Recruitment and selection

The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience. While doing so, they have to keep the present as well as the future requirements of the organization in mind. Recruitment is distinct from Employment and Selection. Once the required number and kind of human resources are determined, the management has to find the places where the required human resources are/will be available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs. All this process is generally known as recruitment. Recruitment is only one of the steps in the entire employment process the function of recruitment precedes the selection function and it includes only finding, developing the sources of prospective employees and attracting them to apply for jobs in an organization, whereas the selection is the process of finding out the most suitable candidate to the job out of the candidates attracted (i.e., recruited). Recruitment is a joining process it tries to bring together job seekers and employer with a view to encourage former to apply for a job with the latter. Thus, the recruitment process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. Recruitment The recruitment process is designed to staff the organization with the new employees, and it uses many different recruitment sources to attract the right talent in the defined quality and within a defined time. The recruitment process has several goals:

Find the best talents for the vacancies

manage the recruitment sources Manage the vacancies in the organization

Most recruitment goals are not visible to managers directly, and they use just sourcing of the job candidates as the main outcome from the recruitment process. HR has to use the other outcomes from the recruitment process as it is the source of valuable information. Job analysis The proper start to a recruitment effort is to perform a job analysis , to document the actual or intended requirement of the job to be performed. Starting a recruitment with an accurate job analysis and job description ensures the recruitment effort starts off on a proper track for success. advertising, advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; Screening and selection Suitability for a job is typically assessed by looking for skills, e.g. communication, typing and computer skills. Qualifications may be shown through rsums, job applications, interviews educational or professional experience. Importance of careful selection has 3 main reasons are Performance Cost Legal obligations

steps of selection process . A. Background Investigations This step is used to check accuracy of application form through former employers and references.

Verification of education and legal status to work Credit history Criminal records is also made. Personalreference checks may provide additional insight into the information furnished by the applicant and allowverification of its accuracy. Past behavior is the best predictor of future behavior. It is important to gain asmuch information as possible about past behavior to understand what kinds of behavior one can expect inthe future. Knowledge about attendance problems, insubordination issues, theft, or other behavioral problems can certainly help one avoid hiring someone who is likely to repeat those behaviors. Backgroundinvestigations primarily seek data from references supplied by the applicant including his or her previousemployers. The intensity of background investigations depends on the level of responsibility inherent in theposition to be filled. negligent Hiring and Retention Negligent hiring has become a critical concern in the selection process. An employer can be held responsible for an employees unlawful acts if it does not reasonably investigate applicants backgrounds and then assigns potentially dangerous persons to positions where they can inflict harm. This liability exists for an employer even if the employees actions are not job related. Negligent retention, a related potentialliability, involves keeping persons on the payroll whose records indicate strong potential for wrongdoing.Employers are beginning to be held responsible for actions outside the scope of the employees duties.Employers are required by law to provide employees a safe place to work. This has been extended to include providing safe employees because a dangerous worker is comparable to a defective machine. B. Conditional Job Offer After obtaining and evaluating information about the finalists in a job selection process, the manager must take the most critical step of all: making the actual hiring decision. The person whose qualifications most closely conform to the requirements of the open position should be selected. Initially the conditional job letter is offered that is followed by the physical exam/test. C. Physical Exam

After the decision has been made to extend a job offer, the next phase of the selection process involves the completion of a physical examination for the successful applicant. Permanent Job Offer If physical test/exam proves eligibility of the candidate as per requirement of the job, final offer is made to applicant by the concerned department or supervisor in the concerned department. Notification to Candidates: The selection process results should be made known to candidates successful and unsuccessfulas soon as possible. Any delay may result in the firm losing a prime candidate,as top prospects often have other employment options. As a matter of courtesy and good public relations, he unsuccessful candidates should also be promptly notified.