recruitment & selection (2)

Recruitment and Selection of Recruitment and Selection of Recruitment and Selection of Recruitment and Selection of Recruitment and Selection of Recruitment and Selection of Recruitment and Selection of Recruitment and Selection of

Human ResourcesHuman ResourcesHuman ResourcesHuman ResourcesHuman ResourcesHuman ResourcesHuman ResourcesHuman Resources

- Prof. Hema Kapoor

Overview

� What is Recruitment

� Recruitment Process

� Factors affecting Recruitment

� Sources of Recruitment

� Selection Process

Recruitment Recruitment –– What does it mean?What does it mean?

� Organizations need qualified employees to succeed

� Attracting suitable candidates

� “the process of seeking & attracting a pool of people from which qualified candidates for job vacancies can be chosen.” (Byers & Rue)

Recruitment

�Recruitment is a 2-way process

Recruitment

Selection filter

Recruitment ProcessRecruitment Process

Factors Affecting Recruitment

ORGANIZATIONAL ORGANIZATIONAL ORGANIZATIONAL ORGANIZATIONAL

FACTORSFACTORSFACTORSFACTORS

Company reputation

Relations with labor unions

Organization cultureCost involved

Time constraint

?

Factors Affecting Recruitment

ENVIRONMENTAL ENVIRONMENTAL ENVIRONMENTAL ENVIRONMENTAL

FACTORSFACTORSFACTORSFACTORS

Condition of labor market

Competition from other companies

Economic trendsSocial attitudes about

particular jobs

Regulations

Sources of Recruitment

�Sources should match the position to be

filled

� The Internet is providing many new

opportunities to recruit and causing

companies to revisit past recruiting

practices

Sources of

Recruitment

Internal searchInternal searchInternal searchInternal search External sourcesExternal sourcesExternal sourcesExternal sources

� Internal recruiting is the search for in-house employees who have the abilities and the attitudes to fulfill the requirements needed and to help the organization achieve its objectives

� HRIS forms the basis of internal search

� Internal Sources:• Present , Permanent employees• Present Temp/ Casual• Employee referrals• Dependents of diseased , disabled , retired and present employees


Advantages & Disadvantages of Internal Recruitment

Recruiting Source

Advantages Disadvantages

Internal � Morale of promotee

� Better assessment of the abilities

� Lower cost for some jobs

� Motivator for the good performance

� Causes a succession of the promotions

� Need to hire only at the entry level

� Possible morale problems of those not promoted

� “Political” infighting for the promotions

� Talent pool within the organization might stagnate, so the need to bring in fresh flow of ideas & opinions


� External recruiting is done when the company lacks the internal supply of the employees for promotions or when it is staffing entry level positions, managers must consider the external supply of the manpower


External SourcesExternal SourcesExternal Sources

Educational & training institutes

Pvt. Employment agencies/ Consultancies

Advertisements

Public employment exchanges

Advantages & Disadvantages of External Recruitment

Recruiting Source

Advantages Disadvantages

External � New “Blood” brings new perspectives

� Cheaper and faster than training professionals

� Less groups of the political supporters in the organization already

� May bring new industry insights

� May not select someone who will “fit”the job or the organization

� May cause the morale problems for the internal candidates not selected

� Longer “ adjustment”or orientation time

Selection

� Involves choosing the person best suited for a given job from a pool of candidates, resulting from the recruitment process

� Attempt to get a “fit” between what the applicant can and wants to do, and what the organization needs (knowledge, skills, and abilities)

� Fitting the person to the right job is called ‘Placement.’

Person-Organization Fit

The Selection Process

The selection process typically consists of eight

steps:

1. initial screening interview

2. completion of the application form

3. employment tests

4. comprehensive interview

5. background investigation

6. conditional job offer

7. medical/physical exam

8. permanent job offer


� Initial Screening

� Involves screening of inquiries and screening interviews

� Job description information is shared along with a salary range

OR

• Initial Screening with resume/application


Employment Tests � Estimates say 60% of all organizations use

some type of employment tests� Performance simulation tests: requires the

applicant to engage in specific job behaviorsnecessary for doing the job successfully

� Work sampling: Job analysis is used to develop a miniature replica of the job on which an applicant demonstrates his/her skills

� Assessment centers: A series of tests and exercises, including individual and group simulation tests, is used to assess managerial potential or other complex sets of skills


Comprehensive Interviews:

� Interviews involve a face-to-face meeting with the candidate to probe areas not addressed by the application form or tests

� They are a universal selection tool



� Interview Effectiveness� Interviews are the most widely used

selection tool

� Often are expensive, inefficient, and not job-related

� Possible biases with decisions based on interviews include prior knowledge about the applicant, stereotypes, interviewee order



� Interview Effectiveness

� Impression management, or the applicant’s desire to project the “right”image, may skew the interview results

� Interviewers have short and inaccurate memories: note-taking and videotaping may help


Background Investigation:

�Verify information from the application form

� Typical information verified includes:� former employers

� previous job performance

� education

� legal status to work

� criminal records


Job Offers

� Actual hiring decision generally made by the department manager

� Candidates not hired deserve the courtesy of prompt notification

Difference between Recruitment & Selection

1. Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization WHEREASselection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

2. The basic purpose of recruitment is to create a talent pool of candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organization.

Difference between Recruitment & Selection

3. Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates.

4. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests.

5. There is no contract of recruitment establishedin recruitment WHEREAS selection results in a contract of service between the employer and the selected employee

Remember . . .

. . . An organization is known by the quality of its people.

recruitment & selection (2)

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