Recruitment, selection, placement, induction

Recruitment, Selection, Placement and Induction

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What is recruitment?

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Recruitment is creating an attraction

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DEFINITION OF RECRUITMENT

“the process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be

chosen”

Byers and Rue

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Recruitment is the process of searching for prospective candidates

and entice them to apply for the jobs in the organization

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Few Things you need to Know

Recruitment is one of the Key Result Areas of HRM

Recruitment tries to match Human Resources to the Strategic and Operational needs of the organization

It ensures optimum utilization of those Human resources

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 Recruitment Policy

How to recruit How to select/on what basis

What methods to use for

recruitment

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RECRUITMENT PROCESS

HR Planning

Identify the HR

requirement/ Job Vacancies

Job Analysis(JD

and JS)

Decision to Recruit

Choose the Resources and

methods of Recruitment

Implement the

Recruitment programme

Evaluate theRecruitment Programme

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1. HR PLANNING

Right time Right place

Right number Economically most useful

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2. Identify the HR requirement/ Job Vacancies

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3.Job Description and Job Specification

• Duties and responsibilities • Types of the person

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4. Decision to Recruit

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5. Choose the Resources and methods of Recruitment

Internal Recruitment

External Recruitment

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6. Implement the recruitment programme

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7. Evaluate the recruitment programme

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Internal & External Recruitment

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Internal Recruitment Methods

Notice boards Circulars News letters

Job posting HRIS Intranet

Transfers Promotions

Referrals of employee –

“buddy finds buddy”

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Advantages of Internal Recruitment

Boost the morale of the work force

Employee’s performance and competencies are

well known

Cost effective

Better employee relationship

Kind of a training and development for the employee

Better utilization of the internal resources

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Disadvantages of Internal Recruitment

InbreedingMiss out the

talent available externally

Limited choice Less competition

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External Recruitment Methods

• News paper advertisements“AIDA” 1. Attention, 2. Interest,3. Desire,4. Action

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External Recruitment Methods

• Magazines

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External Recruitment Methods

• Radio and TV

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External Recruitment Methods

• Educational Institutes

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External Recruitment Methods

• Recruitment Agencies

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External Recruitment Methods

• “Head hunting”

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External Recruitment Methods

• Walk in interviews

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External Recruitment Methods

• Job Fairs

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Advantages of External Recruitment Methods (Tools)

Infusion of new blood

Wide options

Finding innovative employees incorporation of new concepts

Publicity and better image for the organization

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Disadvantages of External Recruitment Methods

• Time consuming

• Unpredictable performance

• May not fit to the Organization’s culture

• Expensive

• Frustration among employee

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Selection

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Definition of Selection

“Selection is the process of choosing the most

suitable applicant/candidate for a job from

among the available applicants.”

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Importance of Selection

• Selection gives the right place to the right person.

• Rejecting the right person or the placement of the wrong person will have a severe impact.

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SELECTION PROCESS

Application screening and short listing

Presentation of data in a tabulated

form

Preliminary interview

Employment tests

Diagnostic interview

Reference checking

Medical examination

Final selectionCollection of

various documents

Job offer interview

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Types of Interviews

1. Formal and Structured interviews / Directive interviews

• very rigid in its structure and contents • ensures each and every candidate is tested

with identical questions.• The interviewer selects the questions to be

asked • plans the interview in advance.• Lack of subjectivity is the main advantage

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2.Unstructured interviews / Nondirective interviews

• no pre-determined set of questions

• take its own direction depending on the answers given.

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3. Stress interviews

• The objective is to test the applicant’s

ability to perform effectively and

efficiently under stress.

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4. Group interview method

• Group of candidates are interviewed by an interviewer.

• Usually they are interviewed at different stages by different interviewer

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5.Panel interviews

• Panel of experts test the each candidate

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6. In depth interviews

• This is at the second stage of interview

• it goes to a deeper level to understand the

candidate better

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7.Situational type of interviews

• Questions are focused on the individual’s

ability to understand what his or her

behaviour would be in a given situation

Types of Selection Tests

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1. Intelligence Tests (Specific cognitive abilities)

Intelligence means the mental ability or

quickness of mind.

It is the ability for “reasoning, judgment,

memory and the power of thoughts.”

An IQ (Intelligent Quotient) involves a

different ability, usually comprising verbal

reasoning or numerical ability

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 2. Aptitude Tests

(Specific cognitive abilities)

• measures the person’s ability to learn a given job.

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3. Test of Motor and Physical Abilities

This includes finger dexterity manual dexterity

speed of the arm movement Reaction time

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4. Situational Tests

This is a behavioral test A real situation is given to the applicant and asked to tackle the situation as if he

or she got it in their real life.

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5.Achievement Tests

These are knowledge tests

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6.Interest Tests

to identify whether the applicant has a genuine interest in the kind of work to be

performed

No point of assigning a job someone is not interested in it.

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7. Personality Tests

• Personality tests assess a person’s value systems emotions

• Personal characteristics • Self-confidence• Judgment• Dominance or submission• Impulsiveness

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Polygraph Tests

Test the truthfulness of an applicant answers

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Graphology

Analysis of hand writing to assess one’s personality.

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Placement

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Placement

“the determination of the job to which an accepted candidate is to be assigned and his

assignment to that job.”

Paul Pagers and Charles A. Myers

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Induction

Induction training is a type of training given as an initial preparation for taking a job.

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Content in Induction Programme

• Location and physical layout• Colleagues and informal relationships• Management, supervision and formal

relationship• Customers• Conditions of employment and contracts• Organization and house rules E.g. No drinking, No

smoking etc• Security systems

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Purpose Of Induction/Familiarization Training

• To eliminate turn over

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Purpose Of Induction/Familiarization Training

• To eliminate fear and build-up confidence of the employee

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Purpose of Induction/Familiarization Training

• To enhance the productivity and quality of the product

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Purpose Of Induction/Familiarization Training

• To build sense of belongingness and loyalty

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Purpose Of Induction/Familiarization Training

• To build and develop soft skills(positive attitudes/values) of the employees

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Purpose Of Induction/Familiarization Training

• Feeling of job satisfaction and security

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Purpose Of Induction/Familiarization Training

• Get to know each other in the work place

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Purpose Of Induction/Familiarization Training

• Employee is having a macro picture about the organization

• Creating a “feel at home” mentality

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Formal Induction or Familiarization Training

General Training

Job Training

Evaluation

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General Training (General information)

Reception

Introducing the employee hand

book Introduction to key persons

Business and Business structure

Organizational structure

Organizational culture and values

Welfare and employee benefits

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General Training (General information)

Site layouts (Factory/offices/canteen

etc.)General administration Discipline and Grievance

handling procedure

Organizational rules, Dress codes, Absenteeism

and lateness, Working hours and Smoking areas

Occupational Health and Safety (Legal requirement)

Security, Restricted areas, Transport and Parking

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Job Training

• Local department structure

• Local department layout (wash rooms,

changing rooms etc.)

• Local department tour

• Department functions/role and objectives

• Department team and management

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Job Training

• Related departments and functions• How the department actually works and

relates to others• Reporting and communication procedure• Job description (duties, scope, territory,

authority etc.)• Work station/space• Technical training/familiarization

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Evaluation

Measure the effectiveness of the

training programme.

Conduct exit interviews with any

employee who leaves

To identify the improvements and

continuously develop the induction training programs in the future

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Krishantha JayasundaraBA.Peradeniya, PQHRM.IPM, NDTHRD.IPM

krishanthajayasundara.branded.mekrishantha896@gmail.com