RECRUITING AND SELECTING RIGHT

TALENT
SESSION 4

BY
PROF. JYOTI VERMA
CIMP
 RECRUITMENT- INTRODUCTION
Hiring involves two broad groups of activities: (i)
Recruitment and (ii) Selection

 Recruitment forms the first stage in the process, which continues

with selection and ends with the placement of the candidate.

 Recruitment is the art of discovering and procuring potential

applicants for the actual and anticipated organizational vacancies.

 A well planned and well managed recruiting effort will result in

high quality applicants, whereas, a haphazard and piecemeal
effort will result in mediocre ones.

For high quality employees-

 Create a positive image for the company
 Provide enough information
 RECRUITMENT- INTRODUCTION
A recruiting programme helps the firm in four ways:
 Attract highly qualified and competent people
 Ensure that the selected candidates will stay longer
 Make sure that there is match between cost and benefit
 Help the firm create more culturally diverse workforce

The firm must choose a recruiting approach that produces

the best pool of candidates quickly and cost effectively, to
avoid negative consequences:

 Failure to generate adequate no. of qualified applicants

 poor quality of selection
 extra cost on training and supervision
 raised entry level pay scales
 FACTORS GOVERNING RECRUITMENT
External Factors-
Supply and Demand
Unemployment Rate- Employability Vs. Unemployment
Labour Market Conditions
Political-Legal- reservation of jobs, R&S Acts
Sons of Soil- preference must be given to the people of their
respective states
Image/Employer’s Brand
Internal Factors-
Recruitment Policy- internally/externally, temporary and part-time
employees, host country nationals
HRP
Size of the Firm- Large Vs. Small
Cost- quality, quantity and cost of recruitment
Growth and Expansion
 PROCESS OF RECRUITMENT
Step 1: Recruitment Planning-
a) No. of Contacts- plan to attract more applicants then firm will hire.
Companies calculate yield ratios- express the relationship of applicant
inputs to outputs at various decision points.
b) Type of Contacts- type of people to be informed about job openings.

Step 2: Strategy Development- decisions

a) Make or buy employees- less skilled Vs. skilled
b) Technological sophistication of R&S devices- Methods
c) Geographic distribution of labor markets comprising job
seekers- local markets Vs. national markets for white collar Vs. Blue
collar employees.
d) Sources of recruitment- How to look (Internal and External)
SOURCES OF RECRUITMENT
Internal Vs. External Recruitment
1) Internal Recruitment-
It includes present employees, employee referrals, former
employees and former applicants.
Present employees- promotions and transfers
Promotions can be effective through job postings (company
newsletters, bulletin boards etc.), personnel records and/or skill banks
Employee Referrals- excellent means of locating potential employees for
hard-to-fill positions.
When employees recommend successful referrals, they are
paid monetary incentives which are called “finders fees”. Eg. Microsoft,
Wipro, Texas and Infosys.
Former Employees- Re-hires, retired can be taken as part-time workers.
Big no for low performers/unethical individuals
Previous Applicant- not truly an internal source
a quick and inexpensive way
EVALUATION OF INTERNAL RECRUITMENT
Advantages:
 It is less costly

 Firm has a better knowledge of internal candidate

 Promote employees’ morale, organizational commitment

and job satisfaction.

Disadvantages:
 Creative problem solving may be hindered by the lack of
new talents
 Morale problem for those who were no promoted

 Politics has greater impact on internal R&S process than

does external recruiting.
SOURCES OF RECRUITMENT
2) External Recruitment

E-recruiting Advertising

Campus
Recruitment

Private Employment
Agencies

Walk in/Write
in
External
(Direct Government
Applications) Employment
Agencies/Exchan
ge
EVALUATION OF EXTERNAL RECRUITMENT
Advantages:
 The firm will have the benefit of new skills, new talents
and new experiences.
 The management will be able to fulfill reservation
requirements in favor of disadvantaged sections of the
society
 Scope of resentment, heartburn and jealousy can be
avoided (Politics can be avoided)

Disadvantages-
 It is costly.
 Better motivation and increased morale associated with
promoting own employees are lost to the company.
 Adjustment of new employees to the organizational
culture takes longer time.
SCREENING
 Process of scrutinizing and short listing of applications and
removing visibly unqualified applicants for the job
 Selection process starts with screening
 Only eligible applicants are called for an interview or
rounds of interview
 Interview is conducted by a selection committee

Points to keep in mind:

 Good applicants should not filtered out

 Women and minorities should receive full and fair

consideration and are not rejected without justification.
 Clear job specifications are invaluable
SELECTING RIGHT TALENT
 The selection process plays a pivotal role in the functioning of
the organization. (outcomes of selection decisions)

 Care has to be taken in hiring decisions, as these decisions affect

not only the career of the individual but also the future of the
organization.

 It is the process of choosing the appropriate candidate from the

obtained applications to match the requirements of the job.

 The selection of candidates typically follows a standardized

process beginning with an initial screening interview and
concluding with the final employment decision
STEPS IN SELECTION PROCESS Initial Screening/Preliminary
Interview
Failed to meet minimum qualifications

Employment Test/Selection Test

Failed Test
Selection Interview

Failed to impress interviewer Background Information if

and/or meet job expectations required

Medical/physical examination if
Problem encountered required (conditional job offer
made)

Reject applicant Permanent Job Offer

STEPS IN SELECTION PROCESS
Step I (a): Preliminary Screening Interview- the criteria of
elimination may differ from job to job and from company
to company.
 Elicit information on some important aspects such as age,
education, pay, location of job etc.
Eg. Only first class/candidates with 3 years of experience
Pre-placement presentations
 Technical knowledge

 Personality characteristics

 Language proficiency

 Aptitude
STEPS IN SELECTION PROCESS
Step I (b): Application Blank or Form (standardized
formats)
A completed application form helps predict the candidates’
chances of success in the job.
Information usually collected in the following lines:
 Biographical Data (name, father’s name, age, birth marks, gender etc.)
 Educational background (degree, grades, year of passing etc.)
 Past Experience Data (employer, salary, nature of job, reasons for
shifting)
 Other information (hobbies, interest areas, sports etc.)
 Reference checks (to certify suitability)

An application blank is a brief history of an employees’

background and can be used for future reference in case of
need.
STEPS IN SELECTION PROCESS
Step II: Use of Selection Methods-
 Employment Tests: objective and multipurpose as the no.
and variety of jobs that employees have to perform
increases.
Intelligence tests (basic mental ability), aptitude tests (IQ,
presence of job-specific skills), personality tests
(emotional traits, psychology, behavior of an individual),
projective tests (motives, attitudes, aspirations etc.),
interest tests, graphology (analyzing handwriting),
polygraph tests (to ensure accuracy through lie detector)
etc.

Tests must be chosen based on the criteria of reliability,

validity, objectivity and standardization.
STEPS IN SELECTION PROCESS
 Assessment Centers- is a programme of tests, work
simulations, exercises, and interviews designed to
measure and assess a wide range of different abilities,
skills, behavioral characteristics and potential required for
effective performance on the job.
 Described by Lewis (1985)

 Customer Situation

 Employee Discussion

 Problem Analysis
STEPS IN SELECTION PROCESS
Step IV: Interviewing Candidate (Types of Interviews)

 Structured Interview
 Unstructured and Open-ended Interview
 Stress Interview
 Behavioral interview
 Other Interviews

Some Do’s and Don’ts for Interviewers

STEPS IN SELECTION PROCESS
Step V: Background Information and Reference Check-

Step VI: Medical and Physical Examinations-

Step VII: Hiring Decisions- made from the pool of individuals

who pass the tests, interviews and reference checks.

HR manager plays a crucial role in the final selection.

DISCUSSION QUESTIONS
1. Bring out the internal sources of recruitment.
2. How are yield ratios used in recruitment?
3. Define Selection. Explain the Process of Selection.
4. What are the common interview problems? How can they
be overcome?
THANK YOU