SELECTION &

RECRUITMEENT

SELECTION:

• Is the process of discovering the qualifications & characteristics of the job applicant in order to establish their likely suitability for the job position.

• A good selection requires a methodical approach to the problem of finding the best matched person for the job.

SELECTION PROCESS :

1. Preliminary Interview2. Selection Tests3. Employment Interview4. Reference and Background

Analysis5. Physical Examination6. Job Offer7. Employment Contract

STAGES IN SELECTION PROCESS:

• Stage 1: Screening Of Application Forms.

• Stage 2: Tests--Intelligence, Aptitude, Technical, Psychometric, Ability, Interest.

• Stage 3: Selection Interview.

• Stage 4: Selection Decision

BARRIERS TO EFFECTIVE SELECTION :

• Perception• Fairness• Validity• Reliability• Pressure

STAGES IN SELECTION PROCESS:

• Stage 1: Screening Of Application Forms.

• Stage 2: Tests--Intelligence, Aptitude, Technical, Psychometric, Ability, Interest.

• Stage 3: Selection Interview.

• Stage 4: Selection Decision

SELECTION PROCEDURE/STEPS

1 PRELIMINARY SCREENING

2 SENDING APPLICATION FORMS

3 TRADE TEST

4 WRITTEN TEST

5 PSYCHOLOGICAL TEST

6 INTERVIEW

7 PHYSICAL TEST

8 ON THE JOB TEST

9 REFERENCE

10 ORIENTATION

11 FINAL SELECTION

12 INTIMATION TO SALARY DEPT.

CHALLENGES IN RECRUITENT & SELECTION

• Talent Shortage• Attrition Rate• Reservations and other Gov.

Policies• Remoteness of Job• Scrutinity of employee’s

credentials

BASIC DIFF. BETWEEN RECRUITMENT AND SELECTION:

• Recruitment- searching for and attracting applicants qualified to fill vacant positions

• Selection- Analyzing the qualifications of applicants and deciding upon those who show the most potential

RECRUITMENT

WHAT IS RECRUITMENT?

• “Recruitment refers to the process of sourcing, screening, and selecting

people for a job or vacancy within an organization. Though individuals can

undertake individual components of the recruitment process, mid- and large-size

organizations generally retain professional recruiters”.

THE RATIONALE AND IMPORTANCE OF RECRUITMENT

• Recruitment is the process which links the employers with the employees.

• Attract and encourage more and more candidates to apply in the organisation.

• Create a talent pool of candidates to enable the selection of best candidates for the organisation.

• Determine present and future requirements of the organization in conjunction with its personnel planning and

job analysis activities.

• Increase the pool of job candidates at minimum cost.

• Help increase the success rate of selection process by decreasing number of visibly under qualified or

overqualified job applicants.

• Help reduce the probability that job applicants once recruited and selected will leave the organization only after

a short period of time.

• Meet the organizations legal and social obligations regarding the composition of its workforce.

• Begin identifying and preparing potential job applicants who will be appropriate candidates.

• Increase organization and individual effectiveness of various recruiting techniques and sources for all types of

job applicants

SOURCES OF RECRUIMENT

• Transfers

• Promotions

• Upgrading

• Demotion

• Retired Employees

• Retrenched Employees

• Dependants and Relatives of deceased employees.

• Advertisements

• Campus Placements

• Vendor Management

• Employment Exchanges

• Labour Contractors

• Employee Referral Program

• Recruitment at Factory Gate

INTERNAL SOURCES

EXTERNAL SOURCES

SOURCES

INTERNAL SOURCES OF RECRUITMENT

1. TransfersThe employees are transferred from one department to another

according to their efficiency and experience.

2. PromotionsThe employees are promoted from one department to another with

more benefits and greater responsibility based on efficiency and experience.

3. Upgrading and Demotion of present employees according to their performance.

4. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in

load of work. Recruiting such people saves time and costs of the organisation as the people are already aware of the organisational

culture and the policies and procedures.

5. The dependents and relatives of Deceased employees and Disabled employees are also hired by many companies so that the

members of the family do not become dependent on the mercy of others.

EXTERNAL SOURCES OF RECRUITMENT

1. Press AdvertisementsAdvertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this

method is that it has a wide reach.

2. Educational InstitutesVarious management institutes, engineering colleges, medical

Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus

interviews and placements.

3. Placement AgenciesSeveral private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists.

4. Employment ExchangesGovernment establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers

and help employers in identifying suitable candidates.

5. Labour ContractorsManual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labour for construction jobs.

6. Employee Referrals / RecommendationsMany organisations have structured system where the current employees of the organisation can refer their

friends and relatives for some position in their organisation. Also, the office bearers of trade unions are

often aware of the suitability of candidates.

7. Recruitment at Factory GateUnskilled workers may be recruited at the factory gate

these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to

fill permanent vacancies.

RECRUITMENT PROCESS

IDENTIFY VACANCY

NO HIRE

SEARCH INTERNAL DATABASE

PREPARE JOB DESCRIPTION&

PERSONAL SPECIFICATION

APPROVALS

VENDORS

CHECK PROFILE

CO-ORDINATE INTERVIEWS

REFERENCE CHECK

CLOSE/PROPOSE

OFFER

CONDUCT INTERVIEWS

DECISION-MAKING

SHORT-LISTING

GIVE OUT JOB DESCRIPTION

NO

NO

YES

YES

WALK-INS

CAMPUS PLACEME

NTS

ADVERTISEMENT

S

VENDOR MANAGE

MENT

CHANNELS OF RECRUITMENT

RECRUITMENT CONSULTANCY FIRMS

• A candidate visits a local branch for a short interview and an assessment before being taken onto the

agency’s books.

• Remuneration for the agency's services usually takes one of following forms:

A contingency fee paid by the company when a recommended candidate accepts a job with the client

company (typically 20%-30% of the candidate’s starting salary), which usually has some form of guarantee,

should the candidate fail to perform and is terminated within a set period of time.

An advance payment that serves as a retainer, also paid by the company.

ONLINE RECRUITMENT WEBSITES

• Such sites have two main features: job boards and a résumé/Curriculum Vitae (CV) database.

• Job boards allow member companies to post job vacancies.

• Candidates can upload a résumé to be included in searches by member companies. Fees are charged for job

postings and access to search resumes.

• Key players in this sector provide e-recruitment software and services to organisations of all sizes and within

numerous industry sectors, who want to e-enable entirely or partly their recruitment process in order to improve

business performance.

• The online software provided by those who specialise in online recruitment helps organisations attract, test, recruit, employ and retain quality staff with a minimal amount of

administration.

HEADHUNTERS• Headhunters are third-party recruiters often retained when

normal recruitment efforts have failed.

• They use advanced sales techniques, such as initially posing as clients to gather employee contacts, as well as visiting

candidate offices.

• They prepare a candidate for the interview, help negotiate the salary, and conduct closure to the search.

• They often attend trade shows and other meetings nationally or even internationally that may be attended by potential

candidates and hiring managers.

• Headhunters are typically small operators that make high margins on candidate placements (sometimes more than 30%

of the candidate’s annual compensation).

• Due to their higher costs, headhunters are usually employed to fill senior management and executive level roles, or to find

very specialized individuals.

CAMPUS RECRUITMENT• Campus recruitment refers to the process whereby

employers undertake an organised program of attracting and hiring students who are about to graduate from

schools, colleges and universities.

• Employers commonly attend campuses to promote employment vacancies and career opportunities to students

who are considering these options following graduation.

• Selection methods used by employers include interviews, aptitude tests, role plays, written assessments, group

discussions and presentations.

• Many schools, colleges and universities provide their students with independent advice through a career advisory

service which is staffed by professional career advisors.

• The career advisory service often organises a career fair or job fair where a large number of employers visit the campus at once giving students the opportunity to meet a range of

potential employers.

INNOVATIVE RECRUITMENT

RESUME SCANNERS• Resume scanner is one major benefit provided by the

job portals to the organisations.

• It enables the employees to screen and filter the resumes through pre-defined criteria’s and requirements (skills, qualifications, experience, payroll etc.) of the job.

• Job sites provide a 24*7 access to the database of the resumes to the employees facilitating the just-in-time

hiring by the organisations.

• Online recruitment helps the organisations to automate the recruitment process, save their time and costs on

recruitments.

CONTESTS• A company can hold contests in order to attract candidates with different skills and

aptitudes to meet at one point and the best performers can be selected.

• Contests create a large pool of candidates for selection.

• Axel Mark, an information distributor for cell phone users, recently organized a contest to build a job-search Web site aimed at college

students and recent graduates.

• A member of the winning team was subsequently hired.

CATCHING CANDIDATES YOUNG

• Recruiting students early in their educational course.

• A company will lock in talent up-front.

• Work with college/institute to mould curriculum for the company’s requirements.

• A company can create an emotional bond with the candidate.

USE OF SOCIAL NETWORKING SITES

• Use blogs to post job descriptions and vacancies.

• Advertise on websites like Facebook or Orkut.

• Due to ever-increasing membership of people on these networking sites, there is a good chance of people

responding to these ads and blogs.

• Youth these days spend a lot of time on the internet.

ASSESSMENT CENTRES

• Assessment Centres typically use a combination of simulations, interviews and psychometrics to measure the performance of a group of Candidates against the skills and behaviours required for success in a particular job.

• Assessment Centres greatly increase the chances of finding a suitable candidate and reduce the risk of selecting or promoting the wrong people.

ASSESSMENT CENTRES

• Social/informal events - where you could meet a variety of people, including other candidates, the selectors, recent graduates and senior management. This is presented as an opportunity for you to find out about the organisation and to ask questions in a more casual setting. These events may appear informal and not part of the true assessment procedure but you should behave in a way that reflects well on you.

• Information sessions - which provide more details about the organisation and the roles available. Listen carefully, as the information provided is likely to be more up to date than your previous research. If you are unclear about anything, ask. Asking inappropriate questions just to get noticed will not impress the selectors.

• Tests and exercises - designed to reveal your potential. Selectors at assessment centres measure you against a set of competencies and each exercise is designed to assess one or more of these areas.

INTERNAL RECRUITMENT

Advantages DisadvantagesLess expensive Smaller pool of workers to

choose from

Existing employees have opportunity to enhance their career

Less opportunity to bring new skills, ideas and experience into the organisation

Further job opportunities may be created as a result of recruiting internally

Lack of ownership of tasks due to employee expectations of moving on to another job

Organisation can make use of its pool of existing workers

Lack of stability in work teams due to team members regularly moving to other positions.

EXTERNAL RECRUITMENT

Advantages DisadvantagesNew workers can bring new skills and innovation to the organisation

More expensive

The organisation attracts a wider pool of workers from home and abroad

Existing employees will not have the chance to enhance their careers

More chance of recruiting a ‘good fit’ because the organisation is recruiting from a wider pool

Recruitment process may be slower