Recruitment and Selection

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Prepared By: Milan Padariya

Recruitment
Organizational activities that provide a pool of applicants for the purpose of filling job openings. Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations.

 Tata owned Jaguar-Land Rover (JLR) has announced a major drive to recruit 600 engineers and technical staff to work on its 700-million-pounds project. Besides, there are a "significant number" of vacancies in its purchasing, finance and human resources departments. It is also launching a programme aimed at recruiting

Purposes and Importance

(1) (2) To provide a pool of potentially qualified job candidates. Increase the pool of job candidates at minimum cost.

(3) Help increase the success rate of the selection process by reducing the number of visibly under-qualified or overqualified job applicants. (4) Help reduce labor turnover in the future.

(5) Determine the present and future requirements of the organization in conjunction with its personnel planning and job-analysis activities. (6) Begin identifying and preparing potential job applicants who will be appropriate candidates. (7) Increase organizational and individual effectiveness in the short term and long term. (8) Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

Factors Governing Recruitment

A. External Factors :
(1) The supply and demand of specific skills in the labor market.

(2) When the unemployment rate in a given area is high, the company's recruitment process may be simpler.
(3) Labor-market conditions in a local area are of primary importance in recruiting for most non-managerial, supervisory and middlemanagement positions. However, so far as recruitment for executive and professional positions is concerned, conditions of all India market are important. (4) Legal consideration: We have central and state Acts dealing with labor. They cover working conditions, compensation, retirement benefits, and safety and health of employees in industrial establishments. There are Acts which deal with recruitment and selection. (5) The company's image is also important in attracting large number of job seekers.

B.

Internal Factors

(1) Recruiting policy : One such internal factor is the recruiting policy of the organization whether internal or external. (2) Temporary and part-time employees : Another related policy is to have temporary and part-time employees. An organization hiring temporary and part-time employees may not be able to attract sufficient applications.

(3) Local citizens : In multinational corporations (MNCs), there is the policy relating to the recruitment of local citizens.
(4) Human Resource Planning : A company must follow the programme of Human Resource Planning for the purpose of quick and easy recruitment. Effective HRP greatly facilitates the recruiting efforts. (5) Size : Size is another internal factor having its influence on the recruitment process. A large organization will find recruiting less difficult.

A good recruitment policy

Complies with government policies Provides job security Provides employee development opportunities Flexible to accommodate changes Ensures its employees long-term employment opportunities Cost effective for the organization

 Internal Sources: Internal recruitment seeks applicants for positions from those who are currently employed. Internal sources include present employees, employee referrals, former employees, and former applicants. There are two important internal sources of recruitment namely : (i) transfers and (ii) promotions. (i) A promotion is the transfer of an employee to a job that pays more money or one that enjoys some preferred status. A promotion involves reassignment of an employee to a position having higher pay, increased responsibilities, more privileges, increased benefits and greater potential. Promotion leads to shifting an employee to a higher position carrying higher responsibilities, facilities, status and pay. The employees can be informed of such a vacancy by internal advertisement.

Sources of Recruitment

 (ii) Transfers : Another way to recruit from present employees is transfer without promotion. Transfers are often important in providing employees with a broad-based view of the organization, necessary for future promotions. Transfer involves the shifting of an employee from one job to another. (iii) Family and Friends of Employee : This can be a good source of internal recruitment. This source is usually one of the most effective methods of recruiting because many qualified people are recruited at a very low cost to the company. (iv) Previous employees : Former employees are also an internal source of applicants.

advantages
(1) (2) It promotes greater loyalty and morale among the employees. It encourages competent individuals who are ambitious.

(3) It improves the probability of a good selection, since information on the individual's performance is readily available.
(4) When carefully planned, promoting from within can also act as a training device for developing middle-level and top-level managers. (5) Those chosen internally are familiar with the organization.

(6) It encourages self-development among employees. They look forward to higher posts. (7) It also creates a sense of security, stability and continuity of employment. (8) It eliminates the chances of hasty decisions.

(1) When vacancies are filled through internal promotions the scope for fresh blood entering the organization is reduced. (2) The advantage of hiring outsiders who may be better qualified and skilled is denied. (3) The employees may become lethargic if they are sure of timebound promotions. (4) The spirit of competition among the employees may be hampered.

demerits

(5) Promotion also results in inbreeding which is not good for the organization.
(6) There are possibilities that the internal sources may "dry up". It may be difficult to find the requisite personnel from within an organization.

External Recruitment :
(1) Advertisements : These constitute a popular method of seeking recruits as many recruiters prefer advertisements because of their wide reach. Advertisement in local or national newspapers and trade and professional journals is generally used when qualified or experienced personnel are not available from other sources. Advertisement gives the management a wider range of candidates from which to choose. (2) Educational Institutions : Direct recruitment from educational institutions for jobs which require technical or professional qualifications has become a common practice. A close liaison between the company and educational institutions helps in getting suitable candidates to man various positions. This is also known as `Campus Recruitment'.

 (3) Professional or Trade Associations : Many associations provide placement services for their members. These services may consist of compiling job seeker's lists and providing access to members during regional or national conventions. Further, many associations publish or sponsor trade journals or magazines for their members. These publications often carry classified advertisements from employers interested in recruiting their members. Professional or trade associations are particularly useful for attracting highly educated, experienced or skilled personnel. Another advantage of these sources is that recruiters can zero in on specific job seekers, especially for hard-to-fill technical posts.
(4) Management Consultants : Management consultancy firms help the organizations to recruit technical, professional and managerial personnel. They specialize in middle-level and top-level executive placements. They maintain data bank of persons with different qualifications and skills and even advertise the jobs on behalf of their clients to recruit right type of personnel.

 (5) Write-ins are those who send written enquiries. These job seekers are asked to complete application forms for further processing.
(6) Radio and Television : Radio and television are used generally by Government departments only. Radio and television can be used to reach certain types of job applicants such as skilled workers. (7) Competitors : Rival firms can be a source of recruitment. This is called `poaching'. This method involves identifying the right people in rival companies, offering them better terms and luring them away. For instance, several executives of HMT left to join Titan Watch Company. This is ethically wrong. Clearly, this trend needs to be stopped. This is a challenge for the HR manager.

 (i) External sources provide a large number of applicants. This permits the enterprise to have a free hand in making the right choice of candidates. (ii) The enterprise can expect to get fresh, talented candidates from outside. This means introduction of new blood and new ideas, into the enterprise. (iii) Internal candidates have to compete with external candidates for the higher jobs. It serves as inducement for the existing employees to show better performance. Limitations of External Recruitment : (i) Recruitment from outside may cause dissatisfaction and frustration among the existing employees who aspire for promotion. (ii) External recruitment, takes more time than the internal recruitment since the enterprise has to publicize the vacancies and wait for response of prospective candidates. (iii) The prospective candidates from outside may or may not be good for the enterprise. There is no guarantee that the enterprise will be able to attract suitable applicants even after advertisement. (iv) It is very costly to recruit staff from external sources.

Steps Of Recruitment Process

Decision is made as to whether recruitment is necessary Job description is prepared Specification is prepared Plans are made on how and when to advertise

Applicants are short-listed

References are requested Candidates are invited for interviews and selection tests The successful candidate is offered the job and signs the contract of employment

RECRUITMENT PROCESS FOR FRESHER

WRITTEN /APPTITUDE. GROUP DISCUSSION. PSYCHOMETRIC TEST(CONDITIONAL). TECHNICAL INTERVIEWS(CONDITIONAL). HR INTERVIEWS.

RECRUITMENT PROCESS FOR HIGHER POST

PSYCHOMETRIC TEST. BUSINESS GAME.

HR INTERVIEWS.

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

Vs

 The process of making a hire or no hire decision regarding each applicant for a job. The mechanism that determine overall quality of the human resource in an organization. A formal definition of Selection is: It is the process of differentiating between applicants in order to identify (and here) those with a greater likelihood of success in a job.

Selection

 Factors affecting selection process:

1. 2. Related to the applicant Aptitude of the candidate Education and training Basic knowledge of psychology Physical, mental, social qualities Family background Related to the organization Role of management Norms of selection Flexible method as per situation

 Selection procedure:
1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. Inviting a blank application P.I. Reference check Physical examination Psychological test Intelligence Personality Aptitude and skills Determination of terms of service Appointment Initial orientation

INTERVIEWS
Interviews

Preliminary Interview

Selection Interview

Decision-making Interview

Formal & Structured Interview

Unstructured Interview

Stress Interview

Group Interview Method

Panel Interview

In-depth Interview

1. Application forms:
Invite application forms prospective candidates from the various sources identified by the recruitment Primary objective is to collect and evaluate the information about candidate Screening is necessary when large number of applications are available Detailed statements are made and interview call letters are sent to the candidates.

2. Personal interview: To gain an insight into an mental abilities and personality of an applicant Unstructured interview tell me something about yourself Enhance the effectiveness of an interview by following the structured interview. Situational questions to know how they respond to the particular work situation Stress interview by putting an applicant in a stress by embarrass or frustrate him Group discussion

 In-basket method for sales people:

Includes problems, messages, reports that might be a part of the job. Applicant asked to deal with this type of issues and measured by their response

3. Reference check: Information of application is not always true, so reference check is required about job experience and collage degree 4. Physical examination: Medical test before selection is required by some organizations It includes weight, height, B.P., heart beat, E.N.T. testing, neuro-psychiatric test and previous medical treatment history Many companies conduct drug test to know the level of drug use by the applicant

5. Psychological test:
Variety off tests are used to measure ability includes verbal, qualitative and cognitive skills Test of measuring general cognitive ability (g), used as a predictor of job performance Higher level of g indicates that the person can learn faster and be a top performer

6. Intelligence:
Used to determine mental ability It measures intellectual capacity like memory power, word fluency, and inductive learning 7. Personality: To measure non-intellectual characteristic like motivation interest, ability to adapt and adjust, desire for level of interpersonal relationship Test to identifies the traits of Edward Personal Preference Schedule

8. Aptitude:
Measure the persons current level of skills at certain tasks Rejecting applicants is wrong as they can trained in the companies training program 9. Determination of terms of service: Terms are related to compensation pattern, salary, commission structure, travel and medical allowance, leaves with pay etc. Determine before issuing the appointment letter

9. Appointment: End of the selection exercise Includes terms and conditions, last date to join, signed by appointing authority Person is required to join before expiry date

10. Initial orientation:

Process to provide the information about job and the organization Includes origin and growth of the firm, information about the department, duties and rights

Social Media as a Recruitment Tool

Source of candidates Builds and leverages off networks Employee/employer branding Research tool Complements a companys careers site (not to be used instead of a corporate careers site) Employer transparency Engage in conversation with customers, suppliers and internal stakeholders

Twitter as a Recruitment tool

Advertise job opportunities Network with industry leaders Source of candidates Employer branding tool Reach a wider and passive audience Respond to comments, requests, feedback, complaints in real

time
Follow discussion on various recruitment topics Engage in conversation and headhunt talent

Company presence on Twitter

Facebook
Ernst & Young, Deloitte, Hallmark, Apple and the CIA all have dedicated Facebook recruitment strategies

Facebook is being used as a strategy to connect with passive candidates and to build long term talent pools

Facebook is more than social networking, its a force for social action Mark Zuckerberg, founder

Aussie iconic brand Bushells have successfully created a group with a following of 8500 people who make comments and share ideas

LinkedIn
Seen by users as a credible extension of their resume and a way to research relevant industry information:
Search employees and target organisations Join Groups to join in discussions and have access to industry information
BOSS

Network with other industry professional Reference check

CMS

YOU

EMPLOYEES

FRIENDS

LinkedIn
Researching through Groups Contributing in discussion Advertising job opportunities

Networking with prospective candidates/ clients/ colleagues

Slideshare
An online forum to share or browse Power Point Presentations or Word Documents either publicly or privately. Information source:
Search for webinar presentations or topics of interest
Reports/ stats

Slideshare
But what makes Slideshare Social Media? It is a highly measurable online tool It allows you to become part of an online community to share information You can comment and create discussions on topics of interest Allows you to network with industry professionals

YouTube
YouTube is the leader in online video, allowing people to easily upload and share video clips on www.YouTube.com and across the Internet through websites, mobile devices, blogs, and email. Founded in February 2005

Channels created as a portal for recruitment videos, resumes Available measurable data to calculate ROI

Did You Know?

93% of business owners are not skilled at interviewing 50% of hiring decisions are wrong Most decisions are made within 3 minutes Most decisions are made on emotion Men are influenced by female candidates appearance 50% of employees have admitted to being in the wrong job

Dishonest People
37% of resumes are phony

25% of work histories are falsified

85% of university students have admitted to cheating

So What Are The Consequences?

42% of a manager's time is spent addressing conflict 33% of employees admit to stealing 30% of business failures are directly related to employee theft A corporation fails every 3 minutes 96% of all companies fail within 10 years
"A Bad Beginning Makes a Bad Ending" Euripides Greek Writer