Recruitment, Selection Recruitment, Selection and Induction and Induction

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Overview

Other activities under acquisition function Definition, importance, nature and scope Recruitment and Selection Policy Errors in recruitment Model of recruitment & selection Costs of recruitment and selection Selection-method, test, procedures, Interview process

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Acquisition FunctionAcquisition includes four more activitiesApart from job analysis and HRP. The following are the remaining:

•Recruitment•Selection•Induction and•Placement

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Definition

the influx of new organism members into a population due to reproduction or immigration

Recruitment refers to the process of finding possible candidates for a job or function, usually undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits

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Is this a complete def.

Recruitment is the process of attracting interest and applications for a vacant position in Council's organisational structure. This process involves identifying the requirements to perform the duties of a position and advertising the position in a manner to attract suitable applicants.

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What is selection?

The Selection function is the process of choosing the best person for the vacant position. This process includes the shortlisting of applicants for interview, developing questions for the interview, interviewing of applicants and selecting who should be offered the position based on merit.

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Importance of Recruitment

According to Everhart and Young's (1981), recruitment is "defined as the addition of new members to the aggregate under consideration". Essentially, recruitment is a description of how many fish are entering a given population. It is usually used to describe the number of fish that exist in the non-migratory juvenile population or the number of young fish that will eventually enter the migratory population and return to successfully spawn

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Recruitment Policy It is a document stating the guidelines of practice.

The aim is that the Recruitment and Selection Policy and Procedures are endorsed by Top Management.

For Ex. The recruitment and selection process is based on merit, expressed in terms of the essential and desirable criteria established, and is in line with the policy of equal employment opportunity. These procedures cover all positions

In sum, policy covers all activities of recruitment

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Recruitment Ad Draft the job advertisement which shall include:

– a brief description of the duties; – the essential and desirable criteria; – any special conditions required of the position; – salary range for the position; – a contact person to obtain further information about the

position and a copy of the information package containing:

– i) employment application form; – ii) job description; – iii) job specification; – iv) general information about Council. – v) where the application should be forwarded and the

closing date for receipt of applications. – f) mention that a pre-employment medical may be a

component of the selection process.

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Errors of Recruitment

Type A error – Recruiting A wrong Type B error – missing out right person

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Determine VacanciesDerived from organizational objectives

and HRP

Consider SourcesGovernment agencies, Institutional agencies

Private agencies, Press AdvertisementsJob Portals, Placement Consulting

Prepare & Publish Information

AdvertisementThe Organization

The Job, Qualification & Exp, Reward & Oppor

Conditions, Method of application

Application formPersonal details, Education &

Qual, Proff.Qual, Emp_recod, Health, Conduct

Additional, Referee

Notifying Applicants

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Model of Recruitment and selection

Recruitment objectives– Bring job seekers to apply for jobs

Strategy development– People develop and transform strategies

Selection objectives– Right person for the right job

Interview process– Of selection

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Identify costs of Recruitment & Selection

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Selection

It is a process of offering jobs to one or more applicants form the applications. It means mating between job requirements with the candidates qualifications i.e.. The best fit.

There are pseudo selection systems– Phrenology– Physiognomy– Graphology

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Method of Selection

1) application bank 2) selection tests D) Interviews Selection tests are

– Achievement tests– Aptitude tests– Interest tests– Personality tests– Intelligence tests– Essay type tests– Objective tests

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Modern Tests Thomas’ profiling Meyers Brigs Type Indicator (MBTI) 16 pf Big Five MMPI Honesty/Integrity Graphology Service Orientation IT Job Fitness Golman’s Emotional Intelligence test Kaizer’s Temperament Holland’s Career Typology

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Selection procedure

Define effective work performance Consider & determine performance gap Define selection requirements & criteria Consider and choose appropriate selection methods Plan & implement chosen methods Reliability – consistency of scores (split half, alpha) Validate chosen methods (criterion-related, content

validity) Utility – economic gains from the test Modify selection methods

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Commonly used Selection Methods/Tests

Education records Academic achievement Interview CV ratings Reference checks Personality & interest tests Panel interview Structured interview

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Tests

Aptitude and ability tests Assessment centre Intelligence tests Work sample tests Comprehensive test batteries

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Critical attributes

They are assessment criteria that help in the decision making process of selection of candidates. Ex: comm. Abilities, initiative, proactivity, candor, aggressiveness etc.

How to write a critical attribute?– Based on competencies (any quality or

characteristic of a person which underpins successful performance)

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Three competencies

Distinguishing : stars Threshold : quality minimum requirements

of effective performance Functional : basic requirements to perform

job

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What critical attributes do you suggest for sales executive

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Interview

It is a powerful technique of achieving accurate information getting access to material not available otherwise

There are four types of interview– Preliminary interview– Stress interview– Depth interview– Patterned interview

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Kipling’s Six honest serving men (open ended)

– How– What when– Where– Who – Why• Closed ended

• Do you• Did you• Can you• Will you• Could you• Would you• Should you

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Points to be remembered Put the candidate at ease Don’t show disapproval Avoid leading questions Put realistic questions Avoid hallow effect Make short notes Avoid candidate waiting too long Be aware of one’s prejudices Do not corner the candidate Give due weightage to exp. Edu Probe so that real assessment can be made

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Interview Process

Venue Candidate Expectations Interview’s Needs It’s a triangular structure What is the bottom-line

– Can s/he does the job – competence– Can s/he willing to do the job – motivation– Can s/he fit in the org. -match

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Interview FunnelStart with an open ended question

ListenNarrow down to specific area

ListenHow did the person go about it

ListenFind out motivations

ListenAchievements

ListenSummaries and seek agreement

Start with a new area

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Interview Structure

Order of topics /assessment/insight into people– Opening– Current and previous roles– Aspirations/awareness– Education and upbringing– Circumstances and interests– Closing

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If you were the candidate, these are Just for you

Most employers decide whether or not to hire you in the first five minutes

Interviewers may test you if they suspect you’re exaggerating or lying in your CV

The stranger the question the more important it is that you give a fresh inventive answer

Researching the company counts for more than anything on your CV

The wrong answer can win you the job Watch out for traps 55 % of decision to hire or not is based on non-verbal cues Even if the interview seems to be unimpressed, don’t be

dissuaded – you may be doing better than you imagine. The questions that you ask are as revealing as those you answer A follow up call can make all the difference

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Emotional Intelligence Quotient (EIQ)

20% of success is predicted by IQ tests. Rest 80% by the emotional IQ

No matter what their IQ is, EIQ separates stars from the average performers

It is characterized by– Self awareness– Mood management– Self-motivation– Impulse control– People skills

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What lessons learnt?