By Nisha Hariyani

Recruitment

MAIN POINTS COVERAGE

• Concept of Recruitment

• Factors Affecting Recruitment

• Recruitment Policy

• Sources of Recruitment

• Need for Flexible and Proactive Recruitment Policy

• Evaluation of a Recruitment Program

Recruitment

• 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 projects

• 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

Recruitment

• Problem of booming B Schools• Headhunters scouting around for MBAs• 2000 witnessed an alarming rise in

number of institutes, offering management education both at the undergraduate & PG

• All these needs atleast 200 MBAs for teaching faculty

• Most of MBAs join industries • Management are worried• Where to find qualified & eligible MBAs…?

Recruitment Recruitment is the process of searching

for prospective employees and stimulating them to apply for jobs in the organizations.

Selection starts where

recruitment ends

FACTORS AFFECTING RECRUITMENT

• Organizational / internal factors

• Environmental / external factors

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

SOURCES OF RECRUITMENT

Internal Search

HRIS Job portalsNotice

boards Circulars

SOURCES OF RECRUITMENT

External Search

Advertise-ments

Employee referrals

Educational institutions

Interested applicationsEmployment

agencies

Human resource planningHuman resource planning

Identify HR requirementsIdentify HR requirementssurplus

Retrench/layoffs

demand

Determine numbers, levels &Criticality of vacancies

Determine numbers, levels &Criticality of vacancies

Choose the resources & Methods of Recruitment

Choose the resources & Methods of Recruitment

Analyze the cost & timeinvolved

Analyze the cost & timeinvolved

Organizational Recruitment policy

Job analysis

Start implementing the Recruitment program

Start implementing the Recruitment program

Select and hireSelect and hire

Evaluate the ProgramEvaluate the Program

Process of recruitment

EVALUATION OF A RECRUTIMENT PROGRAM

• The recruitment policies, sources & methods have to be evaluated from time to time

• Successful recruitment program shows– No. of successful placements– No. of offers made– No. of applicants– Cost involved– Time taken for filling up the position

It is easier to go down a hillthan up, but the viewIs best from the top.

Arnold Bennet

Thank You Questions ???

By Nisha Hariyani

SELECTION

How crucial is selection process?

Its better not to select then selecting a bad candidate

SELECTION

Selecting the right candidate

Selecting the right candidate

Rejecting the wrong candidate

Rejecting the wrong candidate

Selecting the wrong candidate

Selecting the wrong candidate

Rejecting the correct candidate

Rejecting the correct candidate

POSITIVE OUTCOME

NEGATIVE OUTCOME

SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION

THE SELECTION PROCESSResumes/CVs ReviewResumes/CVs Review

Analyze the Application BlankAnalyze the Application Blank

Conducting Tests and Evaluating performance

Conducting Tests and Evaluating performance

Preliminary InterviewPreliminary Interview

Reference checks Reference checks

Job OfferJob Offer

Initial Screening InterviewInitial Screening Interview

Medical ExaminationMedical Examination

Placement Placement

Core and Departmental Interviews

Core and Departmental Interviews

ACCEPT

REJECTIONOffer to the next suitable candidate

SELECTION METHOD STANDARDS

• Reliability– Reliability can be measured by using:

• The repeat or test-retest approach• The alternate-form or parallel-form method• The split-halves procedure

• Validity– Criterion validity– Content validity– Construct validity

• Generalizability– Generalizability of a selection method is defined

as the degree to which its validity, established in one context, can be extended to other “primary contexts”.

Utility

Legality

APPLICATION FORMS

Personal information Educational qualifications Work experience Salary Personality items Reference checks

EVALUATION OF APPLICATION FORMS

– Clinical method:• In this method, all the information furnished by the

applicant in the application form is analyzed and inferences are made about applicant's personality.

– Weighted method:• In this method, certain points or weights are

assigned to each item in the application form.

ETHICAL ISSUES IN APPLICATION FORM DESIGN

SELECTION TESTS

Intelligence tests

Achievement tests

Interest tests

Aptitude tests

Situational tests

Polygraph tests

Personality tests

Graphology

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

Great interviews requires smart skills

THE INTERVIEW PROCESSPreparation Preparation

Setting Setting

Conduct of InterviewConduct of Interview

Closing an InterviewClosing an Interview

Evaluation Evaluation

Reference ChecksReference Checks

Medical ExaminationMedical Examination

PLACEMENTThe determination of the job

to which an accepted candidate

is to be assigned and

his assignments to the job.

Questions?

Thank You