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Recruitment & Selection

What is Recruitment?
Employee recruitment forms a major part of an organization's overall resourcing strategies, which identify and secure people needed for the organization to survive and succeed in the short to medium-term. Recruitment activities need to be responsive to the ever-increasingly competitive market to secure suitably qualified and capable recruits at all levels. To be effective these initiatives need to include how and when to source the best recruits internally or externally.

What is Recruitment?
Definition: Recruitment is the process of finding and attracting suitably qualified people to apply for employment.( Glueck) Definition: Recruitment is the process of generating a pool of qualified applicants for organizational jobs. ( Mathis and Jackson)

Importance of Recruitment
To acquire a pool of suitably qualified job seekers. To acquire this pool at the lowest possible cost. To ensure the performance out come. To reduce employee turnover. To avoid unnecessary employee terminations.

Internal Recruitment: Filling vacancies within the organization by giving opportunities to existing employees. It can be a promotion or transfer. External Recruitment: Filling vacancies from
outside of the organization. Applicants may be employees of other organizations or job seekers who are not current employees.

Advantages of Internal recruitment

Possible to attract people who expect career development. Possible to retain good performers. Improve employee moral, loyalty and motivation level. Lesser time. Lesser cost. Lesser orientation.

Disadvantages of Internal recruitment

Number applying will be lesser than external applicants. Narrow opportunity for selection. There may not be a suitable person. Can not apply for entry level jobs. Training and Development cost may be higher. Avoids new blood. Prevents new knowledge and skill flowing inside.

Advantages of External Recruitment

More choice in the selection process. Less investment for training and development Possible to get best performers in the field. Obtain new blood. Allows new knowledge and skill flowing inside.

Disadvantages of External Recruitment

Higher cost for the procedure. Existing employees miss career development opportunities. Decreases employee moral, loyalty and motivation level. Employee turnover may be increase. Induction cost will be higher.

Methods of Recruitment
Word of Mouth Job Posting and Bidding Skills Inventories Intranet Succession Plans Employee referrals Pre- Applicants (walk-ins and write ins) Past Employees

Methods of Recruitment
Educational Institutes and Professional Institutes Employment Agencies Executive and professional search firms/ Head Hunters Employee Organizations/ Trade Unions Career Fairs Internet Clients Advertising

What is Selection?
Selection is the process of making the choice of most appropriate person from the pool of applicants recruited to fill the relevant job vaccancy.

Importance of Selection
To get the right person To maintain the image of the organization To be cost effective To minimize performance issues To minimize grievances To minimize employee turnover


Selection Process
Applications assessment Step 1
Aptitude test Step 2 Conduct Interviews Step 3 Reference Check Step 4 Medical Examination Step 5 Selection Step 6

Selection Methods
Application evaluation Employment test Interview Back ground investigation Medical Examination Assessment Centre

Interview Process
Stage 1
Method, Interviewers Place, Interview Guide Evaluation scheme, Time (PLAN)

Stage 11
Start Information Exchange End

Stage 111



Types of Interviews
Based on number of interwiewers 1. Individual Interviews 2. Panel Interviews Based on nature of Questions asked 1. Unstructured Interview 2. Structured Interview 3. Mixed interview 4. Problem Solving Interview 5. Stress Interview

Benefits of Interviews
Can evaluate the body language

There is a room for receiving more information There is a room for negotiation

Main Problems Associated with Interviews

Problems with Interviewer Problems with Interviewee Problems with methodology

Problems with the Interviewer

1. 2. 3. 4. 5. No proper understanding on the job Halo Effect Personal Prejudice Pseudo- Scientific premises Overemphasis on one criterion

Problems with the Interviewee

No Active listening Misleading answers Pretending Un prepared Being nervous

Problems with the Methodology

Poor design No proper evaluation criteria Criteria is more subjective