Recruitment and selection process

Recruitment and
Selection
HR planning

 Required quantity and quality of Human resource.

 Quantity: Expansion / growth, stagnancy, negative growth,
promotions, transfers, retirements, turn over.
 Quality: Competencies the business require today and
tomorrow. What roles are required?
Choice of Internal and External pool

 Finding the right skills and profile in HRIS

 Internal promotions improve motivation
 Provides Career growth to people.
 On the other hand organizations need fresh thought
 The required skills may not be available within the company.
Finding internal candidates

 Internal job postings

 Succession planning
 Rehiring
 HRIS
External Hiring and HR Branding

 The image of your organization in candidates market

 Positioning your organization in the job market.
 Selecting the right target audience.
 Selecting the right media
 Designing the right message
 Measuring the response
Use of Employment agencies

 Government agencies
 Private Recruitment agencies
 Head Hunters
 Use of Third party
 Three way Recruitment consultants are used:
 Registers: Has a good data base for immediate use.
 Selection: Give the client screened candidates with a report
 Search : where there is a small pool of candidates
 Reading: How to choose a consultant?
Hiring through HR Department

 Advertising: Role of advertising agency

 Selecting the media
 Designing the message
 Measuring the response
 Referrals
 University Hiring
 Use of internet
Think of these markets

 Equal opportunity employment

 Special people
 Minorities
 Old age people
 Assignment # 3: Design a job Ad and its media plan for any
position you like. Consider AIDA model of communication, HR
Branding, target audience, JD and Job specification and budget
considerations while designing the Ad. Make a simple format to
measure the response of different media being used.
Selection Process

 Initial Screening
 Application form
 Employment tests
 Performance simulation tests
 Work sampling
 Assessment centers
 The comprehensive interview
The Selection Process

 Realistic job preview

 Back ground investigation
 Conditional offer
 Medical Examination
 Job offer
 Home Assignment # 4: Search on internet and reference books on
material relating psychological testing and discuss following: 1-
Psychometric questionnaires and its types. 2. Find a personality test
and its usage for selection purpose and present in class.
Project composition

 Define your HR Branding parameters

 HR plan and Recruitment plan
 Perform Job analysis and develop Job Descriptions (attach both
documents)
 Define strategy to attract a sizable pool of qualified applicants
which includes identifying target market, identifying sources,
designing message, selecting media, budgeting etc.
 Also define your strategy as to ensure an employer who does not
discriminate.
Project Composition

 Define selecting mechanism and procedures according to JDs

and Job specifications. E.g. Selection tests, Personality tests (if
any), work sampling etc. kind of Interview, medical tests etc.
 Attach Selection tests, Interview forms etc.
 Define salary range, benefits, perks, facilities etc for each job
and mention in offer letter ( attach)
 Define Employee orientation and socialization plan
 Define what initial training will employee go through and who
will take the ownership within the company.
Employee Testing and Selection

 Psychological tests:
 The term ‘psychological tests’ refers to a procedure for the
evaluation of psychological functions. Psychological tests
involve those being tested in solving problems, performing
skilled tasks or making judgments. Included in term
Psychological tests are: intelligence, ability, aptitude,
language development and function, perception, personality,
temperament and disposition, and interests, habits, values
and preferences.
Employee Testing and Selection

 Types of psychological tests:

 Psychometric tests: Tests of maximum performance usually
measures Intelligence or special ability / aptitude.
 Psychometric questionnaires: Tests of typical performance e.g.
personality questionnaires and are designed to measure
personality characteristics, interests, values, or behaviors.
 Types of Psychometric tests:
 Test of attainment (to measure the degree of knowledge and
skill)
 Tests of general intelligence
 Tests of special ability or aptitude
Employee Testing and Selection

 Types of tests for special aptitude / ability:

 Verbal ability
 Numerical ability
 Spatial ability
 Diagrammatic ability
 Mechanical ability
 Manual dexterity
Employee Testing and Selection

 Types of Psychometric questionnaires:

 Self report personality questionnaires
 Emotional intelligence questionnaires: EI is defined as ‘ being
aware of, and managing, one’s own feelings and emotions;
being sensitive to and influencing others; sustaining one’s
motivation; and balancing one’s motivation and drive with
intuitive, conscientious and ethical behaviors
 Interest questionnaires
 Value questionnaires
 Work behavior questionnaires
Employee Testing and Selection

 The ‘Big Five ‘:

 Extra version represents a tendency to be sociable, assertive,
active, energy and zeal.
 Neuroticism represents poor emotional stability and experience
negative effects such as anxiety, insecurity and hostility.
 Openness to experience is the disposition to be imaginative,
non confirming, unconventional, and autonomous.
Employee Testing and Selection

 Agreeableness is to be trusting, compliant, caring and gentle.

 Conscientiousness is a bout achievement and dependability
 Achievement tests On the job knowledge tests
 Web Based testing
 Work sampling and simulation (composed of several tasks
crucial to performance of job
Employee Testing and Selection

 Management Assessments Centre:

 The in- Basket
 Leaderless group discussion
 Management games (realistic problem solving e.g. how to
compete and advertise or manufacture
 Individual Presentations (communication skills
 Objective tests (personality tests)
 The interview
Employee Testing and Selection

 The miniature training and evaluation approach:

 Internships
 Training contracts etc.
 Back ground investigations and reference checks
 Physical Examination
 Substance abuse screening
 Graphology
 Class + Home assignment # 5: Divide the class into 4 groups.
Two groups will develop a structured interview guide for their
respective panels and from other two groups faculty will select
one person each as interviewee.
Selection Interviews

 General Types of interview:

 Selection interviews
 Appraisal interviews
 Exit interviews

 Structured versus unstructured interviews

 The contents of interview (situational, behavioral & job related)
Selection Interviews

 Personal or Individual Interviews:

 Unstructured sequential interviews
 Structured sequential interviews

 A Panel interview
 Mass interview
 Computerized interviews
First impressions during interview

 Hiring the right people for right job is all based on a proper
interview. Based on a research its estimated that in over 85%
of the cases the interviewers had made up their minds before
the actual interview based on first impression gleaned from
candidates application forms or personal appearance. An
interviewee who starts well can end up average as his
impression is already been made, an interviewee who has
started poor may have to work hard during the interview to
break his first impression.
 The interviewee’s dress code and body language should carry
positive vibes of his attitude as well as his personality should
reflect his knowledge.
Getting ready for an interview

 Dress up for the event, formal not casual

 Resume should not be too lengthy, be specific about the objective, your
experience portion should reflect the things which you have been doing in
your previous job. If fresh than your career objective and projects during your
studies should be very elaborated reflecting your skills and capabilities.
 You can impress an interviewer through a properly drafted Resume.
 When entering a room before an interview you should not give confused
look, carry the best possible confident looks as possible but don’t be over-
confident.
 Body language- should sit straight or leaned always sit cross legged with a
little tilted gesture. Do not fiddle hands it reflects nervousness. Do not look at
watch it reflects as if you are in a hurry to go somewhere else. Be confident
and look in eyes of the interviewer, if you avoid eye contact it shows your
lack of confidence or the other person can take you as not trust worthy.
Orientation and start up training

 Assignment#6: Study the orientation and

socialization process, interview an HR Manager of a
medium to large organization and develop an
orientation & socialization plan for new employee.
Orientation and start up training

 Four points the orientation should accomplish:

 Welcome
 Organization’s history, present, future vision, culture etc.
 Policies and procedures
 Socialization with other members
 Five steps training process:
 TNA
 Instructional design
 Validation of content
 Implementation
 Evaluation
Orientation and start up training

 Training, Learning and Motivation:

 Make the learning meaningful
 Make skill transfer easy
 Motivating the learner

 Analyzing training needs:

 Task analysis (New Employees)
 Performance analysis (Existing employees)
 Training methods:
 OJT
 Apprenticeship Training
Orientation and start up training

 Informal Learning
 Job instruction Training
 Lectures
 Programmed Learning
 Audio visual based training
 Simulated training
 Computer based training

 Managerial on the job training:

 Job Rotation
 Coaching
Orientation and start up training
 Off the job management training:
 Case study method
 Management games
 Out side seminars
 University related programs
 Role playing
 In house development centers