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Recruitment and Selection

Dr. Amitabh Deo Kodwani,


Faculty IIM Indore
Current Challenges

High Attrition Rate

Bad Hiring Cost

Getting Right Talent

Rising Hiring Cost

Quick re-filling

Standardization

Changing Workforce
OVERVIEW OF HIRING PROCESS

BUSINESS OBJECTIVES

HR PLANNING

JOB ANALYSIS

JOB DESCRIPTION JOB SPECIFICATION

RECRUITMENT
Recruitment
Recruitment is the generation of an applicant
pool for a position or job in order to provide the
required number of candidates for a subsequent
selection or promotion program.

4
Selection

Selection is the choice of job candidates from


a previously generated applicant pool in a
way that will meet management goals and
objectives as well as current legal
requirements.

5
RECRUITMENT GOALS

Attract the Qualified Applicants.

Encourage Unqualified Applicants to self-


select themselves out.
Purpose of Effective Selection

Increase Retention Rate.

Increase Job Satisfaction

Reduce Cost of Filling Jobs.

Reduce Time of finalization

Get the right candidates


Recruitment Yield Pyramid

Offer
Acceptance
20 Offers/Acceptance
(3:2)
Job Offer
30 Interview/Offers (4:3)
Invited for Final
Interview
40
Screening/Invites (5:1)
Invited to Screening
Interview
200
Contacts/Screens
(10:1)
Initial Contacts
2000
Factors affecting Recruitment

1. Organizational Factors
Organizational Culture
Geographical Location
Resources for Recruitment
Channel or method used for recruitment
Emoluments offered
Job contents
Factors affecting Recruitment

2. Environmental Factors
Labour Market
Social Attitude and Belief in society
Legal factors
Internal

Employee Referrals

External Searches

Advertisements

Employment Orgs.

Recruiting Unsolicited Apps.


Sources Cyberspace
Some key metrics for effective recruitment
Retention Rate first 6 months

Job satisfaction 3 months later

Cost per Job filled

Time Per job filled

Number of jobs filled

Number of candidates applying to no of candidates short


listed to no of candidates selected

Satisfaction of hiring manager with person recruited


SELECTION PROCESS
Initial screening
Fail to meet minimum
qualification Passed
Completed application
Failed to complete job
application or failed job Passed
specification
Employment test
Failed Test
Passed
Passed Conditional job
Comprehensive interview
offer
Failed to impress
interviewer and / meet
job expectations
Background Examination
Problem if required
encountered
Passed
Reject Applicant
Medical/physical examination if
Unfit to do essential required (conditional job offer
elements of job Able to perform
essential elements
of job

Permanent job offer


SELECTION METHODS Cont . . .
1. TESTING
Tests measure knowledge,
skill, and ability, as well as
other characteristics, such as
personality traits.

TESTING TYPES

Persona Integrit Drug Work


Cognitive Physical
Sample
Ability Test lity Test Ability Test y Test Test Testing
Other Selection Techniques
Background investigations are effective
because they verify factual information and
may uncover criminal records
Reference checking is harder as several
federal laws give rejected applicant rights to
know the information which might result in
litigation

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