Recruitment and SelectionAND YES..!!

SOCIAL MEDIA ALSO HELP YOU…

Prepared By: Milan PadariyaCo-Founder

Stark Softs Pvt Ltd

Recruitment

• Organizational activities that provide a pool of applicants for the purpose of filling job openings.

• Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations.

• Tata owned Jaguar-Land Rover (JLR)

has announced a major drive to recruit 600 engineers and technical staff to work on its 700-million-pounds project.

• Besides, there are a "significant number" of vacancies in its purchasing, finance and human resources departments. It is also launching a programme aimed at recruiting

Purposes and Importance

• To provide a pool of potentially qualified job candidates.

• Increase the pool of job candidates at minimum cost.

• Help increase the success rate of the selection process by reducing the number of visibly under-qualified or overqualified job applicants.

• Help reduce labor turnover in the future.

• Determine the present and future

requirements of the organization in conjunction with its personnel planning and job-analysis activities.

• Begin identifying and preparing potential job applicants who will be appropriate candidates.

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

• Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

Factors Governing Recruitment

A. External Factors :

(1) The supply and demand of specific skills in the labor market.

(2) When the unemployment rate in a given area is high, the company's recruitment process may be simpler.

(3) Labor-market conditions in a local area are of primary importance in recruiting for most non-managerial, supervisory and middle-management positions. However, so far as recruitment for executive and professional positions is concerned, conditions of all India market are important.

(4) Legal consideration: We have central and state Acts dealing with labor. They cover working conditions, compensation, retirement benefits, and safety and health of employees in industrial establishments. There are Acts which deal with recruitment and selection.

(5) The company's image is also important in attracting large number of job seekers.

B. Internal Factors

(1) Recruiting policy : One such internal factor is the recruiting policy of the organization whether internal or external.

(2) Temporary and part-time employees : Another related policy is to have temporary and part-time employees. An organization hiring temporary and part-time employees may not be able to attract sufficient applications.

(3) Local citizens : In multinational corporations (MNCs), there is the policy relating to the recruitment of local citizens.

(4) Human Resource Planning : A company must follow the programme of Human Resource Planning for the purpose of quick and easy recruitment. Effective HRP greatly facilitates the recruiting efforts.

(5) Size : Size is another internal factor having its influence on the recruitment process. A large organization will find recruiting less difficult.

A good recruitment policy

• Complies with government policies• Provides job security• Provides employee development

opportunities• Flexible to accommodate changes• Ensures its employees long-term

employment opportunities• Cost effective for the organization

Steps Of Recruitment Process

Decision is made as to whether recruitment is necessary

Job description is prepared

Specification is prepared

Plans are made on how and when to advertise

Applicants are short-listed

References are requested

Candidates are invited for interviews and selection tests

The successful candidate is offered the job and signs the contract of

employment

RECRUITMENT PROCESS FOR FRESHER

• WRITTEN /APPTITUDE• GROUP DISCUSSION• PSYCHOMETRIC TEST(CONDITIONAL)• TECHNICAL

INTERVIEWS(CONDITIONAL)• HR INTERVIEWS

RECRUITMENT PROCESS FOR HIGHER POST

• PSYCHOMETRIC TEST

• BUSINESS GAME

• HR INTERVIEWS

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

Selection

• The process of making a ‘hire’ or ‘no hire’ decision regarding each applicant for a job.

• The mechanism that determine overall quality of the human resource in an organization.

• A formal definition of Selection is:-

• “ It is the process of differentiating between applicants in order to identify (and here) those with a greater likelihood of success in a job.’’

 

• Factors affecting selection process:

1. Related to the applicant• Aptitude of the candidate• Education and training• Basic knowledge of psychology• Physical, mental, social qualities• Family background

2. Related to the organization• Role of management• Norms of selection• Flexible method as per situation

• Selection procedure:

1. Inviting a blank application2. P.I.3. Reference check4. Physical examination5. Psychological test6. Intelligence7. Personality8. Aptitude and skills9. Determination of terms of service10.Appointment11. Initial orientation

INTERVIEWS

InterviewsInterviews

PreliminaryInterview

PreliminaryInterview

Selection Interview

Selection Interview

Decision-makingInterview

Decision-makingInterview

Formal Structured Interview

Formal Structured Interview

UnstructuredInterview

UnstructuredInterview

Stress Interview

Stress Interview

Group InterviewMethod

Group InterviewMethod

Panel Interview

Panel Interview

In-depth Interview

In-depth Interview

1.Application forms:

• Invite application forms prospective candidates from the various sources identified by the recruitment

• Primary objective is to collect and evaluate the information about candidate…

• Screening is necessary when large number of applications are available

• Detailed statements are made and interview call letters are sent to the candidates.

2.Personal interview:

3. To gain an insight into an mental abilities and personality of an applicant

4. Unstructured interview “tell me something about yourself…”

5. Enhance the effectiveness of an interview by following the structured interview.

6. Situational questions to know how they respond to the particular work situation

7. Stress interview by putting an applicant in a stress by embarrass or frustrate him

8. Group discussion

In-basket method for sales people:

• Includes problems, messages, reports that might be a part of the job.

• Applicant asked to deal with this type of issues and measured by their response

3. Reference check:

• Information of application is not always true, so reference check is required about job experience and collage degree

4. Physical examination:

• Medical test before selection is required by some organizations

• It includes weight, height, B.P., heart beat, E.N.T. testing, neuro-psychiatric test and previous medical treatment history

• Many companies conduct drug test to know the level of drug use by the applicant

5.Psychological test:

• Variety off tests are used to measure ability includes verbal, qualitative and cognitive skills

• Test of measuring general cognitive ability (g), used as a predictor of job performance

• Higher level of ‘g’ indicates that the person can learn faster and be a top performer

6. Intelligence:

• Used to determine mental ability• It measures intellectual capacity like memory

power, word fluency, and inductive learning

7.Personality:

• To measure non-intellectual characteristic like motivation interest, ability to adapt and adjust, desire for level of interpersonal relationship

• Test to identifies the traits of Edward Personal Preference Schedule

8.Aptitude:

• Measure the persons’ current level of skills at certain tasks

• Rejecting applicants is wrong as they can trained in the companies training program

9.Determination of terms of service:

• Terms are related to compensation pattern, salary, commission structure, travel and medical allowance, leaves with pay etc.

• Determine before issuing the appointment letter

9.Appointment:

• End of the selection exercise• Includes terms and conditions, last date to join,

signed by appointing authority• Person is required to join before expiry date

9.Initial orientation:

• Process to provide the information about job and the organization

• Includes origin and growth of the firm, information about the department, duties and rights

Social Media as a Recruitment Tool

Source of candidates

Builds and leverages off networks

Employee/employer branding

Research tool

Complements a company’s careers site (not to be used

instead of a corporate careers site)

Employer transparency

Engage in conversation with customers, suppliers and

internal stakeholders

Twitter as a Recruitment tool

•Advertise job opportunities

• Network with industry leaders

• Source of candidates

• Employer branding tool

• Reach a wider and passive audience

• Respond to comments, requests, feedback, complaints in

real time

• Follow discussion on various recruitment topics

• Engage in conversation and headhunt talent

Company presence on Twitter

FacebookErnst & Young, Deloitte, Hallmark, Apple and the CIA all have dedicated Facebook recruitment strategies

Facebook is being used as a strategy to connect with passive candidates and to build long term talent pools

Aussie iconic brand Bushells have successfully created a group with a following of 8500 people who make comments and share ideas

“Facebook is more than social networking, it’s a force for social action”

Mark Zuckerberg, founder

LinkedIn

Seen by users as a credible extension of their resume and a way to research relevant industry information:

Search employees and target organisations Join Groups to join in discussions and have access to industry information Network with other industry professional Reference check

LinkedIn

Researching through

Groups

Contributing in discussion

Advertising job opportunities

Networking with prospective candidates/ clients/ colleagues

Slideshare

•An online forum to share or browse Power Point Presentations or Word Documents either publicly or privately.

•Information source:

• Search for webinar presentations or topics of interest

• Reports/ stats

Slideshare …But what makes Slideshare Social Media?

• It is a highly measurable online tool

• It allows you to become part of an online community to share information

• You can comment and create discussions on topics of interest

• Allows you to network with industry professionals

YouTubeYouTube is the leader in online video, allowing people to easily upload and share video clips on www.YouTube.com and across the Internet through websites, mobile devices, blogs, and email.Founded in February 2005

• Channels created as a portal for recruitment videos, resumes • Available measurable data to calculate ROI

Did You Know?

93% of business owners are not skilled at interviewing

50% of hiring decisions are wrong Most decisions are made within 3 minutes

Most decisions are made on emotion

Men are influenced by female candidates’ appearance

50% of employees have admitted to being in the wrong job

Dishonest People

37% of resumes are phony 25% of work histories are falsified

85% of university students have admitted to cheating

So What Are The Consequences?

42% of a manager's time is spent addressing conflict

33% of employees admit to stealing

30% of business failures are directly related to employee theft

A corporation fails every 3 minutes

96% of all companies fail within 10 years

"A Bad Beginning Makes a Bad Ending"

EuripidesGreek Writer

THANK YOU…