Recruitment and Selection

Diksha (PT18-06)
Pallavi (PT18-10)
Rohit (PT18-12)
Why Recruitment and Selection ??

 Recruitment and selection process is one of the most important HR function which
makes a great impact on the revenue growth and the profit margins of a company
as compared to other tasks such as retention, on-boarding, leadership
development and managing talent.
 In addition, recruitment and selection process is also more important than
restructuring the organization, work/ life balance and strategic HR.
Definition and Meaning of Recruitment

 According to Edwin B. Flippo,“ Recruitment is the process of searching the

candidates for employment and stimulating them to apply for jobs in the
organization ”

Meaning:
Recruitment is the activity that links the employers and the job seekers.
A process of finding and attracting capable applicants for employment
Recruitment needs are of three types

 PLANNED: i.e., the needs arising from changes in organization and retirement
policy.

 ANTICIPATED : ADVERTISEMENTS...

 UNEXPECTED : Resignation, deaths, accidents, illness give rise to unexpected

needs.
 Sources of Recruitment

Internal
Transfers /promotions
Personal recommendations – bounties
Waiting list – potential employee register

External
Careers Service
Job Centres, PER
Schools, colleges, universites
Private employment agencies
Management selection consultants
Professional institutes
Trade unions
Casual applicants
Advertising
 Recruitment and selection process I.

1. Is there a vacancy?
Do we need to replace?
Does the job need redesigning or regrading?
2. Analyse the job

Recruitment Job description

Person specification
3. Attracting applicants
Internal v external
Advertising
Consultants
 Recruitment and selection process II.

4. Screening applicants
Selecting applicants for first interview
5. First interview
Selection tests
Shortlisting
Selection 6. Short list interview
Decision
7. Job offer
Agree terms and conditions of employment
Check references
Starting date
8. Induction
Job analysis in the recruitment and
selection process
Job description Person specification
(describes the job) (describes the attributes of a competent postholder)
Possible pro forma. Physical make-up
Job title: Attainments
Location: General intelligence
Reporting to: Specialised attitudes
Supervising: Interests
Liaison - internal, - external Disposition
Purpose Circumstances
Responsibilities – general, -specific Adjustments
Key result areas
Resources
Limitations
Terms and relations
Prospects
 Selection
Definition

According to Thomas stone “Selection is the process of differentiating between

applicants in order to identify and hire those with a greater likelihood of success on
the jobs. ”

In simple words……

It is the functions perform by the management of selecting the right employees at

the right time After identifying the sources of human resources, searching for
prospective employees and stimulating them to apply for jobs in an organization .

The objective of the selection decision is to choose the individual who can most
successfully perform the job from the pool of qualified candidates.
 Selection Tools

 Screening - Preliminary screening of employment applications and resumes is the

first selection tool to determine whether an applicant meets the requisite
qualifications for a job.
 Telephone Interview- Many recruiters conduct telephone interviews as a second-
round selection tool. Telephone interviews are a cost-effective, productive use of a
recruiter's time in deciding which applicants will become viable candidates. This is
a two-part selection tool.
 Selection Tools Continued…
 Hiring Manager Interview - Applicants who perform well during a telephone
interview move to the next selection tool, a face-to-face interview with the hiring
manager. Technically speaking, the applicant becomes a candidate at this stage in
the process because the recruiter has narrowed the field down to applicants who
possess the job knowledge, experience and qualifications.
 Background Check - Generally are conducted after the hiring manager selects a
final candidate. When the company extends the initial job offer, the recruiter
explains that the offer is conditioned upon successful results from the background
investigation.
 Skills Assessment - For jobs that require technical skills or expertise in certain
fields, employers may consider skills assessment in the collection of hiring tools.
The tests could range from computer proficiency in one specific area to a battery of
tests to measure overall administrative skills.
Differentiation between recruitment
and selection
Recruitment
 It the process of searching the
candidates for employment and
stimulating them to apply for jobs
in the organization.
 The basic purpose of
recruitments is to create a talent
pool of candidates to enable the
selection of best candidates for
the organization, by attracting
more and more employees to
apply in the organization.
 Recruitment is a positive
process i.e. encouraging more
and more employees to apply .
 Recruitment is concerned with
tapping the sources of human
resources.
 There is no contract of
recruitment established in
recruitment
Selection
 It Involves the series of steps by which the
candidates are screened for choosing the
most suitable persons for vacant posts.
 The basic purpose of selection process is
to choose the right candidate to fill the
various positions in the organization.
 Selection is a negative process as it
involves rejection of the unsuitable
candidates.
 Selection is concerned with selecting the
most suitable candidate through various
interviews and tests.
 Selection results in a contract of service
between the employer and the selected
employee.
Importance of Recruitment and
Selection

 Helps to get a proper candidate.

 Help to increase success rate.
 Save Training Time and Money with Proper Selection
 Helps to get organizations legal and social obligations.
 Helps to increase organization and individual effectiveness.