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HRM
Selection
is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons most likely to succeed in the jobs, given management goals and legal requirements.
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& Demand Unemployment Rate Labour Market Political-legal Sons of Soil Image
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Policies
Size
Cost Growth
& Expansion
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Substantive Selection
Applicants who meet basic requirements, but are less qualified than others, are rejected. Applicants who are among best qualified, but who fail contingent selection, are rejected.
Contingent Selection
Stage 1: Initial Selection Initial selection devices are used to determine if basic qualifications for the job are met
Devices
Application Forms
include:
Good initial screen Must be careful about questions asked legal issues
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Performance-Simulation Tests
Based on job-related performance requirements Work Sample Tests
Creating a miniature replica of a job to evaluate the performance abilities of job candidates
Assessment Centers
A set of performance-simulation tests designed to evaluate a candidates managerial potential
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of Interviews
Behavioral structured (asking how specific problems were handled in the past)
Past behaviors may be good predictors of future behavior
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Most employers want reference information, but few give it out litigation worries Letters of recommendation are of marginal worth May use criminal record or credit report checks
Drug testing
Controversial: perceived to be unfair or invasive U.S. Supreme Court ruled that this is not an invasion of rights Expensive but accurate Alcohol not generally tested for
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Recruitment Planning
Recruiting Yield An example Initial Contacts : 2000 Invited for Screening Interviews : 200 ( 10:1) Invited for Final Interview : 40 ( 5:1) Job Offers : 30 ( 4:3) Joinees : 20 ( 3:2) Yield ratio is 2000: 20 : 100:1 The yield ratios will differ from company to company, position to position The yield ratios would also depend on the market situation, e.g., booming market, recessionary market etc.
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Recruitment Sources
Having
arrived at number of contacts to be made, the Recruitment team has to decide on sources of contacts External Sources : Advertising
Advertising Media :
Print Media - Newspapers, Magazines, Hoardings etc Internet Portals like Naukri, Monster, Jobstreet etc. Electronic Media TV, Radio Inserts Target Localities Cafes, Restaurants How?
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Recruitment Sources
Employment
Costs vary from 1 months salary going upto even 25% of annual CTC
Post the recession hiring organizations are negotiating lower fees
Good Agencies have networks with other agencies and share the fees Number of international search firms are in India now Pitfalls The agency should
Understand the job description well Be able to screen Should not be forwarding CVs downloaded from portals
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Recruitment Sources
Contractors
They keep people on their roles and offer them to the companies at a monthly fee At times there is a hire clause, say after six months of contracting with or without a fee Disadvantages in India
Good candidates may not like to get attached to a contractor Some low end contractors pay out salaries based on cash flow from their customer in India a contractor would typically need around three months salary as working capital
Very popular in the US / Europe Some overseas companies (clients/contractors) popularizing this in India
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Recruitment Sources
Employment Exchanges
Around 1000 exchanges exist in India All set up under The Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959 Act requires all Industrial Establishments to notify the vacancies before they are filled in Particularly useful in recruiting blue collar, white collar and technical workers In 2003, 945 exchanges had a total no. of:
5.46 M registered applicants Placed 0.15 M (8.1%) Had 0.26 M vacancies notified (60.5% filled)
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Recruitment Sources
Professional & Trade Associations
Good Source for domain / technology based hiring The entire membership community of the association can be targeted through this means Job openings can be communicated through:
Advertisement in Association Publications Advertisement in the Associations Web Page Setting up a counter in an Associations exhibition Posters / Fliers in Associations events like seminars / conferences
Useful for highly qualified and trained resources Very useful for hard-to-fill technical positions
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Recruitment Sources
Job Fairs
Usually hosted by a Recruitment Agency or Print Media, e.g., The Hindu Job Fair, Times Jobs etc. Sponsored by large organizations who see it as a branding exercise also Tests / Interviews are conducted in the fair itself and even offers made in some cases Very useful for filling entry level positions like ITES executives etc. For lateral hires, recruiters use this forum to do the initial screening and shortlisting for further processing For certain levels of hiring very cost effective
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Recruitment Sources
Employee
Through an internal posting existing employees are encouraged to refer candidates from their friends circle etc. For a successful hire, the referring employee is paid an incentive Works very well in most organizations
The referring employee knows the requirements and culture of the company well and hence is able to communicate that to the referred candidate Screening requirements are much less Attrition of selected candidates is less
Referrals
Does not work well in a situation where the existing employees are not happy
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Recruitment Sources
Campus
Primarily used for hiring freshers In some campuses lateral hiring can also be done Steps:
Pre-Placement Presentation Notification of openings Receipt of Applications Initial Screening Selection Tests Interviews Offers
Hiring
Care has to be taken in choosing colleges, getting an early slot Best to avoid agents The recession effect on Campus Hiring
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Recruitment Sources
Campus
Companies very successful in this method are Hindustan Unilever, TCS, Infosys, WIPRO, HCL, ICICI Bank, MNC Banks and Financial Institutions Bigger companies have a Campus Connect program
Getting involved in various exchange programs with few selected colleges Programs to provide specific training inputs to faculty Weekend training programs for selected students helps in reducing training costs post their joining
Hiring
Post joining deployment of Campus Hires have to be well planned to avoid high bench costs Some organizations like Oracle India run Off-Campus hiring programs through walk-ins Captive campus hiring from specialized training institutes for industries like airlines, hospitality etc.
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Recruitment Sources
Other
Outplacement Firms New in India. They normally provide free job postings on their websites. Direct Mails mailing list is a bottleneck Former Applicants Database is always a problem. Companies do not want to invest in Database upkeep Former Employees Good idea to check the exit interview Interns/ Summer Trainees potential pool Special Interest groups like older workers, housewives, physically challenged people Word of mouth Reference from previous or existing manager For wider coverage best done through Internal Job Posting Scanning the present bench strength for AFDs
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Sources
Internal
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Recruitment Sources
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Job Portals
recruitment
Used by recruiters to download relevant resumes based on their selection criterion Used by companies to advertise open positions normally has a link to the companys website Pitfalls of CVs in portals is the age of the CV Some portals offer services to aspiring candidates for resume writing, forced push to 500 1000 recruiters and tailored weekly emails highlighting the weeks new openings in the candidates area of interest. Some portals provide paid screening services to their clients for an additional fee. While postings jobs on these portals the same guidelines discussed earlier for Company portals need to be followed Can be used by organizations to convey general messages, e.g., the HCL message on fraudulent mails
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Recruitment Sources
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recruitment
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