recruitment and selection

2. Why recruitment and selection is an important activity to an
organization?
How does an organization recruit employees?
How does an organization select employees?
What are the stages are involved in the recruitment and
selection process of an organization?
How do you assess the reliability and effectiveness of
your recruitment and selection process?
How would you evaluate the effectiveness of an
organization's recruitment and selection program?

3. Topic : Recruitment and Selection
By: Dr. Preeti Bhaskar
Faculty, University of Technology and Applied Sciences, Ibra, Oman

4. • After studying this course, you should be able to:
• Understand the meaning and importance of recruitment and selection
• Recruitment and selection process in a systematic manner
• Recruitment yield pyramid
• Trends in recruitment and selection
• Recruitment and selection practices of various companies
Learning outcomes

5. Recruitment and Selection
Recruitment involves actively seeking
out and advertising to potential
candidates and obtaining their interest
in the job position
Selection refers to the process of determining the
best candidate from the pool of applicants.

6. Recruitment and Selection Process
Identifying the Hiring
Needs
Job Analysis
Create a Recruitment
Plan
Marketing the job
Screening application and
Shortlisting candidates
Preliminary Interview
Selection test / Interviewing
Reference check
Job offer
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7. Recruitment
Recruitment involves actively seeking
out and advertising to potential
candidates and obtaining their interest
in the job position
Selection refers to the process of determining the
best candidate from the pool of applicants.

8. Recruitment
Reasons for
Recruitment
Replace a staff member who has
retired
Cover a newly created position
Assist with an increased
workload
To acquire particular skills Get the company started with a
new venture
Fill a temporary absence within the team
(maternity leave, medical leave, etc.)
To get more staff for expansion or new
products or markets.

9. Recruitment Process
Identifying the Hiring
Needs
Job Analysis
Create a Recruitment
Plan
Marketing the job
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Receiving the requisition for recruitments from different department
(identifying the vacancy; Number of posts to be filled; Number of positions etc.)
Job description provides information about the scope of job roles, responsibilities etc.
Job specification focuses on the specifications of the candidate ; Qualification;
experiences etc
Recruitment Goals ; Recruitment Budget; Recruitment Marketing
Strategy; Recruitment Method, Target Audience: Evaluation plan etc.
Internal and external

10. Identifying the Hiring Needs
Analysis of Organizational
Plans and Objectives
Preparing a Human
Resources Inventory
Assessing Future Supply
and Demand
Matching Supply and
Demand
Establishing an Action Plan

11. You can Resize without
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Job Analysis

12. Create a Recruitment Plan
• A pre-arranged strategy for hiring employees.
• It acts as a timeline for companies to find
qualified applicants without causing
downtime or delay for the company
Recruitment
plan
includes:
Recruitment goals
Recruitment calendar
Recruitment method
Identify the tools and software
that you will need
Build a recruitment budget
Recruitment marketing strategy
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13. Recruitment Budgeting:
The Cost of Recruitment & Selection
Advertisements of the
job offer
Panel members
honorarium
Tests and testing
material
Space to interview
applicants
Food and accommodation
Investment of software
that you use to hire
employees
Internal commissions or
referral bonuses you
might have set up
Salary of your
recruitment team

14. Recruitment methods
Recruitment events
Bulletin boards
Promotions and transfers
Job shadowing
Word of mouth
Talent pool databases
Social Media Boomerang employees
Employment exchanges
Professional organizations
Recruitment agencies
Employee referrals
Internships
Internal recruitment or external recruitment?
Which is best recruitment method?
LinkedIn
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15. Companies Who Have Nailed Social Media Recruiting
• Career chats
• Post individual workers’
accomplishments on social
media
• Posts engaging content at
least twice a day for
prospective employees
• User engagement for
bringing potential
employees into the
conversation
• Highlight’s its company
culture for prospective
employees
• Psoting of photos, employee
quotes, and questions that
the company’s Facebook
page posts every day
• Uses its mobile app to
expand its hiring network,
and to get a leg up on
competitors who solely use
social media for recruiting
and hiring without entering
the mobile space.
• integrated Facebook and
twitter page pushing
candidates to download the
company’s career app,
Sodexo takes advantage of
the space and plays to its
advantage.
• Taco Bell use
unconventional social media
platforms such as Pinterest
to get their career postings
• Spotlighting their employee
contributions on social
media
• Employees post selfies while
they are in their Taco Bell
uniforms.
• Job seekers can clearly see
how it would be to work at
Taco Bell.
• McDonald use Snapchat to
recruit
• McDonald has also released
10-second video ads in
which their current
employees are featured and
they are talking about their
experience to work with
McDonald.
• The person who is
interested in the job can
swipe up the video and they
will be redirected to the
career webpage of the
company.

16. Innovative recruitment ideas
• Video interviewing
• Texting
• Virtual reality
• Artificial
intelligence
• Structured
interviews
• Authentic-story-
driven branding
• LinkedIn
• Perks
• Inclusive job ads
• Alternative websites
• Programmatic
advertising
• Employer review
sites
• Social media
• Freelancers
• Passive candidates
• Boomerang
employees
• Data-driven
processes
• Strategic alignment
with company goals
• Talent pools
• Mobile-first
candidate experience
• “Most-wanted”
talent pipelines
• Collaborative hiring

17. “Yield ratios show what percentage of candidates pass from one stage of the hiring
process to another.”
Calculating recruiting yield
ratio
Example:
 A company received 240 applications for a specific position.
 From these applications, only 120 passed from resume screening to
screening calls.
 Then, 30 were given an assignment.
 Only 15 were invited to an interview.
 Five went through to an executive interview.
 One received an offer
Recruiting Yield Pyramid
Recruiting yield ratio

18. Yield metrics can also help you figure out whether your recruitment strategies
and sources are effective
• For example, you could assess an external agency’s services as a candidate source.
• Imagine you received 250 resumes from an agency and only 0.8% of them passed through your screening
call phase and hired. This low yield could signify a problem.
• You might need to communicate more clearly with your external agency about position requirements. Or,
maybe, the agency’s audience just isn’t right for you.
• You could also compare recruitment ratios from different sources like recruitment agencies, employee
referrals and job boards to see which source is most effective for you.

19. An Easy-to-Use, Highly Configurable and
Effective Web Based Recruitment Software
Applicant Tracking System
https://empxtrack.com/recruitment-software/applicant-tracking/
Review,
accept and
manage
resumes
easily.
It speeds up
candidate
sourcing,
applicant
selection,
interview
scheduling,
and simplifies
letter
management.
With
software,
candidate
relationship
management
(CRM)
becomes
efficient, as it
lets recruiters
create a talent
pipeline for
future Hiring
It provide a
smooth
candidate
experience
and speed up
their hiring
process by
selecting the
top talent or
potential
hires.

20. • Understanding the
concept of recruitment
yield pyramid
• Designing recruitment
yield pyramid
• Calculating recruiting
yield ratio
LEARNING OBJECTIVE
Class exercise
Requirements:
Job position: Marketing Manager
Recruitment method: Internal and
external
Propose a recruitment yield pyramid
for a five-star hotel

21. Selection
Selection refers to the process of determining the best
candidate from the pool of applicants.

22. To find the “best”
candidate for the job
Saves money in the
long run by finding
smart and hard
working employees
Reduce turnover and
improve retention
Increase overall
performance of the
organization
Reasons for selection process

23. Selection Process
Screening application and
Shortlisting candidates
Preliminary Interview
Selection test / Interviewing
Reference check
Job offer
S
E
L
E
C
T
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O
N
Resume screening tools (ATS), Blind recruitment
Initial meeting to gather basic information and discuss the job description.
Test : Personality test, simulation tests, Job knowledge tests, Aptitude test, intelligence
test, performance test, Skill Tests
Interview : Unstructured, structured interview, stress interview, situational interview
Former employer, Ex-colleagues, Friends , relatives etc.
The (ideal) candidate still needs to accept the offer!

24. Conduct Preliminary Interview with
Create a
shortlist
scorecard
Pre-determine
the number of
resume for
shortlisting
Screening
resumes to
shortlist
candidates
Determine
your shortlist
criteria
Screening application and Shortlisting candidates
•Education
•Work experience
•Skills and knowledge
•Personality traits
•Competencies
Differences between essential and desirable criteria:
For example:
• For every 100 candidates you source
• You need to shortlist 12 of them to interview
• Two of them will receive an offer
• One candidate will accept in order for you to get one successful hire

25. Preliminary Interview Do you have any other skills or knowledge that might be helpful but aren’t on your resume?
What are your strengths?
What are your weaknesses? How can you overcome them?
How can you apply your skills and knowledge to this job?
What are your professional goals?
What would you like to be doing in three years?
What are your goals for further professional development?
What does the perfect manager look like to you?
How do you prefer to be managed?
What professional tasks do you excel at?
What knowledge areas are your strongest? What could you learn more about?
What normally frustrates you most about managers?
What leadership skills are your strongest? Your weakest?
How are your interpersonal skills?
What normally frustrates you most about jobs?
How would you describe your work style?
What does a normal day at your current job look like?
What is something you wish you had done differently at your previous job?
What are three of your career accomplishments so far?
What makes a job fun?
What do you dislike about your current or previous job?
Why did you quit your last job? Or, why do you want to leave your current job?
Have you applied anywhere else?
Has another business made you an offer recently?
What are you looking for in a job?
What do you want to get out of this job?
What is the minimum starting salary you will accept?
When can you start work if you are hired?
Can you provide a sample of your work?
A preliminary interview is like a screening process implemented by
recruiters. It's mainly an initial meeting to gather basic information
and discuss the job description. Its purpose is to find suitable
candidates and reject those who do not fit the company's needs.
Type of questions are asked in a preliminary interview?

26. Selection test
Intelligence Tests:
• Measure intelligence quotient of a candidate. Candidate capacity for comprehension, reasoning, word fluency,
verbal comprehension, numbers, memory and space
Mechanical Aptitude Tests:
• Measure the capacities of spatial visualisation, perceptual speed and knowledge of mechanical matter. These
tests are useful for selecting apprentices, skilled, mechanical employees, technicians, etc.
Psychomotor Tests:
• Measure abilities like manual dexterity, motor ability and eye-hand co-ordination of candidates. These tests are
useful to select semi-skilled workers and workers for repetitive operations like packing and watch assembly.
Situational Test:
• Evaluates a candidate in a similar real life situation. In this test the candidate is asked either to cope with the
situation or solve critical situations of the job.
Personality Tests:
• These tests prove deeply to discover clues to an individual’s value system, his emotional reactions and maturity
and characteristic mood. They are expressed in such traits like self-confidence, tact, emotional control,
optimism, decisiveness, sociability, conformity, objectivity, patience, fear, distrust, initiative, judgment
dominance or submission, impulsiveness, sympathy, integrity, stability and self-confidence.
Thematic Apperception Test (TAT):
• Candidates are shown a series of pictures and are asked to write a story based on these pictures. This test
measured candidates’ conceptual, imaginative, projective and interpretative skills.
Projective Test:
• In this test candidates are asked to project their own interpretation of certain standard stimulus situation.
Situation may be an ambiguous picture or figure. On the basis of candidate’s response and interpretation his
personality is judged.
Assessment Centre:
• It uses procedures that incorporate group and individual exercises. These exercises are designed to simulate the
type of work which the candidate will be expected to do. Initially, a small batch of applicants come to the
assessment centre (a separate room).

27. Selection interview
Get a modern powerpoint presentation that is beautifully designed.
Video interview
Consists of two or more interviewers.
Panel interview
Single interviewer
One-on-one interview
Typically a first-round screening to see if you’re a fit to come in for a full interview
Phone interview
“How many people are using facebook in san francisco at 2:30 PM on a friday?”
Puzzle interview
More specialized format in which you’re given a business problem
(“how can bigcoal co. Double its growth?”)
Case interview
To analyze the prospect’s past performance
Behavioural interview
To test your responses in a stressful environment
Stress interview
For sales roles, internships, or other positions in which the
company is hiring multiple people for the same job.
Group interview
Types
of
selection
interview
Employer suggested an interview over a meal. To learn a little more
about you and how you act outside of the office
Lunch interview
no set format to follow so that the interview can take various directions
Unstructured (Nondirective) Interview
Interviewer lists the questions and acceptable responses in advance and may even rate and score
possible answers for appropriateness.
Structured (directive) Interview

28. Reference check
Previous employers
Previous teachers
and professors
Previous
schools,
colleges
Neighbors,
friends
and
family
members.
A reference check is when an employer contacts a job applicant's previous employers, schools, colleges,
and other sources to learn more about his or her employment history, educational background, and
qualifications for a job.

29. Job offer The (ideal) candidate
still needs to accept
the offer!

30. https://www.youtube.com/watch?v=zhUgaKb0s5A&t=2s
https://careers.google.com/how-we-hire/
Google’s selection process
Executive reviews.
After the hiring committees meeting, the offer list awaits final reviews from an executive. That’s right, at Google, one of the top executives looks
at all offers made by the hiring committees before they are extended to candidates.
Hiring committee reviews
The reviewers read the candidate’s packet and make a
recommendation on whether or not to hire the candidate.
Some candidates move directly to the hiring committee but some
candidates go through the team-matching phase.
On-site interviews
Interviewed with another 4-5 people for 45 mins each
On-site interviews usually consist of 4-5 rounds, in which two things
will be assessed: (1) Your fit for the selected role (role-specific
fit) and (2) Process, teamwork, and culture fit (firm-specific fit).
Phone screenings
Technical and Non technical roles (1-2 rounds); 30 to 60 minutes depending on the role.
Resume screening
Rule #1: Explicitly display the skills and traits
that Google seeks in candidates
Rule #2: Write specific, result-oriented, and
explicit bullets
Rule #3: Using professional, structured, and
to-the point language

31. LEARNING
OBJECTIVE
Class exercise
Great news! Just as expected, XYZ Company is
growing! Sales are at record high levels, and
the CEO has approved hiring five new
production team members.
• Your job is to design a recruitment and
selection plan. Your plan should include:
• 1. A brief job description of the position
(information obtained from the job analysis
you have already completed).
• 2. The plan and activities for recruitment.
Where will you find the applicants?
• 3. Discussion of how you will sort the
applicants to determine who and how many
will get an interview.
• 4. A plan for the interview process. Who will
interview? What is your interview format?
Include some sample interview questions.
• 5. Selection. How will you make your selection
decision?
Designing
Recruitment
and Selection
Plan

32. Questions? Preeti.bhaskar52@gmail.com or
preeti@ict.edu.om
https://scholar.google.co.in/citations
?user=RXkVRWMAAAAJ&hl=en
https://www.researchgate.net/profil
e/Preeti-Bhaskar
https://www.linkedin.com/in/preeti
-bhaskar-a8242a25/
https://www.slideshare.net/preeti52
?
?
?
?? ??
?

35. Recruitment
Statistics
that Inspire
Change

36. The workforce in 2022:
Trends that will shape
recruitment, selection,
learning, working, and more
#1 Hybrid work will evolve: enter the metaverse
#2 Companies will need to rearchitect their HR technology
#3 Diversity will be reframed as "belonging, equity, and inclusion"
#4 Every company will need a talent marketplace platform
#5 Talent intelligence and skills taxonomy will become the
cornerstone of your people strategy
#6 Talent acquisition and internal mobility will converge
#7 Learning, skills, and career pathways will become business-critical
#8 The intense focus on employee experience will become mainstream
#9 Coaching will develop PowerSkills in everyone
#10 Pay and rewards will get a serious refresh
#11 Sustainability and global climate change will become HR
priorities
#12 The economy will grow—with a constrained labour force
#13 The people analytics crusade will touch on every aspect of your
business
#14 Building HR skills and capabilities will be a non-negotiable
#15 The CHRO role will be integral to organisational success

37. Enablers of a good Recruitment Process
Integrate job postings with job description
Display job postings on your website
Manage previously submitted resumes
Manage your candidates effectively
Streamline the applicant tracking process
Maintain touchpoints with candidates
Have a robust onboarding process
Maintain data on the recruitment process

38. Comparison Recruitment Selection
Meaning
An activity of searching for potential candidates and
encouraging them to apply.
A process of selecting the best candidates and offering them the job.
Approach Positive – seeking out an increase in the applicant pool.
Negative – seeking out ways to reduce the applicant pool until one ideal
candidate is identified.
Objective Inviting more candidates to apply for a vacant position. Choosing the most suitable candidate and rejecting the rest.
Key Factor Advertising the job. Appointing the candidate.
Sequence First. Second.
Process
Vacancies are notified by the organization through
various sources, then an application form is made
available to candidates.
The organization makes an applicant go through various levels (submitting a
form, writing a test, undergoing an interview, etc.) to deem whether they’re
an appropriate fit.
Specifications
The recruitment policy specifies the objectives of
recruitment, providing rules and regulations for the
implementation of the recruitment program.
The selection policy consists of a series of methods/steps/stages by which the
evaluation of the candidate will be done.
Contractual
Relation
Recruitment only implies communication of vacancies
and open positions – therefore, no contractual relation
is established.
Selection involves the creation of a contractual agreement between the
employer and employee.
Method Economical. Expensive.
Understanding the Difference Between Recruitment and Selection Will Ensure Your Organization Has a Strong and Successful
Workforce
Difference Between Recruitment and Selection?