Recruitment and Selection

• Factors Affecting Recruitment

Process
• Sources of Recruitment
• Selection Methods
 Sequence of Study
• Introduction
• Factors effecting recruitment
process
• Recruitment Approaches
• Selection Methods
• Conclusion
• Case Study

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 Revision-HRM Meaning and
Definition
Human Resource Management is a function
of management, concerned with hiring,
motivating and maintaining people in an
organization.

It focuses on people in the organization.

 Revision-HRM

• Human Resource Management is concerned

with the people dimension in management.
Since every organization is made up of people,
acquiring their services, developing their skills,
motivating them to higher levels of performance
and ensuring that they continue to maintain their
commitment to the organization are essential to
achieving organizational objectives. This is true
regardless of the type of organization –
government, business, education, health,
recreation or social action.
- David A. Decenzo and Stephen P.
Robbins
 Revision-HRP

• Human Resource planning includes the

estimation of how many qualified people
are necessary to carry out the assigned
activities, how many people will be
available, and what, if anything, must be
done to ensure that personnel supply
equals personnel demand at the
appropriate point in the future.
 HRP
• Specifically, human resource planning is the process by
which an organisation ensures that it has the right
number and kind of people, at the right place, at the
right time, capable of effectively and efficiently
completing those tasks that will help the organisation
achieve its overall objectives.
• Human resource planning translates the organisation’s
objectives and plans into the number of worker needed
to meet those objectives. Without a clear cut planning,
estimation of an organisation’s human resource need is
reduced to mere guesswork.
» David A. Decenzo and Stephen P. Robbins
 HR Supply Forecasts

• Supply forecast determines whether the HR

department will be able to procure the required
number of personnel. Specifically, supply
forecast measures the number of people likely to
be available from within and outside an
organization. Supply forecast determines
whether the HR department will be able to
procure the required number of personnel.
• Specifically, supply forecast measures the
number of people likely to be available from
within and outside an organization.
 Recruitment and Selection

• Generally, the process of identifying and

hiring the best-qualified candidates from with
in or outside of organization for a job vacancy,
in a most timely and cost effective manner.
• The recruitment and selection is the major
function of the human resource department
and recruitment process is the first step
towards creating the competitive strength and
the strategic advantage for the organizations.
Process involves a systematic procedure from
sourcing the candidates to arranging and
conducting the interviews and requires many
resources and time.
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 Differentiating Recruitment and
SelectionRecruitmr
• Recruitment is the process of finding and attracting
capable applicants for employment. The process begins
when new recruits are sought and ends when their
applications are submitted. The result is pool of
applicants from which new employees are selected.

• Selection is the process of differentiating between

applicants in order to identify those with a greater likelihood
of success in a job.
 RECRUITMENT AND SELECTION- BASICS

• Begins with a clear objective statement based on type of knowledge ,

skills, abilities required
• Objectives based on gender, minorities and ethnic groups, especially
in diversity regions /quotas.
• Clear recruitment policy based on just principles to be projected
• Recruitment process starts after clarity on number, skills mix, levels,
time frame, are decided.
• Recruitment involves internal and external job markets.
• Internal sources can be succession plans, employee referrals or
temporary work pools
• External sources include universities, data bases, job search firms,
employment agencies and recruitment advertising
 TYPES OF RECRUITMENT POLICIES

• Passive non discrimination

• Pure diversity based recruitment
• Diversity based recruitment with preferential hiring
• Hard quotas

• LABOUR MARKET ISSUES- FACTORS

• Geography
• Education/technical background for a job
• Industry
• Licensing or certification requirements
• Union membership
 Factors Affecting Recruitment Process

• Recruitment process is affected due to internal

and external factors
– Internal Factors
• Recruitment Policy of the organization
• Size of the organization & Number of employees
employed
• Cost involved in recruitment
• Growth and expansion plan of organization
– External Factors
• Supply & demand of specific skill set in market
• Political & Legal considerations such as
reservations of jobs for reserved categories
• Company’s Image perception by the job seekers

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fFactors Affecting Recruitment Success
Recruitment success

• Source of resumes
• Type of positions
• Geographic location
• Time constraint
 Changing Recruitment Policies in
Response to Change in Market
Conditions
• Improving characteristics of vacant positions

• Reducing hiring standards

• Using more and expensive methods

• Extending searches over a wider geographical area.

Recruitment Process Identify
vacancy

Decision Prepare a Job

Making Description

Conducting Advertising the

Interview vacancy

Arrange Managing
Interviews Response

Short listing
 Recruitment Approaches
• There are a variety of recruitment approaches and
most organizations will utilize a combination of two
or more of these as part of a recruitment exercise
or to deliver their overall recruitment strategy.
• The steps for recruiting approaches are :
† In-house recruitment
» Internal recruiters
» Employee referral
† Outsourcing
† Employment agencies
† Executive search firms “Headhunters”
† Internal Recruitment services
Internal Recruitment

• Job Posting
• Employee referrals
• Temporary workers pool

• EXTERNAL RECRUITMENT
• University Relations
• Executive search firms
• Employment Agencies
• Recruitment Advertising
 FFactors Governing Selection and Recruitment

• External factors
• Internal factors
 Supply and demand
 Recruitment policy
 Unemployment rate
 HRP
 Labour Market
 Size of the firm
 Political
 Cost
 Social
 Growth
 Sons of soil
 Expansion
 Image
 Internal Recruitment

• Advantages • Disadvantages
• 1. It is less costly • 1. It perpetuates the old
• 2. Candidates are already concept of doing things
oriented toward • 2. It reflects raiding (make
organization a person provide
• 3. Organizations have something)
better knowledge about • 3. Candidate’s current
the internal candidates work may be affected
• 4. Enhancement of • 4. Politics play greater
employee morale and role
motivation • 5. Morale problem for
• 5. Good performance is those not promoted
rewarded
 External Recruitment

• Advantages • Disadvantages
• 1. Benefits of new skill, • 1. Better morale and
new talent and motivation associated
experiences to with internal recruiting is
organisation denied to the organisation
• 2. Compliance with • 2. It is costly
reservation policy • 3. Chances of creeping in
becomes easy false positive or false
• 3. Scope of resentment, negative error
jealousies and heartburn
are avoided
SELECTION METHOD
• Selection is the process by which you choose from a
list of applicants, the persons who best meet the
criteria for the position available considering current
environmental context.
• The aim is to compare the demands of the job with
the candidates capabilities and inclinations, by
various techniques.
 STAGES OF RECRUITMENT AND
SELECTION
 The main steps which could be incorporated :
1. Receiving Applications
2. Screening of Application
3. Selection Tests
4. Employment Interview
5. Background Investigation
6. Medical Examination
7. Final Selection
8. Rejection of unsuitable candidate.
 SeS

• The selection process typically

• consists of eight steps: (1) initial screening interview, (2) completion
of the application
• form, (3) preemployment tests, (4) comprehensive interview, (5)
conditional job offer,
• (6) background investigation, (7) medical or physical examination,
and (8) permanent
• job offer

3/16/2018
RECEVING APPLICATION / PRELIMINARY
RECEPTION
• In most of the organizations, the selection program
begins with preliminary interview or screening.
• In some places if an applicant appears in person, an
impromptu preliminary interview may be granted.
SCREENING OF APPLICATION
• After the applications are received, the screening
committee prepares a list of the candidates to be
interviewed.
• The number of candidates called for interview is
normally five to seven times the number of posts to be
filled up.
 Basic Testing Concepts

• Generally tests are administered to determine the applicant’s –

 Ability
 Aptitude
 Personality
 Interest
EMPLOYEMENT TEST
Employment tests are used to select persons for various jobs.
Intelligence Tests: Intelligence tests are used to judge the
mental capacity of the applicant. They evaluate the ability
of an individual to understand instructions and make
decisions.
Aptitude Tests: Aptitude means the potential which an
individual has for learning the skills required to do a job
efficiently, Aptitude tests measure an applicant's capacity
and his potential of development.
 Interviews
• Formal, in depth conversation conducted to evaluate the
applicant’s acceptability.

• Adapted to unskilled, skilled, managerial and professional

employees.

• Two-way exchange of information, the interviewers learn

about the applicant, and the applicant learns about the
organization
Types of interview
a. Screening Interview
b.Telephone Interview
c. Video Conferencing
d.Individual interview (one-on-one interview/ face-
to-face interview)
e. Panel interview
f. Group interview
g.General Group Interview/Information Session
h.Sequential/Serial Interview
Background Investigation
• By checking the candidate's past employment,
education, personal reputation, Financial condition,
police record, etc.
Medical Examination
• The pre-employment physical examination or medical
test of a candidate is an important step in the selection
procedure.
• Some organizations either place the examination
relatively early in the selection procedure or they
advise the candidates to get themselves examined by a
medical expert so as to avoid disappointment at the
end.
Final Selection

• After a candidate has cleared all the hurdles in the

selection procedure, he is formally appointed by
issuing him an appointment letter or by concluding
with him a service agreement.
 SU SUMMARY
• Recruitment and selection may be viewed as a whole some process
that logically flows from HR Planning/Job Analysis/HR Forecasts.
• It is one of the most significant function of HRM.
• HR Manager must ensure that incompetent/undeserving persons are
not hired and biases are carefully excluded.
• Recruitment precedes selection and needs a careful screening of
applicants
• Selection may involve the whole hierarchy of an organization and is a
deliberate process.
• Advantages and disadvantages of selection processes must be kept
in view.
Thank You