RECTUITMENT AND SELECTION OF EMPLOYEES

MEANING OF RECRUITMENT Successful human resource planning should identify human resource needs of an organization. It is the first step in the recruiting and selection process. Human Resource Planning or personnel planning is the process of deciding what positions the firm will have to fill and how to fill them. Once HR needs are identified, we are able to do something to meet them. Recruitment forms the first stage of acquisition function. This is the process of locating potential candidates for selection. Recruitment is the process of finding and attracting qualified applicants for employment. It is the discovering of potential candidates for actual or anticipated organizational vacancies. The process begins when new recruits are sought and ends when their applications are submitted. The result is the pool of qualified applicants from which new employees are selected. FUNCTIONS OF RECRUITMENT assessing Recruitment Fixing Standards Making initial contact with prospective candidates Preliminary perusal and assessment of applications Short listing of probable candidates for selection Selection process like interviewing or testing Recording or documentation. OBJECTIVE OF RECRUITMENT POLICY

According to Yoder, following are the main objectives of recruitment policy : To find and employ the best qualified person for each job To offer promising careers and security To minimize the cost of recruitment To reduce the scope of favoritism and malpractice. FACTORS AFFECTING RECRUITMENT

INTERNAL FACTORS Image of the organization: an organization with poor image cannot attract a large number of applicants. Image of Job : if the job to be filled is unattractive, then recruiting a large and qualified pool of applicants will be difficult. Size and Growth Potential of the Organization: higher the size and growth potentials of the organization, higher the advancement opportunities. Internal Policies: may affect recruitment. Trade Union Requirements. Recruiting Budgets

EXTERNAL FACTORS Demographic Factors : Gender ratio, age group and education level, proximity of other organizationz offering employment. Labor Market : supply of labor may be plenty or shortage. SOURCES OF RECRUITMENT There are basically two sources of supply from where potential employees can be drawn. These are : Internal sources External sources

 Internal Sources: indicate recruiting qualified people from within the organization itself. Whenever any vacancy occurs , someone from within the organization is upgraded, promoted to another department. It uses internal circulation of job vacancy notice, reference from employees. Job rotation. It is a no cost source and it provides dependable candidate information. Advantages Of Internal Recruitment There is really no substitute for knowing a candidates strengths and weaknesses. So, it is often safer to promote employees from within since we have more accurate view of the persons skills. It is motivating to employees as they are preferred over outsiders when the vacancies occur. Inside candidates may be more committed to the company and improves employees morale. It provides opportunity for advancement. It improves the image of the organization. Demerits Of Internal Recruitment The promotion may be biased in nature and based on seniority rather than merit. Possible morale problem of those who are not promoted. Political infighting for promotion. This source encourages new blood from entering th organization. Inhibits innovation and creativity.

External Sources Of Recruitment: recruiting from outside the organization is known as external source. It uses advertising, job agencies, educational and vocational institutes etc. Advantages Of External Recruitment

Bringing some new and fresh ideas into the organization by utilizing the skills of external candidates. Improving the knowledge and skills of the organization. Improving and sustaining competitive advantage. Economical in the long run. External recruitment is a aform of communication whereby the organization projects its image to potential employees, customers and others outside the organization. Disadvantages Of External Recruitment

Costly Cause brain drain due to fear of lack growth potential. Demoralization of existing employees for alleged double standard and favor shown towards new recruitment from outside by offering better position and pay.

MOST WIDELY USED CHANNELS USED BY APPLICANTS AND RECRUITERS Walk-ins and write-ins Employee referrals Advertising Professional or executive search firms Educational institutions Labor union Internet recruiting Internship Open house EMPLOYEE SELECTION Recruitment and Selection are not synonymous. Recruitment means announcing job opportunities to the public in such a way that a good number of suitable applicants will apply for them.

Once a pool of suitable applicants are created through recruiting, the process of selecting applicants begin. Selection is the process of choosing the best one from among a number of alternatives. The process begins when recruits apply for employment and ends with the hiring decision. The objective of selection process are to select a candidate whose success probability in the job is the highest, and motivate right candidates to apply for vacancy by proper presentation of the organization to the potential candidates. RECRUITMENT AND SELECTION PROCEDURE

Selection is a decision making process. More or less companies follows the following recruitment and selection steps:

Organizations make a work plan for Human Resources at the beginning of the year in accordance with the approved business plan and budget provisions.

Then each division submits their month wise recruitment plan to HR for the whole year and on the basis of such requirement HR Division prepares the upcoming recruitment plan of each Department.

Based on the HR Planning, respective Department Head will inform HR on personnel requirement through Manpower Requisition Form after obtaining necessary approvals from the Managing Director.

In the manpower requisition from it must be stated how the vacancy has arisen and how it has to be filled up should be created in consultation with the departmental manager concerned.

Man profile should be developed with the assistance of the concerned manager.

HR department prepares an advertisement and arrange to send it to the newspaper. After preliminary reception of the applicants, HR department shortlist the applications on the basis of the factors like; academic background, desired age group, experience etc. this initial screening is based in the specific position requirement.

Issue letter or make phone calls to the short-list candidates asking them to appear for an interview which may include written test.

For vacancies at senior level, it is advisable not to take a written test. After the preliminary interview, the suitable candidates should be called for final interview. For selecting at entry level. The final interview may contain some exercises like individual presentation or group discussion etc.

After the group exercise, the selectors record observation and ratings at each stage of interview. On the basis of this record, candidates are selected.

HR Department calls the selected candidates and make offer the jobs. If the candidates accepts the offer, he must be sent for medical check-up and his reference checking must be done.

HR department will place the newly appointed man in the job for which he has been selected. Finally, when the new man is confirmed, the role of HR department regarding recruitment and selection is over.