Recruitment, Selection, Placement

and Induction
 What is
recruitment?

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Recruitment is creating an

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DEFINITION OF RECRUITMENT

“the process of seeking and attracting a

pool of people from which qualified
candidates for job vacancies can be
chosen”

Byers and Rue

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Recruitment is the process of searching for
prospective candidates
and entice them to apply for the jobs in the
organization

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 Few Things you need to Know

Recruitment is one of the Key Result Areas of

HRM
Recruitment tries to match Human Resources to
the Strategic and Operational needs of the
organization
It ensures optimum utilization of those Human
resources

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 Recruitment Policy

How to select/on
How to recruit
what basis

What methods to
use for
recruitment

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RECRUITMENT PROCESS

HR Planning

Identify the
Evaluate
HR
theRecruitme
requirement/
nt Programme
Job Vacancies

Implement
Job
the
Analysis(JD
Recruitment
and JS)
programme

Choose the
Resources and Decision to
methods of Recruit
Recruitment 8
 Right time Right place

Economically
Right number
most useful

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2. Identify the HR requirement/ Job
Vacancies

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 3.Job Description and Job
Specification
• Duties and responsibilities
• Types of the person

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4. Decision to Recruit

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5. Choose the Resources and methods
of Recruitment

Internal External
Recruitment Recruitment
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6. Implement the recruitment
programme

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7. Evaluate the recruitment
programme

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Internal & External Recruitment

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 Notice
Circulars News letters
boards

Job posting HRIS Intranet

Referrals of
employee –
Transfers Promotions
“buddy finds
buddy”
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 Employee’s
Boost the morale of performance and
Cost effective
the work force competencies are
well known

Kind of a training Better utilization of

Better employee
and development the internal
relationship
for the employee resources

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 Miss out the
Inbreeding talent available
externally

Limited choice Less competition

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 External Recruitment Methods
• News paper advertisements
“AIDA”
1. Attention,
2. Interest,
3. Desire,
4. Action

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 External Recruitment Methods
• Magazines

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 External Recruitment Methods
• Radio and TV

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 External Recruitment Methods
• Educational Institutes

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 External Recruitment Methods
• Recruitment Agencies

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External Recruitment Methods
• “Head hunting”

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 External Recruitment Methods
• Walk in interviews

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 External Recruitment Methods
• Job Fairs

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 Advantages of External
Recruitment Methods (Tools)
Infusion of new blood

Wide options

Finding innovative employees

incorporation of new concepts

Publicity and better image for the

organization

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• Time consuming

• Unpredictable performance

• May not fit to the Organization’s culture

• Expensive

• Frustration among employee

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Selection

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“Selection is the process of choosing the most
suitable applicant/candidate for a job from
among the available applicants.”

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• Selection gives the right place to the right
person.

• Rejecting the right person or the placement

of the wrong person will have a severe
impact.

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 Application Collection of
screening and Final selection various
short listing documents

Presentation
of data in a Medical Job offer
tabulated examination interview
form

Preliminary Reference
interview checking

Employment Diagnostic
tests interview
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 Types of Interviews

1. Formal and Structured interviews /

Directive interviews
• very rigid in its structure and contents
• ensures each and every candidate is tested
with identical questions.
• The interviewer selects the questions to be
asked
• plans the interview in advance.
• Lack of subjectivity is the main advantage
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2.Unstructured interviews / Nondirective
interviews

• no pre-determined set of questions

• take its own direction depending on the

answers given.

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3. Stress interviews

• The objective is to test the applicant’s

ability to perform effectively and
efficiently under stress.

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4. Group interview method

• Group of candidates are interviewed by an

interviewer.

• Usually they are interviewed at different stages

by different interviewer

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5.Panel interviews

• Panel of experts test the each candidate

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 6. In depth interviews

• This is at the second stage of interview

• it goes to a deeper level to understand the

candidate better

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 7.Situational type of interviews

• Questions are focused on the individual’s

ability to understand what his or her
behaviour would be in a given situation

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Types of Selection Tests
 It is the ability for
Intelligence means the
“reasoning, judgment,
mental ability or
memory and the power of
quickness of mind.
thoughts.”

An IQ (Intelligent
Quotient) involves a
different ability, usually
comprising verbal
reasoning or numerical
ability

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• measures the person’s ability to learn a
given job.

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 This includes
manual dexterity
finger dexterity

speed of the arm

Reaction time
movement

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This is a behavioral test A real situation is given to
the applicant and asked to
tackle the situation as if he
or she got it in their real life.

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5.Achievement Tests
These are knowledge tests

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 6.Interest Tests

to identify whether the applicant has a

genuine interest in the kind of work to be
performed

No point of assigning a job someone is not

interested in it.

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 7. Personality Tests
• Personality tests assess a person’s value
systems emotions
• Personal characteristics
• Self-confidence
• Judgment
• Dominance or submission
• Impulsiveness

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 Polygraph Tests
Test the truthfulness of an applicant answers

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 Graphology

Analysis of hand writing to assess one’s

personality.

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Placement

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 Placement
“the determination of the job to which an
accepted candidate is to be assigned and his
assignment to that job.”

Paul Pagers and Charles A. Myers

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 Induction
Induction training is a type of training given as
an initial preparation for taking a job.

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 Content in Induction Programme
• Location and physical layout
• Colleagues and informal relationships
• Management, supervision and formal
relationship
• Customers
• Conditions of employment and contracts
• Organization and house rules E.g. No drinking,
No smoking etc
• Security systems

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Purpose Of Induction/Familiarization
Training
• To eliminate turn over

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Purpose Of Induction/Familiarization
Training
• To eliminate fear and build-up confidence of
the employee

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• To enhance the productivity and quality of
the product

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Purpose Of Induction/Familiarization
Training

• To build sense of belongingness and loyalty

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Purpose Of Induction/Familiarization
Training
• To build and develop soft skills(positive
attitudes/values) of the employees

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 Purpose Of Induction/Familiarization
Training
• Feeling of job satisfaction and security

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Purpose Of Induction/Familiarization
Training
• Get to know each other in the work place

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 Purpose Of Induction/Familiarization
Training
• Employee is having a macro picture about
the organization
• Creating a “feel at home” mentality

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Formal Induction or Familiarization
Training
General
Training
Job
Training

Evaluation
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 General Training
(General information)

Introducing the Business and

employee hand Business structure
Reception
book Introduction Organizational
to key persons structure

Organizational Welfare and

culture and values employee benefits

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 General Training
(General information)

Site layouts
Discipline and Grievance
(Factory/offices/canteen General administration
handling procedure
etc.)

Organizational rules,
Occupational Health and
Dress codes, Absenteeism Security, Restricted areas,
Safety (Legal
and lateness, Working Transport and Parking
requirement)
hours and Smoking areas

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 Job Training

• Local department structure

• Local department layout (wash rooms,
changing rooms etc.)
• Local department tour
• Department functions/role and objectives
• Department team and management

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 Job Training

• Related departments and functions

• How the department actually works and
relates to others
• Reporting and communication procedure
• Job description (duties, scope, territory,
authority etc.)
• Work station/space
• Technical training/familiarization
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 Evaluation

Measure the Conduct exit

effectiveness of the interviews with any
training programme. employee who leaves

To identify the
improvements and
continuously develop
the induction training
programs in the future

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Krishantha Jayasundara
BA.Peradeniya, PQHRM.IPM, NDTHRD.IPM

krishanthajayasundara.branded.me
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krishantha896@gmail.com