RecruitmentProf. Rupesh Pais

Learning Objectives•Concept of Recruitment•Factors Affecting Recruitment•Recruitment Policy•Sources of Recruitment•Need for Flexible and Proactive

Recruitment Policy•Evaluation of a Recruitment Program

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

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

Constraints & Challenges

•Poor Image•Unattractive job•Conservative internal policies•Limited budgetary support•Restrictive policies of Government

Factors affecting Recruitment

•Organizational / internal factors

•Environmental / external factors▫Political ▫Economical▫Social ▫Technological

Sources of Recruitment

•Internal Sources

Internal Search

HRISIntranet portalsNotice

boards Circulars

Sources of Recruitment

•Internal Sources

Merits Demerits

Economical Limited Choice

Suitable Inbreeding

Reliable Inefficiency

Satisfying Bone of contention

Sources of Recruitment

•External Sources

External Search

Advertise-ments

Employee referrals

Educational institutions

Interested applicationsEmployment

agencies

Sources of Recruitment

•External Sources

Merits Demerits

Wide choice Expensive

Injection of fresh blood Time consuming

Motivational force Demotivating

Long term benefits Uncertainty

Methods of Recruitment - Internal•Promotions and Transfers•Job Posting

▫Career Shift•Employee referrals

▫Employee referral programs▫Posters▫Emails▫Kick off parties

Methods of Recruitment - Direct•Campus Recruitment

▫Guidelines for Campus Short list campuses Choose recruitment team carefully Pay smartly, not highly Present a clear image Do not oversell yourself Get in early

Methods of Recruitment - Indirect•Advertisements

▫Newspaper▫Magazines

Methods of Recruitment – Third Party•Private employment search firms•Employment Exchanges•Gate hiring /Contractors•Unsolicited Applicants / Walk ins•Internet recruiting

▫Naukri.com, monster.com

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

Evaluation of Recruitment Program•The recruitment policies, sources &

methods have to be evaluated from time to time

•Successful recruitment program shows▫Yield Ratio

No. of successful placements No. of offers made No. of applicants

▫Cost involved▫Time Lapse Data (TLD)

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 ???

SelectionProf. Rupesh Pais

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

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.

SELECTION TESTS

Intelligence tests

Achievement tests

Interest tests

Aptitude tests

Situational tests

Polygraph tests

Personality tests

Graphology

Selection Testing•Intelligence Test

▫It measures learning ability•Aptitude Test

▫It measures ability to learn skills•Personality Test

▫Measures basic aspects of individuals like, motivation, emotional balance, self-confidence etc.

•Achievement Test▫It measures the proficiency

Selection Testing

•Simulation Test•Graphology Test

▫Studying handwriting of candidate to know the person’s personality

•Polygraph Test▫Lie detector

•Integrity test

Selection Testing

•Assessment Center▫The in-basket▫The leaderless group discussion▫Business games▫Individual presentations▫Structured interviews

Selection Method Standard • Reliability

▫Reliability can be measured by using: The repeat or test-retest approach Inner-rater Intra-rater

• Validity▫Criterion validity

Predicts the important criteria ▫Content validity

Predicts actual work situation▫Construct validity

Predicts essential traits

Types InterviewsInterviewsInterviews

PreliminaryInterview

PreliminaryInterview

Selection Interview

Selection Interview

Decision-makingInterview

Decision-makingInterview

Formal &Structured Interview

Formal &Structured Interview

UnstructuredInterview

UnstructuredInterview

Stress Interview

Stress Interview

Situational Interview

Situational Interview

Panel Interview

Panel Interview

In-depth Interview

In-depth Interview

The Interview Process

Preparation Preparation

Setting Setting

Conduct of InterviewConduct of Interview

Closing an InterviewClosing an Interview

Evaluation Evaluation

Interviewing Mistakes

•Snap judgment•Cultural noise

Great interviews requires smart skills

Questions?

Thank You