Recruitment & SelectionRecruitment & Selection

RecruitmentRecruitment““Recruitment is the process of searching the candidates for employment andRecruitment is the process of searching the candidates for employment and

stimulating them to apply for jobs in the organisation.”stimulating them to apply for jobs in the organisation.”

Recruitment is the positive process as it attracts suitable applicants to apply for Recruitment is the positive process as it attracts suitable applicants to apply for available jobs. The process of recruitment :available jobs. The process of recruitment :

(1)(1) Identifies the different sources of labour supplyIdentifies the different sources of labour supply

(2)(2) Assesses their validityAssesses their validity

(3)(3) Chooses the most suitable source or sources, andChooses the most suitable source or sources, and

(4)(4) Invites applications from the prospective candidates for the vacant jobs. Invites applications from the prospective candidates for the vacant jobs.

““Recruitment is the process of finding and attracting capable applicants for Recruitment is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from when their applications are submitted. The result is a pool of applicants from which new employees are selected.”which new employees are selected.”

A recruitment programme helps the firm in at least four ways:A recruitment programme helps the firm in at least four ways:• Attract highly qualified and competent peopleAttract highly qualified and competent people• Ensure that the selected candidates stay longer with the company.Ensure that the selected candidates stay longer with the company.• Make sure that there is match between cost and benefit.Make sure that there is match between cost and benefit.• Help the firm create more culturally diverse work force.Help the firm create more culturally diverse work force.

Process of RecruitmentProcess of Recruitment

Human Resource Planning

Identify the Human Resource requirement

Determine the number, levels and criticality of vacancies

Choose the sources

Organisational Recruitment Policy

Analyse the Cost & Time

Job Analysis

Start the Recruitment Programme

Screen & select the candidates

Evaluate the Programme

Factors Affecting RecruitmentFactors Affecting RecruitmentOrganizational FactorsOrganizational Factors

An An organization’s reputationorganization’s reputation depends on its size, area of business, depends on its size, area of business, profitability, management etc., eg. Strong values would attract a profitability, management etc., eg. Strong values would attract a better response to a recruitment drive.better response to a recruitment drive. The The organisational cultureorganisational culture and the attitude of its management and the attitude of its management towards employees also influence candidate’s decision to apply to towards employees also influence candidate’s decision to apply to an organization.an organization.Another contributes to the success of a recruitment programmers Another contributes to the success of a recruitment programmers the the geographical locationgeographical location of the vacant position. of the vacant position.The amount of The amount of resource allocatedresource allocated also determine the success of a also determine the success of a recruitment drive.recruitment drive.The The channels and methodschannels and methods used to advertise the vacancy also used to advertise the vacancy also determine the success of a recruitment programme.determine the success of a recruitment programme.

Environmental Factor (External Factor)Environmental Factor (External Factor)The situation in the labour market, the demand for manpower, the The situation in the labour market, the demand for manpower, the demographic the knowledge and skills set available , all determine demographic the knowledge and skills set available , all determine the response to a recruitment programme.the response to a recruitment programme.The stage of development of the industry to which the organization The stage of development of the industry to which the organization belongs also influences the results of the requirement program.belongs also influences the results of the requirement program.Culture , social attitudes and believes also impact the effectiveness Culture , social attitudes and believes also impact the effectiveness of the requirement program.of the requirement program.

Recruitment PolicyRecruitment Policy““The recruitment policy is concern with quantity and qualifications of The recruitment policy is concern with quantity and qualifications of

manpower”. According to Yoder, “recruitment policy establishes board manpower”. According to Yoder, “recruitment policy establishes board guidelines for the staffing process. It should reflect the reputation and image guidelines for the staffing process. It should reflect the reputation and image of the organization.of the organization.

Example:Example: recruitment policy of C-DAC (Centre for Development of Advance recruitment policy of C-DAC (Centre for Development of Advance Computing), follows all mode in the recruitment approach i.e. press Computing), follows all mode in the recruitment approach i.e. press advertisement, campus recruitment, through consultant, special recruitment advertisement, campus recruitment, through consultant, special recruitment drives and headhunting agencies. drives and headhunting agencies.

The basic qualifications of induction inThe basic qualifications of induction in: : Technical grade:Technical grade: B.Tech/B.E, M.Sc, MCS, M.C.A, M.Tech and Ph.D. B.Tech/B.E, M.Sc, MCS, M.C.A, M.Tech and Ph.D.Administrative streamsAdministrative streams: MBA and diplomas with specific specializations.: MBA and diplomas with specific specializations.

A good recruitment policy complies with government policies on hiring.A good recruitment policy complies with government policies on hiring.A good recruitment policy is based on A good recruitment policy is based on

the organization's objectives,the organization's objectives, identification of the recruitment needsidentification of the recruitment needsPreferred sources of recruitmentPreferred sources of recruitmentCriteria for selection and preferencesCriteria for selection and preferencesThe cost of RecruitmentThe cost of RecruitmentOther financial implicationsOther financial implications

Sources of RecruitmentSources of Recruitment

Different sources of recruitment can be employed, Different sources of recruitment can be employed, depending on various factors like the level of position, depending on various factors like the level of position, no. of people required, time available and the fund no. of people required, time available and the fund allocated for the recruitment. The different sources of allocated for the recruitment. The different sources of recruitment:recruitment:

Internal Search/ SourceInternal Search/ Source

The organizations which go in for an internal search The organizations which go in for an internal search normally announce the vacancy through the displays on normally announce the vacancy through the displays on notice boards, circulars sent to different dept. or through notice boards, circulars sent to different dept. or through the company’s internet. Candidates from within the the company’s internet. Candidates from within the organization respond to this ‘job posting’ by sending in organization respond to this ‘job posting’ by sending in their applications, this information about the vacancy their applications, this information about the vacancy ensure by the HR Dept.& the management evaluates all ensure by the HR Dept.& the management evaluates all the applicants and makes the final selection. the applicants and makes the final selection.

There are various methods of recruiting from external There are various methods of recruiting from external sources. some of the popular methods are :sources. some of the popular methods are :

advertisements, advertisements,

campus recruitments, campus recruitments,

Job Portal, Job Portal,

employee referrals, employee referrals,

employment exchanges,employment exchanges,

private placement agencies etc. private placement agencies etc.

External SourcesExternal Sources

RESUME DATABASE

EmployeeReferral Job sitesEmail

WebsiteRegistration

Job Fairs CampusRecruitment

RecruitmentVendor

Advertisement

Professional or Trade Association

Employment Exchanges

Campus Recruitment

Walk-ins and write-ins

Consultants

Contractors

Displaced Persons

Radio & Television

Acquisitions & Mergers

Competitors

E-Recruiting

Present Employees

Employee Referrals

Former Employees

Previous Applicants

Inte

rnal

sou

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Ext

erna

l So u

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Sources of Recruitment

Internal SourcesInternal Sources External SourcesExternal Sources

1.1. Internal recruitment is a quick Internal recruitment is a quick process. It involves search of process. It involves search of candidates from within the candidates from within the organization. organization.

2.2. This process is cheaper. It This process is cheaper. It does not involve any cost of does not involve any cost of contracting the external contracting the external sources. sources.

3.3. The existing staff members The existing staff members are motivated to improve their are motivated to improve their performance.performance.

4.4. Choice of candidate is scope Choice of candidate is scope of fresh limited. The scope of of fresh limited. The scope of fresh talent is diminished.fresh talent is diminished.

5.5. Internal sources help in Internal sources help in saving time of officials saving time of officials responsible for recruitment.responsible for recruitment.

1.External Recruitment is a 1.External Recruitment is a lengthy process. It involves finding lengthy process. It involves finding candidates from outside the candidates from outside the organization.organization.

2. This process is costly as 2. This process is costly as vacancies to be notified in vacancies to be notified in newspaper etc.newspaper etc.

3.The workers feel dissatisfied if 3.The workers feel dissatisfied if external sources are used.external sources are used.

4. The business can hope for 4. The business can hope for talented candidate from outside . talented candidate from outside . This means infusion of new blood This means infusion of new blood and new ideas into the enterprise.and new ideas into the enterprise.

5. External sources of recruitment 5. External sources of recruitment are time-consuming.are time-consuming.

Comparison of Internal and External RecruitmentComparison of Internal and External Recruitment

Techniques or Methods of RecruitmentTechniques or Methods of RecruitmentIdentification of the sources of recruitment helps in finding the location of

prospective candidates for vacant jobs. But recruitment techniques & method are concerned with the way to tap the various sources of recruitment. The methods of recruitment may be classified as follows;

1. Direct recruitment

2. Indirect Recruitment

3. Recruitment Through third party

Direct Recruitment;

Under this method, an employer can establish direct contact with the prospective candidates in the following ways:

• Campus Recruitment

• Internships

• Walk in Interview

Indirect Recruitment:

It involves dissemination of recruitment message or advertisement through public media, i.e. ,

• newspapers and magazines• T.V. and radio.

Recruitment through Third Party:

Under this method , recruitment is done through parties including:• Employment agencies and exchange;• Management consultants or professional search firms known as head

hunters:• Professional Associations:

Evaluation of recruitment programmeEvaluation of recruitment programme

Recruitment strategies, policies and objectives need to be Recruitment strategies, policies and objectives need to be evaluated from time to time to test their effectiveness and evaluated from time to time to test their effectiveness and their conformance to the organizational strategies, policies their conformance to the organizational strategies, policies and objectives;and objectives;

The success of recruitment programme can be judged based The success of recruitment programme can be judged based on a number criteria, some of these are;on a number criteria, some of these are;The number of success placements.The number of success placements.The number of hiringThe number of hiringThe number of offers madeThe number of offers madeThe number of applicantsThe number of applicantsThe cost involvedThe cost involvedThe time taken for filling up the position.The time taken for filling up the position.

SelectionSelection

Selection is the process of picking individuals (Out of the pool of the job applicants) with requisite qualifications and competence to fill jobs in the organization.

It is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.

Recruitment & Selection are the two crucial steps in the HR process and are often used interchangeably. While recruitment is said to be positive in its approach as it seeks to attracts as many candidates as possible. Selection, on the other hand, is negative in its application in as much as it seeks to eliminate as many unqualified applicants as possible in order ton identify the right candidates.

Selection Decision OutcomesSelection Decision Outcomes

Correct Correct

DecisionDecision

Reject Reject

ErrorError

Accept Accept

ErrorError

CorrectCorrect

DecisionDecision

Accept Reject

Successful

Unsuccessful

Late

r Jo

b P

erfo

rman

ce

The Selection process can have four possible outcomes. Two of the The Selection process can have four possible outcomes. Two of the possible outcomes have a positive effect on the organization., whereas the possible outcomes have a positive effect on the organization., whereas the other two have negative impact. other two have negative impact.

1. The first positive out come is selecting the right candidate . It is obvious that the impact of this going to be positive.

2. The second positive outcome is rejecting and unsuitable candidate. This also have a positive impact because, had an unsuitable candidate being selected, he would not have performed successfully on the job.

3. The two negative outcomes are selecting an unsuitable candidate, or rejecting the right candidate. In the first case , the cost of having an unsuitable candidate in the job is high. In the last case whereas the right candidate is rejected, the organization losses potential candidate who could have turned out to be an asset to the organization because of his contribution.

Selection ProcessSelection Process

Selection process in an organization depends on the organization's strategy and objectives, the tasks and responsibilities of the job and the qualifications, experience and characteristics required in an individual to perform these tasks and responsibilities successfully.

Internal Environment

External Environment

Preliminary Interview

Employment Contract

Job Offer

Physical Examination

Selection Decision

Reference and Background Analysis

Employment Interview

Selection Tests

Evaluation

Rej

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ants

Selection Tests

Different types of test are used as selection methods to evaluate an applicant. There are different Tests designed to evaluate different aspects to performance, like intelligence, aptitude, attitude, etc.Some of these tests are discussed below:

•Intelligence Tests: These are the first standardized tests developed by psychologists. Alfred Binet and Theodore Simon, two French psychologists, explicitly defined the component of intelligence as “reasoning, judgment, memory, and the power of abstraction. “ They measured intelligence as the “general mental ability of the individuals in intelligent behaviors”.

•Aptitude Tests:It measure an individual’s ability to learn a given job, when given adequate training. Mechanical, clerical , linguistic, musical and academic abilities are some of the examples of job related aptitudes. .

•Achievement Tests:Tests measure the job-related proficiency and knowledge of the applicants. These tests can be classified as “Job knowledge” tests and “work sample” tests. which is evaluate the knowledge of the applicant in his areas of experience is tested

•Situational Tests:Situational Tests are generally used in middle and senior level management selection, to test the applicant’s likely responses to real –life business situations. The candidates are exposed to simulated business situations and their responses are recorded and evaluated.

•Interest Tests:Its identify & understand the degree of interest a candidate has in a job. For Example , a candidate who looks for variety in his job might not be interested in doing a mechanical and monotonous job.

•Personality Tests:Personality tests help in understanding the basic job-related personality traits of an employee. Tese tests help in assessing an individual’s value system, emotions, maturity and other personal characteristics. which expressed in personality traits like self confidence, tact's, optimism, decisiveness, conformity, objectivity, judgment, dominance or submission and stability.and honesty.

•Polygraph Tests:Are conducted to tests the validity and truthfulness of an applicant’s answer, by monitoring the physical changes in his body as he answer a series of questions.

•Graphology:It involve examining an individual’s handwriting to assess his personality, emotional characteristics

Recruitment Vs. SelectionRecruitment Vs. SelectionBasisBasis RecruitmentRecruitment SelectionSelection

1.1.MeaningMeaning

2.2.NatureNature

3.3.AimAim

4.4.ProcedureProcedure

5.5.Contract of Contract of serviceservice

6.6.NumberNumber

Process of searching candidate for vacant Process of searching candidate for vacant jobs and making them applying for the jobs and making them applying for the same.same.

Positive process as it stimulate s people Positive process as it stimulate s people to apply for the vacant jobsto apply for the vacant jobs

Attract more and more candidates for Attract more and more candidates for vacant jobs. vacant jobs.

The firm notifies the vacancies through The firm notifies the vacancies through various sources and distributes various sources and distributes application forms to candidates.application forms to candidates.

No contractual relation is created. No contractual relation is created. Recruitment implies communication of Recruitment implies communication of vacancies onlyvacancies only

No. restriction upon the no. of candidate.No. restriction upon the no. of candidate.

Process of selection of the right Process of selection of the right types of the candidates and offering types of the candidates and offering them jobs.them jobs.

Negative process as it leads to Negative process as it leads to rejection of unsuitable candidate.rejection of unsuitable candidate.

To pick up the most suitable people To pick up the most suitable people for the vacant jobs.for the vacant jobs.

Thee firm asks the candidates to Thee firm asks the candidates to pass through a number of stages pass through a number of stages such as filling of forms, employment such as filling of forms, employment tests, interview, medical exam, etc,. tests, interview, medical exam, etc,.

It follows the recruitment and it leads It follows the recruitment and it leads to a contract of service between the to a contract of service between the employer and the employee.employer and the employee.

Only a certain number of candidates Only a certain number of candidates are selected.are selected.

An interview helps in assessing the applicant’s profile and comparing it with the job profile for suitability. Some candidates may provide false information in their applications, just to gain employment. The other advantage of an interview is the employer can sell his organization and the job to the candidate during the course of the interview.

There are several types of interviews these are described below.

INTERVIEWS

•Preliminary Interview:

Preliminary interview are brief , first round interviews that aim to eliminate the applicants who are obviously unqualified for the job. These interviews are generally informal and unstructured and are conducted even before the candidates fill in the application blanks.

• Selection Interview:

A selection or core interview is normally the interaction between the job applicant and the line manager or experts, when the applicant’s job knowledge, skills, talent, etc, are evaluated and ascertained.

The Selection Interview can be of the following types:

1. Formal & structured Interview

2. Unstructured Interview

3. Stress Interview Group Interview method

4. Panel Interview

5. In-depth Interview

• Decision Making Interview:

After the applicant’s knowledge in the core areas of the job is evaluated by experts, including line managers in the organization, the applicants are finally interviewed by the departmental heads and the HR function.