualified candidates and discourage unqualified ones from applying.37COST

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