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Paper
HR-01: Human Resource Management
Session
Unit 5 & 6
Topics
Recruitment & Selection
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Recruitment
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Recruitment
1. The process of searching for prospective
employees and stimulating them to apply
for jobs in the organization.2. The activity of publicising information
about vacancies / jobs in the organization
and inducing the prospective candidates
to apply for the jobs.
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Aim
To provide a sufficiently large number of
qualified and experienced candidates so
that the most eligible applicants can beselected.
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Sources
1. Internal
2. External
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Sources Contd.
1. Internal Internal sources refer to the
recruitment for jobs from within the
enterprise. Common internal sources are:1. Promotion
2. Transfer
3. Ex-employees
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Sources Contd.
Advantages of Internal Sources:
(1) Familiarity(2) Better utilization of internal talent
(3) Economy
(4) Motivational value
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Sources Contd.
Limitations of Internal Sources:
(1) Restricted choice(2) Inbreeding
(3) Absence of Competition
(4) Conflict
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Sources Contd.
2. External External sources refer to the
recruitment of candidates from outside the
enterprise.
Common External sources are:
1. Advertisement
2. Employment Exchange
3. Employment Agencies
4. Employment Consultants
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Sources Contd.
5. Head Hunters
6. Casual Callers
7. Word of Mouth8. Unsolicited Applications
9. Gate Hiring
10.Campus Recruitment
11.Union Recommendations
12.Employee Recommendations
13.Other Recommendations
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Sources Contd.
Advantages of External Sources:
(1) Wide option(2) Infusion of new blood
(3) Element of competition
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Sources Contd.
Limitations of External Sources:
(1) Frustration among existing employees(2) Expensive method
(3) Time consuming
(4) Lack of certainty
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Selection
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Selection
It refers to the process of offering jobs to one
or more applicants from among the
candidates.
It means establishing the BestFit between
job requirements on one hand and the
candidates qualification and experience onthe other.
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Selection Contd.
A selection process / procedure is bound to
prove ineffective if it does not derive the relevant
information from the candidates which might be
useful for offering them employment.
It can also be called a rejection process since
more candidates may be turned away than hired
and hence selection is frequently described as anegative process in contrast with the positive
nature of recruitment.
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Scientific Method of Selection
Five principal components of a scientific
selection procedure:
(1) Letters of application / application forms
blanks(2) References
(3) Medical checks
(4) Tests
(5) Interviews
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Which of these to use and in what
order to use them?
Criteria for Selection of Components
1. Candidate expectations2. Importance of specific attributes
3. Time available
4. Cost
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Criteria for Determining the
Order
(1) Assess key criteria early in the procedure
(2) Try to whittle down numbers as fast as
possible(3) Avoid the procedure becoming too labour
intensive too soon
(4) Bear in mind the candidates expectations
and try to avoid rejecting people without
due regard for their feelings.
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Selection Tests
(1) Performance Tests measure specific skills.
(2) Knowledge Tests measure knowledge of
subject.
(3) Aptitude Tests measure basic ability todevelop particular skills or knowledge.
(4) Intelligence Tests measure a combination
of abilities important in a given culture.(5) Personality Tests measure a complex web
of factors which reflect a personscharacter.
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Recruitment and Selection
Model Contd.
Work Load Analysis: is used to determine how
many employees of various types are required to
achieve total task targets in a given time frame.
Work Force Analysis:is used to determine how
many employees of various types are required to
achieve total task targets keeping a sufficient
margin for absenteeism, employee turnover and
idle time on the basis of past experience.
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Interview
The interview consists of face to face
interaction between the interviewer and the
interviewee (Applicant).
Interview is the most commonly used
selection tool.
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Interview Contd.
Interview can help:
1. The interviewer to assess candidatescapacity and motivation to perform a
job.
2. The candidate to formulate his / herown assessment of the job and the
organization.
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Interview Strategies
There are three basic elements of goodinterviewing:
1. Contact:Establish rapport with interviewer.
2. Content: What is the interviewee saying? Howdoes it relate to what you want to know about him
/ her?
3. Control:Retain control of the interview ad steerthe discussion in appropriate direction as rapport
without purpose can lead the interview to
degenerate into a friendly chat which achieves
little.
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Questioning Techniques
After breaking the ice with a fewpleasantries at the start of interview,
explain the purpose of your meeting and
the form it will take.The General Rules of Questioning are:
1.Ask open questions and listen to the replies.
2. Link your questions to candidates replies oryour own last question.
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Questioning Techniques Contd.
3. Probe each reply to find out what thecandidate is really saying, without putting him
on the defensive. Summarize to check that you
have understood.
4. Keep to a logical sequence of questions so
that you dontconfuse him.
5. Use silence to give the interviewee time to
think and to encourage him to say more.6. Make encouraging noises, nod, and look
interested, to keep him talking.
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Questioning Techniques Contd.
7. Avoid interrupting him or putting words in hismouth.
8. Avoid multiple, ambiguous or jargon-riddled
questions which dont get you much further
forward.
9. Avoid using leading and yes / no questions
which limit the scope of the candidates
replies.10.Avoid criticizing the candidate or his replies.
This will put him on the defensive.
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Questioning Techniques Contd.
11. Avoid using mannerisms that the candidatemay find distracting.
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Aims of Selection Interview
1. To help in the process of choosing people forjobs by:
1. Informing applicants about the jobs
2. Predicting which applicants will be ableand willing to do the job
3. Influencing suitable candidates to
accept
2. To show all the applicants, including the
failures, that the organization is a good one
and has tried to be fair. To create a good
image,or goodwill.
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Aims of Selection InterviewContd.
3. To help the applicant in formulating his ownassessment of the job and the organization,
and to match the opportunity available with his
qualifications and skills.
Thus, it is an opportunity to match the Wants
of the company with the Wants of thecandidate.
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Drawbacks of Selection
InterviewIn addition to the difficulties of conducting anyinterview, there are special difficulties with the
selection interview:
1. Both sides know much is at stake. It is a tense
interview.
2. The interview forces employer and applicant
into acting. Both may feel a vested interest insuppressing a part of the truth and
exaggerating other parts.
f S
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Drawbacks of Selection
Interview Contd.
3. The selection interview is unreliable as
different interviewers assess the same
candidate differently.
4. It is subjective in nature.
5. The task of predicting how applicants will
perform may be difficult as previous
predictions may be known to have beenmistaken.
D b k f S l i
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Drawbacks of Selection
Interview Contd.
6. The HALO Effect: people who are neat,
sunny and pause before speaking may be
automatically spotted as hard-working, honest,
good tempered, creative and intelligent.7. The Cloven Hoof Effect: assuming from
dirty shoes, coarse accent, scruffy clothes and
a weak smile as being idle, ignorant andunreliable.
D b k f S l ti
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Drawbacks of Selection
Interview Contd.
Despite its short comings, interview is the
most powerful and used selection tool.
Interviewing is an art, and improvement in
evaluation of candidates can be achieved by
training and practice.
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The Selection Profile
Qualities Selection Tool
1. Ability to control difficult
situations
Interview
2. Communication ability:
a) Written
b) Verbal
Application blank
Group discussion
& interview
3. Persuasive power Group discussion
& interview
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The Selection Profile Contd.
Qualities Selection Tool
4. Ability to relate with people Group discussion
5. Inclination & capacity to go
in depth in the area ofinterest
Interview
6. Leadership qualities Group discussion
& interview7. Team building & initiative Group discussion
8. Frankness and openness Interview
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The Selection Profile Contd.
Qualities Selection Tool
9. Analytical ability Group discussion
& interview
10. Interest in the career Interview
11. Creativity Written test &
group discussion
12. Motivation Interview
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Administrative Arrangements
Before you start inviting candidates forinterview, you must sort out where, when, how
and by whom, it is to be conducted.
1. Decide when and where the interview is to be
held.
2. Decide who will be involved in conducting it.
3. Notify the interviewers about the time andplace and arrange a meeting to plan the
interview.
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Administrative ArrangementsContd.
4. Notify the candidates, in good time, about thetime and place. Also inform them how to get
there, who to ask for and roughly how long and
what form the proceedings will take place.5. Notify the receptionist, gate keeper or other
relevant person, whom to expect and where to
direct them.
6. Make arrangements to avoid being interrupted
during the interview and give yourself enough
time to be thorough.
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Administrative ArrangementsContd.
7. If interviewees have to travel some distancefor the interview, make arrangements for their
expenses to be reimbursed.
8. If candidates expectations and time warrant it,arrange to have tea or coffee served. If you
are interviewing a candidate for senior
position, it may be appropriate to take him for
lunch.
G id li t b K t i Mi d
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Guidelines to be Kept in Mind
While Conducting Interview
Personality
1. Physical appearance and manners.
2. Interests, inclinations and attitudes.
3. Initiative and motivation
4. Leadership and team building, confidence
5. Potential to take higher responsibilities
6. Frankness and openness
7. Maturity and stability, intelligence
8. Aptitude and ambition, social skills
G id li t b K t i Mi d
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Guidelines to be Kept in Mind
While Conducting Interview Contd.
Communications
1. Ability to present his point of view in a
systematic manner
2. Clarity and fluency in spoken language
3. Alertness and understanding
4. Listening and feedback
G id li t b K t i Mi d
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Guidelines to be Kept in Mind
While Conducting Interview Contd.
Job Knowledge and Qualifications
1. Aptitude for the job
2. Abilities and skills
3. Minimum qualifications for job and desirablequalifications and skills
Experience
1. Relevant and related experience
2. Frequent changes in company
3. Stability vs frequent shifting in jobs
G id li t b K t i Mi d
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Guidelines to be Kept in Mind
While Conducting Interview Contd.
Family Background
1. Educated and employed
2. Belonging to which social class
S l Q ti f S l ti
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Sample Questions for Selection
Interviewing
Preliminary Chit-Chat
1. Tea or Coffee?
2. Did you have a good journey?
3. What were your traveling expenses
4. How do you like living in ?
Transition
5. What do you know about us? (Tell the
candidate a bit more)
S l Q ti f S l ti
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Sample Questions for Selection
Interviewing Contd.
Previous Record
6. Did you like school?
7. What was your favorite subject? Why?
8. Did you decide to become a .while youwere at school?
9. Which of your jobs you have enjoyed most?
10.What was the best part of that job?
11.Did you get any valuable experience working
with..?
12.Are you glad you changed from. To.?
S l Q ti f S l ti
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Sample Questions for Selection
Interviewing Contd.
Personality
13. What are your main interests, apart from work?
14. What books have you read lately?
15. Where would you choose to live, ignoring thepossibility of employment?
16. Who is your favorite character in history? Why?
17. Do you think TV has made people moreilliterate?
18. What ambitions have you I work or social life?
Do you see yourself in.years time in any
particular job?
S l Q ti f S l ti
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Sample Questions for Selection
Interviewing Contd.
The Vacancy
19. Had you any particular reason for applying
for this job?
20. Do you mind..? (Mention some of thedrawbacks. Then describe the job)
21. Is that fairly clear? Would you like to ask me
any questions?
Sample Q estions for Selection
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Sample Questions for Selection
Interviewing Contd.
Geography
22. Have you thought about moving if you are
appointed?
23. What are the advantages anddisadvantages, geographically, of the move?
24. Can we help you with the move (loans,
suggestions, etc.)?
Sample Questions for Selection
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Sample Questions for Selection
Interviewing Contd.
Conclusion
25. Thank you for the trouble you have taken.
26. We will be writing to you within.. Days.
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InterviewAn interview is a meeting of two people, face
to face, to accomplish a known purpose by
discussion.
Formal & Informal Interviews
Formal Interviews have:
1. A purpose and a plan
2. Is held with an appointment and at an
agreed place
3. A written record
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Interview Contd.
A round of interviews can be there
1. Informal interviews
2. Selection of the long list
3. First interviews
4. Short listing
5. Second interviews6. Final selection
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Interview Contd.
Panel Size
1. One to one
2. Small panels
3. Large panels
4. Group interviews or discussions
5. Peer group interviewing6. Final selection
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Interview Contd.The Three Levels
The interview is in some ways a charade played
out by both parties on at least three levels:
1. At first level both are likely to pay up service to thetwo way nature of what they are doing. The
interviewer will claim he wants to give all
information that the interviewee wants, that he is
scrupulously fair, that he will give applicant allopportunity to make his case in the best possible
way. The applicant will make out that he is being
honest, truthful and open in all he says.
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Interview Contd.
The Phases of the Interview
1. The Introduction2. Methodical Questioning
3. The Conclusion
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Interview Contd.
Types of Questions
1. Open Ended Questions
2. Closed Questions3. The Yes / No Question
4. The Multiple Question
5. The Leading Question
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Tips for Interview
1. Try to get background information on theorganization / interviewer
2. Be Punctual
3. Dress for the occasion, since it wouldprimarily be a formal exercise be formally
dressed.
4. Introduce yourself appropriately5. Establish rapport with the interviewer (s)
6. Credentials or literature being presented
should be neat
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Tips for Interview Contd.
7. Try to highlight the positive aspects /strengths of yourself / your product
8. Do not be overly aggressive
9. Do not try to dominate or monopolize theconversation
10. Try to be calm. Maintain a positive self
image11. Do not be evasive. Honesty is appreciated
in most cases.
12. Research subject / topic well
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Tips for Interview Contd.
13. Anticipate the questions and keep youranswers ready
14. Check references in advance
15. Maintain protocol16. While being interviewed by member of
opposite sex maintain professional
detachment17. Be polite even while dissenting
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Tips for Interview Contd.
18. Be attentive asking questions to berepeated may be taken as lack of
seriousness / attention span
19. Rehearse20. Use feedback received during interview
21. Follow up on the interview
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Tips for Telephonic Interview
1. Assessment would primarily be onknowledge of the subject
2. Verification of information faded / sent
earlier3. Confidence level
4. Conversational ability
5. Language6. Media (Tele Conferencing)
7. Normally does not exceed 15 to 20 minutes
Tips for Telephonic Interview
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Tips for Telephonic InterviewContd.
8. Honesty is appreciated9. Brief and crisp
10. Minimize time
11. Be precise12. Asking for repetition gives impressions of
not being attentive / confident
13. Body language is not vital hence avoidunnecessary gestures
Tips for Telephonic Interview
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Tips for Telephonic InterviewContd.
14. AccentPrepare by
- Talking to people
- Watching movies / video- News programmes on radio / TV
-Audio cassettes
- TOEFL tests
Tips for Telephonic Interview
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Tips for Telephonic InterviewContd.
15. Keep abreast of the terms / phrases used /likely to be used by interviewer
16. Do not oversell
17. Remember receiving incoming calls ormaking outside calls places you in the role
of company public relations
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THANK YOU !