Recruitment, Selection, Induction & Promotion

Human Resource Planning

Determine Recruitment &

Selection NeedsJob Analysis

Recruitment & Selection Needs

RecruitmentMeaning In simple terms, recruitment is understood as the process of searching for & obtaining applications for jobs, from among whom the right people can be selected.

Definition“It is the process of finding & attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected.”

Definition “Recruitment acts set of activities and organization uses to attract job candidates possessing appropriate characteristics to help the organization reach its objectives.”

“Recruitment involves seeking & attracting a pool of people from which qualified candidates for job vacancies can be chosen.”

Recruitment

It is a process of searching the candidates for employment and stimulating them to apply for jobs in the organization.

Purpose & Importance1. Determine the present & future requirement of the organization.2. Identifying potential job applicants.3. Increase the pool of job candidates at minimum cost.4. Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants.5. Help reduce the probability of candidates leaving the organization.6. Meet the organization’s legal & social obligation regarding the composition of its workforce.7. Increase organizational & individual effectiveness

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Recruitment 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 i.e. the final interview and the decision making, conveying the decision and the appointment formalities

Factors Governing Recruitment

•External Factors•-Supply & demand•Unemploym•-ent Rate •Labor Market•Political •social image

•Internal Factors•Recruitment policy•HRP•Size of the •Firm•Cost•Growth & expansion

Recruitment

Personnel planning

Job vacancies

Job Analysis

Recruitment Planning

. Number

. Types

Strategy Development. Where.How.When

Employee Requisition

Screening

Applicant Pool

Potential Hires

Selection

Evaluation & Control

Headhunting

Head hunting refer to the approach of finding and attracting the best experienced person with the required skill set. Headhunting is also a recruitment process involves convincing the person to join your organization

Indentify the prospective employee

Hold a talk with the candidate

Candidate interested

Look for some other candidate

Call for a formal discussion

Job Offer Look for some other candidate

Ask the person to join and submit various necessary Documents

Source of Recruitment

Internal • Transfer • Promotion•Upgrading•Demotion• Retirement•Dependent and relatives of deceased employees

•External •Recruitment of factory gate.• Casual Callers.• Advertisement• Employment Agencies.• Management consultants.• Educational Institutions.• Recommendations• Labor Contractors• Telecasting

Internal Source of Recruitment - Persons who are already working in an organization constitute the Internal sources. It includes the existing employees. The retired employees and the dependent of the deceased employees. - The way of internal recruitment is generally through transfer, promotion and other job changes.

Merits: Demerits:Economical Limited choiceSuitable InefficiencyReliable Bone of contentionSatisfying

Promotion & Transfer

- Promotion involves the movement of employees from a lower level to a higher level with changes in duties, responsibilities, status & values.

- Transfer, however, involves lateral or horizontal movement within the same grade from one job to

another. It might lead to changes in duties & responsibilities & sometimes the working conditions but the status and salary is not affected

Employees Referrals

- It means making use of recommendations from a current employee regarding a job applicant. The logic is that they serve as a reliable source.

- Companies offer rich reward to the employees whose recommendations are accepted.

Example:Citibank offers RS.50,000 to its employees for the every vacancy filled up by the bank on the basis if their referral.

External Source of RecruitmentThese includes employees working in other organizations, Job aspirants registered with employment exchanges, students from reputed educational institutions, candidates forwarded by search firms & contractors, candidates responding to advertisements issued by the organizations, unsolicited application/walk ins.Merits DemeritsWide choice ExpensiveMotivational Force Time consumingLong Term Benefits Uncertainty

Campus Recruitment

A preliminary screening is done within the campus & short listed candidates are then subjected to the reminder of the selection

process.

Advertisements

This source include advertisement in newspaper,

trade, professional & technical journals, radio & television etc.

Employment Exchanges

It is an office setup by the Govt under the employment Exchange Act.

These are created all over the country for helping the unemployed youth

Private Employment Search Firms

- A search firm is a private employment agency which maintain a computerized list of qualified applicants & supplies these to employers willing to hire people from such a source.

- These agencies charge some fees from both the applicant and the employer.

Examples: job bank etc.

Selection

It is a process of picking individuals with requisite, qualifications &

competent to fill jobs in the organization

Barriers to Effective Selection

- Perception

- Fairness

- Validity

- Reliability

- Pressure

Induction/Orientation

It is the process of receiving and welcoming an employee when he/she first

joins a company and giving him/her the basic information he needs to settle down

quickly & happily and start work.