RECRUITMENT & SELECTION

RECRUITMENT

• Overall process of attracting, obtaining as many applications as possible from eligible seekers.

PURPOSE AND IMPORTANCE

Provide potentially qualified job candidates. Increases the success rate of selection process. Reduce employee turnover. Meet the organization's legal and social obligations. Increase organizations and individual effectiveness in

long and short term.

FACTORS INFLUENCING RECRUITMENT

EXTERNAL FORCES• Supply and Demand• Unemployment Rate• Labour market• Political- legal• Sons of soil• Image

RECRUITMENT

INTERNAL FORCES• Recruitment Policy• HRP• Size Of the Firm• Cost• Growth and expansion

The process comprises five interrelated Stages:1. PLANNING2. STRATEGY DEVELOPMENT3. SEARCHING4. SCREENING5. EVALUATION AND CONTROL

RECRUITMENT PROCESS

RECRUITMENT PLANNINGNo of contacts:

Yield ratios (yRs):Advertisement-2000 applicants -200 were qualified , yR= 10:140 attended final , yR=5:130 Qualified , yR=4:320 accepted ,yR=3:2Overall yR=100:1 --------- hiring 30 requires targeting of 3000

Type of contacts:People to be informed about job openingsInformed through job description and job specifications

STRATEGY DEVELOPEMENT• Make Or Buy Employees

Make – Hire less skilled workers and provide trainingBuy – Hire highly skilled workers

• Technological Sophistication Applicants sending videotapes about themselves, saving time and

money.• Where to Look

National labor market- managerial and professional employeesRegional market – Technical employeesLocal markets – blue collar employees

• How to lookSources of recruitment

SOURCES OF RECRUITMENT

Internal Recruitment• Present employees• Employee referrals• Former employees• Previous employees

EXTERNAL SOURCES

• Professional or trade associations• Advertisements• Employment exchanges• Campus recruitment• Walk-ins & write-ins• Consultants• Contractors• Displaced persons• Radio & television• Acquisitions & mergers• Competitors• E-recruiting

Searching• Source ActivationSources & search methods are activated by the issuance of an employee requisition. The Application received are then scanned. Those passed are invited for interview and others sent a letter of regret.• SellingThe second issue to be addressed in the searching process concerns communication to attract desirable applicants.

Screening• Scrutinizing and shortlisting the

applications received.

• To eliminate those unqualified.• To Assure the potentially good

employees are not lost.• To ensure women and minorities

receive fair consideration.

SELECTION AS SOURCE OF COMPETITIVE ADVANTAGE

Two reasons:

Performance depends on individuals Cost incurred in recruiting

Outcome of selection decision

Success

Failure

False Negative True Positive Error Error (“High Hit”)

True Negative False Positive Error (“Low Hit”) Error

Failure Predicted Success Predicted

SELECTION PROCESS OF BHARTI AIRTEL

Internal External

Technical Test

Panel Interview

Direct Interview

Technical Interview

Medical Exam

Reject

SELECTION PROCESSReception and Preliminary Interview

Selection Test

Employment Interview

Reference and Background Analysis

Selection Decision

Physical Examination

Job Offer

Employment Contract

Evaluation

Rejection

SELECTION TEST• Personality Test

Bernsenter Personality InventoryThematic Appreciation TestCalifornia psychological inventoryThurstone Temperament Survey

• Interest Test – Measure Individual’s Activity Preference• Graphology Test – Predict through handwriting• Polygraph Test – Check accuracy of applicant’s information

Employee Interview• One –to – One Panel• Sequential

TYPES OF INTERVIEWS• Structured• Unstructured• Mixed• Behavioural• Stressful

Common Interview Problems and Solutions

• Halo Effect• External bias – swayed by negative information.• Sex,race and attitudes similar to interviewer • FavouritismSolutions :• Follow structured form• Evaluate the interviewee immediately after interview• Focus on desired traits• Respect Reservation policy of the government

Reference and Background Check

• Criminal Record checks• Previous employment check• Educational record Checks• Credit record checks• Civil record checks• Union Affiliation Checks• Character Reference Checks• Neighbourhood Reference Checks

Employment Contract• Agreement specifying terms and conditions under which

a person consents to perform certain duties as directed and controlled by an employer in return for an agreed upon wage or salary.

Employment Contract Checklist

• Job title• Duties• Rate of pay, allowance, overtime and shift rates, method of

payment• Hours of working• Holiday arrangement• Sickness• Grievance procedures• Disciplinary Procedures• Work rules• Arrangement for termination

Conclusion and Evaluation

• Reassuring rejected candidates• No shows rate – 20 -50%,It costs the company• Availability of competent employees

EVALUATION AND CONTROL

Meaning of EvaluationEvaluation is the systematic assessment of information to provide useful feedback about some object.Meaning of ControlControl is a managerial function which check the errors and take corrective action so that there is no deviation from the standards set.

Why evaluation and control• Salaries for recruiters• Time consumption• Costs incurred• Recruitment overheads and

administrative expenses• Helps in checking the validity

and effectiveness • To avoid making errors

Evaluation of recruitment process

• Return rate of applications sent out

• Number of suitable candidates for selection

• Retention and performance of the candidates selected

• Cost of the process• Time lapse data• Comments on the projected

image

Evaluation of recruitment methods• Number of initial enquiries• Number of candidates as a

whole• Retention rate

Philosophies of recruiting• Traditional philosophy

• Realistic philosophy Realistic job preview Job compatibility questionnaire

Alternatives of recruitment• Overtime• Employee leasing• Temporary employment

Meaning of selection• Process of picking individuals

with requisite qualification and competence to fill jobs in the organisation.

DifferenceRECRUITMENT• Identifying prospective

employees to apply for jobs

• Positive in approach

SELECTION• Picking the right

candidate from a pool of applicants

• Negative in approach

SELECTION IN INDIA• Selection process of blue-collared and

white collared employees is unsystematic in the country.

• Unorthodox means exist in hiring managerial personnels too:– Hiring from competing firm– Attract and hire stars

INDUCTION• Induction or orientation is a

systematic and planned introduction to provide a new employees with information about their job, their co-workers and the organisation which help them to function comfortably and effectively.

• A good orientation programme helps to create a favourable impression of the firm and its work and helps in reducing absenteeism and turnover.

STRATEGIC CHOICE OF ORIENTATION

Formal or Informal

Individual or Collective

Serial or Disjunction

Investiture or Divestiture

REQUISTES OF AN EFFECTIVE ORIENTATION

REQUISTES

Prepare for new employe

es

Determining the present

ation style

Completion of

paperwork

Determine

information

Evaluation of orientation program• Firms with formal orientation programmes ask

employees to complete a questionnaire evaluating the programme.

• Questionnaire is administered after some length of time, in order to enable the employee to gain some perspective about the work and the company.

• HR representative or the officers may conduct follow-up interviews to elicit the employee opinion

• GD sessions can also be held with new employees who have settled comfortably into their jobs

• Feedback from the employees

• Orientation programmes are conducted for improving the performance of the new employees

Problems of OrientationSupervisor who is entrusted with the job is not

trained or is too busyEmployee is overloaded with forms to completeEmployee is thrown into action soonEmployees mistake can damage the companyEmployee may develop wrong perception

because of short periods spend on each jobGiven only menial tasks that discourage job

interest and company loyaltyPushed into the job with a sketchy orientation

under the mistaken belief that ‘trial by face’ is the best orientation

Placement• Refers to the allocation of the allocation of people to

jobs. Its includes initial assignment of new employees, and promotion, transfer or demotion of present employees.

FACTORS AFFECTING PLACEMENT

Increased government pressure to hire and promote women and the disadvantaged.

Heightened awareness of the fact that firms have many jobs but each individual has only one career.

Placement problems

• 1. Independent Jobs

• 2. The dependent jobs

• 3. The pooled jobs

Typical orientation program

• Tour Facility

• Introduce to Co-Workers

• Review Employee Handbook and Paperwork

• Review Goals and Job Expectations

• Provide Training and Shadowing

• Assign a Mentor

• Schedule a Lunch

PLACEMENT IN AIRTELThe first round is the written test. The written test consist of

* Aptitude test

* Quantitative ability

* Verbal English

Second round was GD

Next round was a PI round

THANK YOU