recruitment, selection, placement, induction
TRANSCRIPT
Recruitment, Selection, Placement and Induction
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What is recruitment?
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Recruitment is creating an attraction
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DEFINITION OF RECRUITMENT
“the process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be
chosen”
Byers and Rue
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Recruitment is the process of searching for prospective candidates
and entice them to apply for the jobs in the organization
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Few Things you need to Know
Recruitment is one of the Key Result Areas of HRM
Recruitment tries to match Human Resources to the Strategic and Operational needs of the organization
It ensures optimum utilization of those Human resources
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Recruitment Policy
How to recruit How to select/on what basis
What methods to use for
recruitment
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RECRUITMENT PROCESS
HR Planning
Identify the HR
requirement/ Job Vacancies
Job Analysis(JD
and JS)
Decision to Recruit
Choose the Resources and
methods of Recruitment
Implement the
Recruitment programme
Evaluate theRecruitment Programme
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1. HR PLANNING
Right time Right place
Right number Economically most useful
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2. Identify the HR requirement/ Job Vacancies
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3.Job Description and Job Specification
• Duties and responsibilities • Types of the person
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4. Decision to Recruit
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5. Choose the Resources and methods of Recruitment
Internal Recruitment
External Recruitment
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6. Implement the recruitment programme
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7. Evaluate the recruitment programme
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Internal & External Recruitment
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Internal Recruitment Methods
Notice boards Circulars News letters
Job posting HRIS Intranet
Transfers Promotions
Referrals of employee –
“buddy finds buddy”
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Advantages of Internal Recruitment
Boost the morale of the work force
Employee’s performance and competencies are
well known
Cost effective
Better employee relationship
Kind of a training and development for the employee
Better utilization of the internal resources
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Disadvantages of Internal Recruitment
InbreedingMiss out the
talent available externally
Limited choice Less competition
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External Recruitment Methods
• News paper advertisements“AIDA” 1. Attention, 2. Interest,3. Desire,4. Action
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External Recruitment Methods
• Magazines
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External Recruitment Methods
• Radio and TV
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External Recruitment Methods
• Educational Institutes
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External Recruitment Methods
• Recruitment Agencies
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External Recruitment Methods
• “Head hunting”
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External Recruitment Methods
• Walk in interviews
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External Recruitment Methods
• Job Fairs
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Advantages of External Recruitment Methods (Tools)
Infusion of new blood
Wide options
Finding innovative employees incorporation of new concepts
Publicity and better image for the organization
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Disadvantages of External Recruitment Methods
• Time consuming
• Unpredictable performance
• May not fit to the Organization’s culture
• Expensive
• Frustration among employee
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Selection
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Definition of Selection
“Selection is the process of choosing the most
suitable applicant/candidate for a job from
among the available applicants.”
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Importance of Selection
• Selection gives the right place to the right person.
• Rejecting the right person or the placement of the wrong person will have a severe impact.
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SELECTION PROCESS
Application screening and short listing
Presentation of data in a tabulated
form
Preliminary interview
Employment tests
Diagnostic interview
Reference checking
Medical examination
Final selectionCollection of
various documents
Job offer interview
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Types of Interviews
1. Formal and Structured interviews / Directive interviews
• very rigid in its structure and contents • ensures each and every candidate is tested
with identical questions.• The interviewer selects the questions to be
asked • plans the interview in advance.• Lack of subjectivity is the main advantage
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2.Unstructured interviews / Nondirective interviews
• no pre-determined set of questions
• take its own direction depending on the answers given.
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3. Stress interviews
• The objective is to test the applicant’s
ability to perform effectively and
efficiently under stress.
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4. Group interview method
• Group of candidates are interviewed by an interviewer.
• Usually they are interviewed at different stages by different interviewer
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5.Panel interviews
• Panel of experts test the each candidate
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6. In depth interviews
• This is at the second stage of interview
• it goes to a deeper level to understand the
candidate better
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7.Situational type of interviews
• Questions are focused on the individual’s
ability to understand what his or her
behaviour would be in a given situation
Types of Selection Tests
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1. Intelligence Tests (Specific cognitive abilities)
Intelligence means the mental ability or
quickness of mind.
It is the ability for “reasoning, judgment,
memory and the power of thoughts.”
An IQ (Intelligent Quotient) involves a
different ability, usually comprising verbal
reasoning or numerical ability
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2. Aptitude Tests
(Specific cognitive abilities)
• measures the person’s ability to learn a given job.
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3. Test of Motor and Physical Abilities
This includes finger dexterity manual dexterity
speed of the arm movement Reaction time
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4. Situational Tests
This is a behavioral test A real situation is given to the applicant and asked to tackle the situation as if he
or she got it in their real life.
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5.Achievement Tests
These are knowledge tests
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6.Interest Tests
to identify whether the applicant has a genuine interest in the kind of work to be
performed
No point of assigning a job someone is not interested in it.
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7. Personality Tests
• Personality tests assess a person’s value systems emotions
• Personal characteristics • Self-confidence• Judgment• Dominance or submission• Impulsiveness
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Polygraph Tests
Test the truthfulness of an applicant answers
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Graphology
Analysis of hand writing to assess one’s personality.
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Placement
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Placement
“the determination of the job to which an accepted candidate is to be assigned and his
assignment to that job.”
Paul Pagers and Charles A. Myers
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Induction
Induction training is a type of training given as an initial preparation for taking a job.
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Content in Induction Programme
• Location and physical layout• Colleagues and informal relationships• Management, supervision and formal
relationship• Customers• Conditions of employment and contracts• Organization and house rules E.g. No drinking, No
smoking etc• Security systems
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Purpose Of Induction/Familiarization Training
• To eliminate turn over
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Purpose Of Induction/Familiarization Training
• To eliminate fear and build-up confidence of the employee
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Purpose of Induction/Familiarization Training
• To enhance the productivity and quality of the product
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Purpose Of Induction/Familiarization Training
• To build sense of belongingness and loyalty
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Purpose Of Induction/Familiarization Training
• To build and develop soft skills(positive attitudes/values) of the employees
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Purpose Of Induction/Familiarization Training
• Feeling of job satisfaction and security
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Purpose Of Induction/Familiarization Training
• Get to know each other in the work place
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Purpose Of Induction/Familiarization Training
• Employee is having a macro picture about the organization
• Creating a “feel at home” mentality
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Formal Induction or Familiarization Training
General Training
Job Training
Evaluation
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General Training (General information)
Reception
Introducing the employee hand
book Introduction to key persons
Business and Business structure
Organizational structure
Organizational culture and values
Welfare and employee benefits
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General Training (General information)
Site layouts (Factory/offices/canteen
etc.)General administration Discipline and Grievance
handling procedure
Organizational rules, Dress codes, Absenteeism
and lateness, Working hours and Smoking areas
Occupational Health and Safety (Legal requirement)
Security, Restricted areas, Transport and Parking
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Job Training
• Local department structure
• Local department layout (wash rooms,
changing rooms etc.)
• Local department tour
• Department functions/role and objectives
• Department team and management
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Job Training
• Related departments and functions• How the department actually works and
relates to others• Reporting and communication procedure• Job description (duties, scope, territory,
authority etc.)• Work station/space• Technical training/familiarization
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Evaluation
Measure the effectiveness of the
training programme.
Conduct exit interviews with any
employee who leaves
To identify the improvements and
continuously develop the induction training programs in the future