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Recruitment & Selection ?

Factors governing Recruitment.

Supply & Demand, Unemployment rate (accordingly recruitment effort) Political, legal considerations. Cos image (Reputed cos. attract talent )

Recruitment policy ( internal, external sourcing) Effective HR Planning Cost of recruitment ( budget) Growth & Expansion Location of the company

Recruitment Process

HR Planning Job Analysis Employee requisition ( Internal/ External Applicant pool Screening Potential hires To Selection

Evaluation & Control


Philosophies of Recruitment
RJP JCQ ( Job Compatibility Questionnaire) ( Questionnaire instrument that measures job factors covering areas like task requirements, job-hazards involved, customer/ peer characteristics, compensation preferences, task variety, job autonomy, work schedule etc.).

Sources of Recruitment ?

Evaluating a Recruitment Programme ?

Alternatives to Recruitment
Outsourcing Contingent Workers Overtime


Outcomes of selection decision

wrong rejection decision right selection decision



right rejection decision

wrong selection decision

Failure predicted

Success predicted

Loss to Orgn. due to wrong selection decision

1. Production/ profit loss, etc. 2. Cost associated with training, transfer, termination etc. 3. Replacement cost ( hiring, training of new employee).

More important the job, the greater the cost of selection error.

Selection process
( after recruitment )
Preliminary interview Selection tests Many of the psychological tests are indicative & predictive in nature. These should serve only as one of the several criteria in selection decision.


Selection process contd.

Employment interview Reference & background analysis Selection decision Medical tests Job offer, employment contract ( includes job title, duties/ responsibilities, date of joining, salary, leave, other terms & conditions etc.)


Choosing tests
( Based on Reliability, validity, objectivity, standardisation )

Reliability Validity Objectivity Standardisation ( When a test is standardised, it is administered to a large no. of people who are performing similar tasks).


Selection tests
Intelligence tests ( logical, reasoning, analytical etc.) Aptitude/ Interest tests Achievement tests Situational tests Stress-coping tests Personality tests ( self confidence, optimism, dominance, assertiveness etc.)

The Interview Process

Preparation : Setting/ Ambience for Interview : Conduct of Interview : Closing an Interview : Evaluation & Decision : Reference Checks : Medical Examination

Types of Interviews
1. 2. 3. 4. 5. 6. Preliminary Interview Final Selection Interview : Formal / structured interview Unstructured interview Stress interview Group interview ( a group of candidates are interviewed) Panel Interview ( interviewers from many areas ) In-depth interview Decision Making Interview ( after the knowledge in the
core areas have been evaluated. Interview by HOD, HR head, Top person : to discuss salary, benefits, joining date etc.)

Barriers to effective selection

Following should be addressed for effective selection process:

Perception Fairness ( no discrimination on the basis of religion, region, gender etc.) Validity Reliability Pressure


Orientation / Induction / Placement


Topics generally covered under Orientation

Organisational Issues ( history of employer, products/
services, co.- policies/ rules etc.)

Employee related issues/ benefits (leave, vacation,

PF, other facilities etc.)

Introduction to members of organisation

( superiors, subordinates, peer-groups etc.)

Specific Job Duties ( Job location, tasks, safety requirements,

performance requirement, goals etc.)


Placement is allocation of people to the jobs It is assignment or re-assignment of an employee to a new or different job. Consider the group/ sub-group profile with the employees profile.


Measuring Recruitment Effectiveness


Recruiting Yield Pyramid

Recruiting yield pyramid

The historical arithmetic relationships between recruitment leads and invitees, invitees and interviews, interviews and offers made, and offers made and offers accepted. 21

Internal Sources of Candidates: Hiring from Within

Advantages Disadvantages


Finding Internal Candidates

Job posting (on bulletin board) Rehiring former employees Succession planning


Outside Sources of Candidates

Advertising The Media: Newspapers (local and specific labor markets) Trade and professional journals Internet job sites Marketing programs Constructing an effective ad AIDA (attention, interest, desire, and action)


Outside Sources of Candidates (contd)

Employment agencies:


Off shoring/Outsourcing Jobs

Outside Sources for Recruitment (contd)

College recruiting Employee referrals Walk-ins Recruitment via internet

Developing and Using Application Forms

Application form Information on education, prior work record, and skills. Uses of information from applications educational and experience qualifications Conclusions about previous progress and growth Indications of the applicants employment stability Predictions about which candidate is likely to succeed on the job