Recruitment and Selection

Ms. Rajasshrie
Recruitment

It is the process of finding and attracting capable

applicants for employment. The process begins
when new recruits are sought and ends when the
applications are submitted. The result is a pool of
applicants from which new employees are selected
 Purpose and Importance of Recruitment

 Increase the pool of job candidates at minimum cost

 Help to increase the success rate selection process by reducing the

number of visibly under-qualified and overqualified job applicants

 Help to reduce the probability that job applicants, once recruited and
selected, will leave the organization only after short period of time

 To begin identifying and preparing potential job applicants who will

be appropriate

 Increase organizational and individual effectiveness in the short term

and long term
Recruitment
 It involves attracting and obtaining as many
applications as possible from eligible job
seekers
 Search for perspective Employees / source
 Internal Sources
 Present Permanent Employees
 Considering current employee for higher level of job due to

availability of most suitable candidate for the position

 Present Temporary or Casual Employees
 Temporary employees can be made permanent on the

requirement of manpower
 Retrenched or Retired Employees
 Retired or retrenched can be called back on the duties if they

are capable of performing duties.

 Dependent of deceased, disabled, retired and present
employees
 Some organization employ these kind of people to

developing the commitment and loyalty of the employee

 Reasons why organization prefer Internal source

 Internal recruitment can be sued as a technique to motivation

 Morale of the employees can be improved

 Trade union can be satisfied

 Cost of selection can be minimized

 Cost of training, induction, orientation, period of adapt the

 External Source

 Campus recruitment :

 Several organization prefers to employ inexperienced candidates from Education

Institutions like technology, science, management, arts etc.

 Private employment agencies / consultants :

 Many private consultancies and employment agencies are available in the market and
they do provide suitable manpower

 Public employment exchange :

 The Government set-up Public Employment Exchange in the country to provide

information about vacancies to the candidate and also help organization to find candidate

 Professional organizations :

 Professional association and organization maintain complete bio-data of their members

and provide information about vacancies to the candidate
 Data banks :
 Organization can collect data bank from different education & training institution and
from employment agencies

 Casual applicants
 It depend on the image of the organization employee directly approach to the
organization

 Similar organization
 Experienced candidates are available in the similar organization exists.
 Modern Sources Recruitment
 Walk-in
 Company advice potential candidate to walk in for the interview. Which saves
company time and candidate’s time

 Consult-in
 The dynamic companies encourage the potential job seekers to approach them
personally and consult them regarding the jobs
 Head Hunting

 Head-hunting
 The companies request professional organization to search for the best
candidates particularly for the senior executive positions

 Body Shopping
 Professional organizations and the hi-tech training institutes develop the pool of
human resources for the possible employment. The professional and training
institutions are called ‘body shoppers’ and these activities are known as body
shopping. Body shopping is also known as employee leasing activity.
 Mergers and Acquisitions
 Business alliances like acquisitions, mergers and take avers help in
getting human resources.

 E-Recruitment
 Organization advertise job vacancies through the world wide web. Job
seeker send their application through e-mail using Internet.
 Lost cost recruitment
 Reduction in time for recruitment
 Increase in the selection ration i.e. recruiting more candidates
Stimulate the candidates to apply for a Job

 Traditional Techniques  Modern Techniques

 Promotions
 Transfers  Scouting
 Advertising  Salary & Perks
 ESPOs
Traditional Techniques
 Promotions
 Most of the internal candidates would be stimulated to take up
higher responsibilities and express their willingness to be
engaged in the higher level job

 Transfers
 Employees will be stimulated to work in a new sections or
place if the management wishes to transfer them to the places
of their choice

 Advertising
 Advertising is a widely accepted technique of recruitment. It
may be through news paper, television, web
 Modern Techniques
 Scouting
 Sending the representation of organization to various sources of
recruitment with a view to persuading or stimulating the candidates to
apply for the job

 Salary and perks

 Companies stimulate the prospective candidates by offering higher

level

 ESOPs

 Companies recently started stimulating employees by offering stock

ownership to the employees through stock ownership programme
Selection
 Meaning and Definition

 After identifying the sources of human resources, searching

for perspective employees and stimulating them to apply for
the job in organization, the management has to perform the
function of selecting the right employee at the right time.

 Selection decision is to choose the individual who can most

successfully perform the job from the pool of qualified
candidates.
Selection procedure can be effective once following
specifications are clear

 Requirement of job to be filled

 Employee specification (physical, mental, social and

behavioral etc.)

 Job description – work details, hierarchy details etc

 Steps in selection procedure
 Job analysis –

 Every employer should finalize the job analysis, job

description, job specification and employee specification

 Recruitment

 Searching candidates and stimulating them to apply for the

jobs available in the company. Recruitment is the base of
selection process. It develop applicants’ pool

 Application form

 Application form is filled up by the candidates while applying

for the job in a company. Application form include the
information related to 1) personal background information 2)
Educational attainments 3) work experience 4) Salary 5)
personal details 6) references.
 Written examination
 Once the candidates selected on the basis of application
form candidates has to appear for written. It measures
candidate’s ability in arithmetical calculations, to know
candidates attitude towards the job, candidates general
knowledge and English proficiency

 Preliminary interview
 The preliminary interview is to solicit necessary
information from candidate and to assess the applicant’s
suitability to the job
 Business Games

 Business games are widely used as a selection technique

for selecting management trainees, executive trainees
and managerial personnel at junior, middle and top
management positions

 Business game to evaluate applicant’s areas of decision

making, identify potential, handling situation, problem
solving skills, human relation skill etc.

 Some games are like Case study, Role play, in-basket

method, simulation
 Tests
 Many types of tests are available and which help to measure

candidate’s behavior and potential on the job

 Types of test

 Aptitude Test

 Intelligence test

Mental Age
 IQ = ------------------- x 100
Actual Age

 Emotional Quotient

Emotional Age
 EQ = ------------------- x 100
Actual Age
 Emotional Quotient

 Skill Tests :
 Mechanical Aptitude
 Psychomotor Tests
 Clerical aptitude test
 Achievement Tests
 Situation Test
 Personality test
Interview
 Preliminary Interview
 Informal interview
This interview can be conducted at any place in very informal way to find out the
initial information about the candidate

 Unstructured interview
 Candidate has given freedom to talk about himself and he will continue talking
and employer will get information from the

 Core Interview
 It is normally interaction between the candidate and the line executive or experts on various
areas of job knowledge, skill, talent etc. This interview may be in various forms
 Background information interview
 Job and probing interview
 Stress Interview
 Group Discussion
 Formal and structured interview
 Panel interview
 Depth interview
 Types - Employment Interview

a) One to one interview

 There are only two participants – the interviewer and Interview

b) Sequential Interview
 Takes the one-to-one a step further and involves a series of interviews, usually
utilizing the strength and knowledge base of each interviewer, so that each
interviewer can ask questions in relation to his or her subject are of each
candidate, as the candidate moves from room to room

c) Panel Interview
 Consists of two or more interviewers and figure may go up to as many as 15.
Any panel interview is less intimate and more formal than the one-to-one, but if
handled and organized well, it can provide a wealth of information. If not
handled carefully, the panel interview can make the candidate feel ill at ease or
confused
 Types of Interviews
 Structured
 A predetermined checklist of questions, usually asked of all applicants

 Useful for valid results, especially when dealing with large number of
applicants

 Unstructured
 Few, if any, planned questions, questions are made up during the
interview.
 Useful when the interviewer tries to probe personal details of the
candidate to analyze why they are not right for the job

 Mixed
 A combination of structured and unstructured questions, which
resembles what is usually done in practice
 A realistic approach that yields comparable answers plus indepth
insights
 Types of Interview

 Behavioral
 Questions limited to hypothetical situations. Evaluation is based
on the solution and approach of the applicant.
 Useful to understand applicant’s reasoning and analytical
abilities under modest stress

 Stressful
 A series of harsh, rapid fire questions intended to upset the
applicant
 Useful for stressful jobs, such as handling complaints
 Final Interview

 Decision making interview

 After the candidates are examined by the experts including the line
managers of the organization in the core areas of job

 The interviewer examines interest of the candidates in the job, organization,

reaction to the working condition, career planning, promotional opportunities, work
adjustment and allotment etc.

 Medical Examination

 Medical Examination can give the following information

 Whether the applicant is medically suited for specific job

 Whether applicant suffers from bad health
 It reveals applicant’s physical information
 Reference Check
 After completion of final interview and medical examination, the
personnel dept. will engage the checking references.

 Candidates are required to give the names of references in their

application form

 These references may be from individual who are familiar with the
candidate’s academic achievement or from the applicant’s
previous employer, who is well versed with the applicant’s job
performance

 Now a days in this knowledge driven competitive world reference

check is integral part of selection process.
 Final Decision by Line Manager Concerned

 Line manager concerned has to make final decision whether to

select or reject candidate after soliciting the required information
through different technique discussed earlier.

 The line manager has to take much care in taking the final decision
not only because of economic implications and of the decisions but
also because of behavioral and social implications

 A careless decision of rejecting would suspect the selection

procedure
 Job Offer
 The organization has to intimate the decision to the
successful as well as unsuccessful candidates.

 The candidate after receiving job offer

communicates his acceptance to the offer or
requests the company to modify the terms and
conditions of employment or rejects the offer
Employment

 The company may modify the terms and conditions of

employment as requested by the candidate

 The company employs those candidates who accept

the job offer with or without modification of terms and
conditions of employment and place them on the job.
 Placement

 The organization generally decides final placement after initial

training is over on the basis of the candidate’s aptitude and
performance during the training / probation period.

 If the performance is not satisfactory, the organization may

extend the probation or ask candidate to quit the job.

 If the employee’s performance during the probation is

satisfactory, his service will be regularized and he will be placed
permanently on a job.
 Induction

 Induction is a systematic and planned introduction of

employees to their job’s their co-workers and the
organization.

 Induction conveys three types of information

 General information about the daily work routine

 A review of the organization’s history, founding fathers,

objectives, operations and products or services, as well as the
employee’s job contributes to the organization’s needs

 A detailed presentation, perhaps in a brochure, organization’s

policies, work rules and employee benefits
 Induction Procedure
 There is no model Induction procedure
 Each industry develops its own procedures as per its
need
 Procedure should basically follow these steps
 The new person needs time and a place to report to work

 It is very important that the supervisor or the immediate boss

meet and welcome the employee to the organization

 Administrative work should be completed. Such items as

vacations, probationary period, medical absences,
suggestion systems should be covered
 The department orientation can be conducted. This should
include a get – acquainted talk, introduction to the department,
explanation of the functions of the department and job
instruction and to whom he should look for help when he has
any problem

 Verbal explanations are supplemented by a wide variety of

printed material, employee handbooks, flyers, employee
manual, house journals, picture stories, comics and cartoons,
pamphlets etc. along with short guided tour around the plant
 Induction programs usually cover things like employee
compensation benefits, personnel policies, the employee’s
daily routine, company organization and operations and
safety measures and regulations.

 The new employee’s supervisor is often given an orientation

checklist, personnel policies, the employee’s daily routine,
company organization and operation and safety measures
and regulations