Recruitment & selection

RECRUITMENTAND SELECTION
prejimp@gmail.com
PREJI.M.P, UGC- NET
1PREJI.M.P, UGC-NET, prejimp@gmailcom

RECRUITMENT
 Recruitment is a process of
 searching for prospective employees and
 stimulating them to apply for jobs.
 Recruitment refers to the process of
 attracting,
 screening,
 selecting -----a qualified person for a job.

Contd:-
 The recruitment and selection is the major
function of the human resource department
 Recruitment process involves a systematic
procedure from sourcing the candidates to
arranging and conducting the interviews and
it requires many resources and time.

A general recruitment
process is as follows:
 Identifying the vacancy:
The recruitment process begins with the
human resource department receiving
requests for recruitment from any
department of the company.These contain:
• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required

Contd:-
 Preparing the job description and Job
specification.
 Locating and developing the sources of required
number and type of employees (Advertising etc).
 Short-listing and identifying the prospective
employee with required characteristics.
 Arranging the interviews with the selected
candidates.
 Conducting the interview and decision making

Objectives of recruitment
It reviews the list of objectives of the
company and tries to achieve them by
promoting the company in the minds of
public.
It forecasts how many people will be required
in the company.
It enables the company to advertise itself and
attract talented people.
It provides opportunities to procure human
resource.

Process of Employment Process
 Identify vacancy
 Prepare job description and person specification
 Advertising the vacancy
 Managing the response
 Short-listing
 Arrange interviews
 Conducting interview and decision making
 The recruitment process is immediately followed by
the selection process
 the final interviews and the decision making, conveying the
decision and the appointment formalities.

Methods
 Every organisation has the option of choosing the
candidates for its recruitment processes from two
kinds of sources:
 internal and external sources.
 The sources within the organisation itself (like
transfer of employees from one department to
other, promotions) to fill a position are known as the
internal sources of recruitment.
 Recruitment candidates from all the other sources
(like outsourcing agencies etc.) are known as the
external sources of recruitment.

INTERNAL SOURCES
 Internal Sources
Promotion
Departmental exam
Transfer
 Retirement
Internal advertisement
 Employee recommendation

PROMOTION
Companies can give promotion to existing
employees. This method of recruitment saves
a lot of time, money and efforts because the
company does not have to train the existing
employee.
Since the employee has already worked with
the company. He is familiar with the working
culture and working style.
It is a method of encouraging efficient
workers.

Departmental exam
This method is used by government
departments to select employees for higher
level posts. The advertisement is put up on
the notice board of the department.
People who are interested must send their
application to the HR department and appear
for the exam.
Successful candidates are given the higher
level job. The method ensures proper
selection and impartiality.

Transfer
 Many companies adopt transfer as a method
of recruitment.
 The idea is to select talented personnel from
other branches of the company and transfer
them to branches where there is shortage of
people.

Retired Hands
Many companies call back personnel who
have already retired from the organization.
This is a temporary measure. The method is
beneficial because it gives a sense of pride to
the retired when he is called back and helps
the organization to reduce recruitment,
selection and training cost.

Internal advertisement
In this method vacancies in a particular
branch are advertised in the notice board.
People who are interested are asked to apply
for the job.
The method helps in obtaining people who
are ready to shift to another branch of the
same company and it is also beneficial to
people who want to shift to another branch.

Employee recommendation/
Networking with Employees
In this method Superiors/ Supervisors are
asked to recommend people for jobs.
Since the employee is aware of the working
conditions inside the company he will suggest
people who can adjust to the situation and
those employees who are performing over
the years.

Internal Mobility
 The movement of employees from one job to
another either vertically or laterally within an
organizational structure.
 Internal mobility is a cluster comprising
of promotion, transfer and separations.
 Such movements may take place between
positions in specific areas, departments,
divisions or establishments for employers
with multiple establishments

Advantages of internal recruitment
Internal methods are time saving.
No separate induction program is required.
The method increases loyalty and reduces
labour turnover.
This method is less expensive.

Disadvantages of internal recruitment
There is no opportunity to get new talent in
this method.
The method involves selecting people from
those available in the company so there is
limited scope for selection.
There are chances of partiality.
Chances of employee discontent are very
high.

Externalmethods/sources of recruitment
 External sources of recruitment refer to
methods of recruitment to obtain people
from outside the company. These methods
are
 Employment agencies
 Campus recruitment
 News paper advertisement
 Internet advertisement
 Walk in interview

Employment agencies
 Companies may give a contract to
employment agencies that search, interview
and obtain the required number of people.
 The method can be used to obtain lower level
and middle level staff.

Campus recruitment
 When companies are in search of fresh
graduates or new talent they opt for campus
recruitment.
 Companies approach colleges, management
or technical institutes, make a presentation
about the company and the job and invite
applications.
 Interested candidates who have applied are
made to go through a series of selection test
and interview before final selection.

News paper advertisement
 This is one of the oldest and most popular
methods of recruitment. Advertisements for
the job are given in leading news papers; the
details of the job and salary are also
mentioned.
 Candidates are given a contact address where
their applications must be sent and are asked
to send their applications within a specified
time limit. The method has maximum reach
and most preferred among all other methods
of recruitment.

Internet advertisement :-
With increasing importance to internet,
companies and candidates have started using
the internet as medium of advertisement and
search for jobs.
There are various job sites like naukri.com
and monster.com etc. candidates can also
post their profiles on these sites. This method
is growing in popularity.

Walk in interview
Another method of recruitment which is
gaining importance is the walk in interview
method.
An advertisement about the location and
time of walk in interview is given in the news
paper.
 Candidates require to directly appearing for
the interview and have to bring a copy of
their C.V. with them.

Advantages of external
recruitment
There is influx of new talent in the method.
The method encourages more and more
competition.
There is lesser chance of partiality through
this method.

Disadvantages of external recruitment
The method is costly because it involves
recruitment cost, selection, training cost.
The method is time consuming.
The method reduces loyalty to the company.

CHANNELS
 When all that is through, the aspirants will be
shortlisted based on merit and worth.
 The shortlisted candidates may be titled for
an interview on an allotted day.
 The candidates may be examined for their
talent and aptitude in the relevant areas by
the experts concerned.

ALTERNATIVES TO RECRUITMENT
 Over time
 Employee leasing
 Temporary employment

RECRUITMENT Vs SELECTION.
Both recruitment and selection are the two
phases of the employment process
 Recruitment is the
process of searching
the candidates for
employment and
stimulating them to
apply for jobs in the
organisation
 selection involves the
series of steps by which
the candidates are
screened for choosing
the most suitable
persons for vacant
posts.

 The basic purpose of
recruitment is to create
a pool of candidates to
enable the selection of
best candidates for the
organisation.
 The basic purpose of
selection process is to
choose the right
candidate to fill the
various positions in the
organisation.

RECRUITMENT AND SELECTION
 Recruitment is a positive process i.e. encouraging
more and more employees to apply WHEREAS
selection is a negative process as it involves rejection
of the unsuitable candidates.
 Recruitment is concerned with tapping the sources
of human resources WHEREAS selection is
concerned with selecting the most suitable
candidate through various interviews and tests.
 There is no contract of recruitment established in
recruitment WHEREAS selection process results in a
contract of service between the employer and the
selected employee.

SUMMING UP
 Recruitment is the process of identifying and
receiving human resource from the labour
market for given vacant positions
 Selection is the process of choosing from the
eligible human resource.

SELECTION
 Selection can be defined as process of
choosing the right person for the right job.

EMPLOYMENT PROCESS
JobAnalysis
Job
Description
Job
Specification
Sourcing and
then
screening
ContactingTestingInterviewing
Offer Letter/
Offer for
appointment
Acceptance of
offer
Appointment
Letter
Joining
Formalities
Induction

SCREENING
RESUME JOB SPECIFICATION
Short list
CONTACT

CONTACTING
 Contacting is getting in touch with the
shortlisted candidates about
 Time , date and venue of written test/ interview
 Such contact can be made over telephone,
email or letter

TYPES OF SELECTION / TESTING
 Different selection tests are adopted by
different organization depending upon their
requirements.
 It is a way to ensure that a candidate has
knowledge, skills and aptitude and to ensure
that candidate is competent enough for the
job

Aptitude test
Aptitude tests are test which assess the
potential and ability of a candidate. It enables
to find out whether the candidate is suitable
for the job.
Aptitude tests measure candidates abilities
and talents

Work Sample Test
 These evaluate skills.
 A cook may be asked to prepare three- course
menu, a server to lay out a table cover.

Extempore Speaking
 It evaluates oral communication and stress.
The stress is created by making the candidate
pick a topic and speak instantly.
 Topic can be deliberately vague to create the
pressure. In stress, even a simple topic can be
daunting.

Personality test
In this test the emotional ability or the
emotional quotient is tested.
This test judges the ability to
work in a group,
inter personal skills,
ability to understand
handle conflicts
judge motivation levels.
This test is becoming very popular now days.

Performance test :-
This test judges and evaluates the acquired
knowledge and experience of the individual
and candidates speed and accuracy in
performing a job.
It is used to test the performance of typist,
data entry operators etc

TESTING BASED ON Interviews
 Directed or Structured
 Undirected or Unstructured Interview
 Preliminary Interview
 Panel Interview
 Board Interviews
 Stress Interview
 Situational Interview

Directed/ Structured
Interview
 The questions are so framed to solicit an
answer – either “YES” or “ NO”
 Eg: are you presently employed?

Un Directed or Un Structured
Interview
 The candidate is obliged to give an expanded
explanation and the intention is to make the
candidates talk more.

Panel Interview
 Panel interview includes all those involved in
the hiring decision.
 They meet together to question a candidate
from their respective perspectives and later
discuss the candidature and give their
decision then and there.

Board Interview
 These are normally held at the final stage or
for senior appointments.
 The board consists of senior members of the
organization who brings collective
experiences to ascertain the candidate’s
suitability for the organization.

Medical examination
 The candidates who have successfully cleared
the interview are asked to take a medical
exam.
 This medical exam may be arranged by the
organization itself.
 The organization may have a tie up with the
hospital or the candidate may be asked to get
a certificate from a registered doctor.

BACK GROUND CHECKS
COMMON BACK GROUND CHECKS INCLUDES
Verification of academic credentials
Verification of prior employment
Discussions with personal references
Criminal background checks

Reference Checks
 Will send cleverly designed questionnaires
seeking opinions on performance of the
candidates to all referees. They will compare
the ratings of the various referees.
 This approach makes good sense as past
performance and is a strong predictor of
future performance

APPOINTMENTS AND JOINING
FORMALITIES

Initial job offer/ Offer Letter
Candidates who successfully clear the
medical exam are given an initial job offer by
the company stating the details regarding
salary, terms of employment, employment
bond if any etc.
The candidate is given some time to think
over the offer and to accept or reject.
It shows the intent of an organisation to
provide the employment to a candidate in
writing.

OFFER LETTER
 It consists of
 Job title
 Reporting relationship
 Date of Joining
 Salary and Benefits
 Probationary period

Acceptance/ rejection
 Candidates who are happy with the offer
send their acceptance within a specified time
limit to show that they are ready to work with
the company.

Letter of appointment/final job
offer
Candidates who send their acceptance are
given the letter of appointment. The letter
will state the name of the job.
The salary and other benefits, number of
medical leaves and casual leaves, details of
employment bond if any etc.
It will also state the date on which the
employee is required to start duty in the
company.

To Sum up- Appointment
letter briefs about
 JobTitle
 Reporting relationship
 Joining date
 Salary and benefits
 Probationary period
 Other Clauses
 provisions
 Job description

Joining formalities and follow
Ups
 Copies of original certificates
 Medical certificate
 Copies of references
 Issue of an Identity Card
 Information to accounts for the payment of salary

Induction:-
 On the date of joining the employee is
introduced to the company along with the
newly recruited through an elaborate
induction program.

Contents of induction programme
Provide information about following…
 Brief history and operations of the company.
 Company’s organizational structure.
 Benefits & services of the company.
 Terms & conditions of service including wages,
working hours, holiday’s etc…
 Opportunities for training promotions, transfers etc..

Contd:-
 To give basic introduction
of job.
 To welcome employee in an
organisation.
 To make them familiar
with working culture.
 To understand the goals &
values…

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