Recruitment and Selection Process

HRM- Module II

Recruitment
It involves attracting and obtaining as many applications as possible from eligible job seekers. It is an initial step of hiring employees. HRP

Determine Recruitment and Selection Needs

Job Analysis

Purpose & Importance

Determine the present and future requirements of firm Increase the pool of job candidates at minimum cost Increase the success rate of selection process Retain the selected candidates Meet the organization's legal and social obligations Identify potential candidates Evaluate the effectiveness of various recruiting techniques and sources of job applicants

Strategy Development
Once it is known how many and what type of recruits are required, serious consideration need to be given to :

Make or hire employees Technological Sophistication Where to Look Sources of recruitment

The Recruitment and selection Process

Steps in recruitment and selection
Employment Planning and forecasting Recruiting Build a pool of candidates
Candidates become employee

Applicants complete application forms

Use selection tools like testing, screen out most applicants

Interview candidates to make final choice

Recruitment and Selection Process

Employment Planning and forecast

Recruiting (Building a pool of candidates)

Applicants complete application forms Use selection tools like tests and GD to screen out most applicants

Interview the final candidates to make final choice

Factors Governing Recruitment

External forces Supply and demand Unemployment rate Labor market Political- legal issues Sons of soil Image of Company Internal Forces Recruitment Policy HRP Size of the firm Cost Growth and Expansion

Linking Employers Strategy to Plans

Employers Strategic plan Diversity Integrate vertically Expand geographically On what basis we can compete
Employers functional plan

Marketing & sale

Production plan

Financial Plan

HR plan

Personnel plans
Personnel forecast

Training and Development

Recruitment plans

Compensation plans
Employee selection plans

Labor Relations plan

Security and safety plan

Process

R & S Process

Sources of recruitment
Sources of Recruitment

Professional and trade Associations Advertisements Employment Exchange

Present Employees

Campus Recruitment Walk-ins and Write-ins

recruitment

Employee referral

Consultants Contractors Displaced Persons Radio & Television and News papers Acquisition & Merger Compensation E- Recruiting

Formal Employees

Previous Applicants

Forecasting Personnel Needs

How many people you need? other factors like demographics, growth plan and turnover history. Tools to project personnel needs; Trend Analysis : studying variations in firms employment level over last few year (Compute no. of employees at the end of each year of the last 5 years in each sub group, e.g. sales production, administration etc) Ratio Analysis The Scatter plot

1000

900
800 number of nurses 700 600 500 400 300

y = 0.9821x + 3.5714 R = 0.9596

200
100 0 0 200 400 600 hospital size 800 1000

Use of Computers to Forecast Personnel Needs

Computerized forecast will enable manger to build on more variables into his personnel projections. Labour per unit of production, average staff required for production, sales Helps in managerial judgment

Forecasting the supply of Inside candidates

Estimate the supply of both inside and outside candidates e.g. for internal we have personnel inventory and development record form.. Personnel replacement chart for top positions shows current performance, promotability and potential replacement plan. Computerized skill inventories are used to track as many employees.

Internal Recruitment
Present Employees (Promotion Transfers) Employee Referrals (A good source when
employees recommend successful referrals, they are also paid sometime monetary incentives which is called finders fees) Former employees Previous Applicants

External Recruitment
Professional or Trade Organizations Advertisements Employment Exchange Walk-ins and Write-ins and talk-ins
(ABC Consultants, Ferguson Associates, HR Consultants, Head hunters)

Consultants

Contractors Displaced Persons Radio and television Acquisition and Mergers

E- Recruiting/ Virtual Recruitment

E- recruiting involves screening of candidates electronically, directing potential hires to a special websites for online skill assessments, conducting background checks over the internet, interviewing candidates via videoconferencing and mangling the entire process with web-based software.

Why Recruiting ?
? Internal Sources and finding internal candidates Job posting on company website of bulletin boards. Rehiring who left your firm Succession planning filling top positions e.f ICICI Bank announced the name of Chanda Kochhar as the successor to MD Mr. M.V. Kamath . Develop inside candidates

Outside sources of candidates

Recruiting via internet go online to look for jobs, most organizations recruit through their own web sites, or job boards , e.g. timesjobs.comand many online job portals, social media, FB, LinkedIn.com, Monster Networking Dot-jobs Domain Virtual Job Fairs Using applicant tracking Web-based recruiting is rapidly replacing help wanted ads, but print adds are still very popular. Media.. Local newspaper

Job Hunting Apps for iPhone, iPad and iPod touch

1. Jobcentreplus 2. Pocket CV 3. Monster Jobs for iPad 4. CV-Library HD 5. ResuM8 6. Jobsite Jobs 7. Interview Questions Pro 8. Resume Designer 9. Interview Skills 10. LinkedIn

Temp Agencies and Alternative staff

Supplement their permanent workforce by hiring temporary workers through temporary employment agencies Direct hiring and through temp agency E.g. Nike hired Kelly Services to manage Nikes temp needs.

Offshoring and outsourcing

Extreme examples of alternative staffing Having out side vendors supply services Offshoring is a narrower term it means vendors abroad supply services that the companys own employees previously did inhouse.

Executive Recruiters
Also known as Headhunters special employment agencies retained by employers to seek out top-management talents for their clients. Top recruiters include Heidrick and Struggles, Egon Zehander International, Russell Reynolds, and Spenser Stuart

Campus Recruitment
College recruiting Others like Referrals and walk-ins Telecommuters Military Personnels reemployement for military personnels

Selection
Selecting Human Resources

Selection

Selection is the process of picking individuals (out of the pool of Job applicants) with requisite qualifications and competence to fill jobs in the organization.

Selection as a Source of Competitive Advantage

The role of selection in an organizations effectiveness is crucial for at least, two reasons. 1. Work performance depends on individuals. 2. Cost incurred in recruiting and hiring speaks volumes about role of selection.

Selection Process
Selection
External Environment Internal environment

Rejected applications

Preliminary Interview Selection Tests Employment Interview

References & backward Analysis

Selection Decision Physical Examination

Job Offer
Employer Contract Evaluation

Fake CVs
A big headache for Indian IT Industry & BPOs Satyam VP-HR Mukund Menon once told ET, they asked 500 people to leave after finding fabricated documents in their applications. HSBC BOP unit of Hyderabad, and other IT majors like IBM India, Infosys and TCS have found fabricated documents and falsely CV information. A KPMG study India Fraud Survey Report 2006 shows 15-24 % of CVs in India are fake and 1 out of 3 misrepresent the fact. Case of Anand Shrivastava was appointed as director Transition at VIZON a multinational BPO based in Bangalore.

Selection Tests

Job seekers who pass the screening preliminary interview are called for tests. Tests like Scholastic Assessment Test (SAT) to test consistency and reliability Tests are used to determine applicants' physical ability, aptitude and personality.

Personality Test
(Motivation to function in a Particular Environment)

The Bernsenter Personality Inventory e.g. measures ones self-sufficiency, neurotic tendencies, sociability, introversion or extroversion locus of control, self confidence. The Thematic Apperception Test (TAT) assesses individuals achievement and motivational levels. California Psychological Inventory (CPI) The Thurstone Temperament Survey (TTS) The Guilford Zimmerman Temperament Survey

.tests
Interest Tests ( individuals activity preferences
and employee deciding upon career changes)

Graphology ( It is test that seeks to predict

success or failure through ones handwriting, it is vastly used in US)

Tests
Specific Cognitive Abilities Tests like Aptitude Tests Intelligence Tests Computerized and Online Testing
(This is replacing conventional paper-pen and manual tests. Many firms like FedEx Kinkos have applicants take online or offline computerized tests, sometimes by phone)