HUMAN RESOURCE MANAGEMENT

RECRUITMENT
AND
SELECTION

Group 4
 CHAPTER CONTENTS

 Definitions of recruitment and selection

 Nature and importance of employee recruitment and
selection
 Source and Methods of Recruitment

 Selection process

 Reliability and Validity selection measures

 Orientation, Induction and Socialization

 HUMAN RESOURCE
MANAGEMENT

BUSINESS OBJECTIVES

HR PLANNING
And
JOB ANALYSIS

JOB DESCRIPTION JOB SPECIFICATION

RECRUITMENT

SELECTION
 Definition
Recruitment
 Recruitment is the process of identifying, screening, short-listing
and hiring of the potential human resources for the purpose of filling
up the positions within the organizations.
 Recruitment takes place internally, i.e. within the organization and
externally, i.e. from the usage of external sources.
The educational qualifications, experience, abilities and skills of the
individuals need to be taken into consideration when recruitment takes
place.

Selection
 The process of choosing individuals who have relevant
qualifications to fill existing or projected job openings.
 The Process of making a “Hire” or “No Hire” decision regarding
each applicant for a job.
 Recruitment and Selection cont’d…….

 In any kind of organization, recruitment and selection

processes are considered useful,
 because they help in finding the most suitable candidates
for the jobs.
 Recruitment and selection are important operations in human
resource management,
 designed to make best use of employee strength in order to
meet the strategic goals and objectives of the employers and
of the organization as a whole.
RECRUITMENT GOALS

Attract the Qualified Applicants.

Encourage Unqualified Applicants to self-

select themselves out.
 Recruitment needs types

PLANNED
The needs arising from changes in organization and retirement policy.

ANTICIPATED
Anticipated needs are those movements in HR, which an organization can predict by
studying trends in internal and external environment.

UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected needs.
 IMPORTANCE OF RECRUITMENT

 Attract and encourage more and more candidates to apply in

the organization.
 Create a talent pool of candidates to enable the selection of
best candidates for the organization.
 Recruitment is the process which links the employers with the
employees.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of selection process.
 RECRUITMENT PROCESS
It is a two way street
ORGANIZATION CANDIDATE

Receive Education and choose

Vacant or New position occurs Occupation

Generate candidate pool via internal Acquire Employment Experience

or external recruitment methods

Evaluate Candidates via Selection Search for Job Openings

process

Apply for jobs

Impress Candidates

Impress Company during Selection

Make Offer process

Evaluate Jobs and Companies

Accept or Reject Job Offers

 SOURCES OF RECRUITMENT

SOURCES OF
RECRUITMENT

INTERNAL EXTERNAL
SOURCES SOURCES
SOURCES OF Cont’d……..

Job Posting &

Bidding

Promotions and
Transfers

INTERNAL Employee
SOURCES Referrals

Re-recruiting former
Employees & Applicants

Internal Recruiting
Data base
 SOURCES OF Cont . . . .

INTERNAL SOURCES
ADVANTAGES DISADVANTAGES

 Morale of Promotee  Inbreeding

 Better assessment of abilities  Possible morale problems of
 Lower cost for some jobs those not promoted
 Motivator for good performance “Political” infighting for
 Causes a succession of promotions
promotions  Need for management-
Development program
SOURCES OF RECRUITMENT Cont . . .

Schools Colleges &

Universities

Labor
Unions
EXTERNAL
SOURCES
Media Sources

Employment Agencies
SOURCES OF RECRUITMENT Cont . . .

EXTERNAL SOURCES
ADVANTAGES DISADVANTAGES

 New “blood” brings new  May not select someone who will
perspectives “fit” the job or organization
 Cheaper and faster than training  May cause morale problems for
 Professionals internal candidates not selected
 No group of political supporters in  Longer “adjustment” or orientation
Organization already time
 May bring new industry insights
 DIFFERENTIATION BETWEEN
RECRUITMENT AND SELECTION
Recruitment Selection
 It the process of searching the  It Involves the series of steps by
candidates for employment and which the candidates are screened
stimulating them to apply for jobs in for choosing the most suitable
the organization. persons for vacant posts.
 The basic purpose of recruitments is
 The basic purpose of selection
to create a talent pool of candidates
process is to choose the right
to enable the selection of best
candidate to fill the various
candidates for the organization, by
attracting more and more employees
positions in the organization.
to apply in the organization.  Selection results in a contract of
 There is no contract of recruitment service between the employer and
established in recruitment the selected employee.
BASIC SELECTION CRITERIA

Formal Education

Experience and Past Performance

BASIC
SELECTION
CRITERIA Physical Characteristics

Personality Characteristics
 SELECTION PROCESS
Initial screening
Fail to meet minimum
qualification Passed
Completed application
Failed to complete job
application or failed job Passed
specification
Employment test
Failed Test
Passed
Passed Conditional job
Comprehensive interview
offer
Failed to impress
interviewer and / meet
job expectations
Background Examination
Problem if required
encountered
Passed
Reject Applicant
Medical/physical examination if
Unfit to do essential required (conditional job offer
elements of job Able to perform
essential elements
of job

Permanent job offer

 SELECTION METHODS
The Three most Common Methods
used are:

1. Testing

2. Gathering Information

3. Interviewing
 SELECTION METHODS Cont . . .
1. TESTING
Tests measure knowledge, skill,
and ability, as well as other
characteristics, such as personality
traits.

TESTING TYPES

Work
Work
Cognitive
Cognitive Personality
Personality Physical
Physical Integrity
Integrity
Ability
Drug
Drug Test
Test Sample
Sample
Ability Test
Test Test
Test Ability
Ability Test
Test Test
Test Testing
Testing
 SELECTION METHODS Cont . . .

1. Cognitive Ability Testing 2. Physical Ability Testing

It measures the learning,

understanding, and ability It assesses muscular
to solve problems. e.g. TESTING strength, cardiovascular
Intelligence Tests. TYPES endurance, and
coordination.

3. Personality Testing

It measures the patterns of

thought, emotion, and
behavior.
 SELECTION METHODS Cont . . .

4. Integrity Testing 6. Drug Testing

Normally requires
It is designed to assess
applicants to provide
the likelihood that TESTING
TYPES required sample that is
applicants will be
tested for illegal
dishonest or engage in
substances.
illegal activity.

5. Work Sample Testing

Measures performance on
some element of the job.
 Reliability of test

The degree to which interviews, tests, and

other selection procedure yield comparable
data over time and alternative measures.
 Reliability Standards

 Consistency Performance
 Over a Time Period

 Re-evaluation Must Yield Some Result

 Across People/Tools
Examples of Reliability (Stability Over Time)

HIGH RELIABILITY
APPLICANT TEST SCORE RETEST SCORE
Smith 90 93
Perez 65 62
Riley 110 105
Chan 80 78

VERY LOW RELIABILITY

APPLICANT TEST SCORE RETEST SCORE
Smith 90 72
Perez 65 88
Riley 110 67
Chan 80 111
 SELECTION METHODS Cont . . .

2. INFORMATION GATHERING:
Common methods for gathering information include
application forms and résumés, biographical data, and
reference checking.
 SELECTION METHODS Cont . . .
 Generally ask for information such as address
Application and phone number, education, work experience,
Forms and and special training.
Résumés
 At the professional-level, similar information is
generally presented in résumés.

Biographical  Historical events that have shaped a person’s

Data behavior and identity.

 Involves contacting an applicant’s previous

Reference employers, teachers, or friends to learn more
Checking about the applicant Issues with reference
checking
 SELECTION METHODS Cont . . .

3. INTERVIEWS:
 The interview is the most frequently used
selection method.
 Interviewing occurs when applicants
respond to questions posed by a manager
or some other organizational
representative (interviewer).
 Typical areas in which questions are
posed include education, experience,
knowledge of job procedures, mental
ability, personality, communication
ability, social skills.
 SELECTION METHODS Cont . . .

Situational
Interview
1. Structured
Interviews Behavioral
Interview
Types of
Interviews

2. Unstructured
Interviews
Factors affecting Recruitment and Selection
The factors affecting recruitment and selection are organized into the internal and
the external categories.
The internal factors have been stated as follows:
Size of the Organization - The size of the organization is one of the most important
factors affecting the recruitment process. To develop business, recruitment
planning is mandatory for hiring more resources, which will be crucial in the
management of future operations.
Recruitment Policy - Recruitment policy of an organization, includes hiring from
the internal or external sources of organization. It is an important factor,
which affects the recruitment process. It identifies the objectives of
recruitment and provides a framework for the implementation of recruitment
programs.
Image of the Organizations - Organizations having a good positive image in the
market can easily attract competent and proficient resources. Maintaining
good public relations, providing public services, and leading to goodwill of
the organizations, definitely helps an organization in improving its reputation
in the market, and thereby draw the best possible human resources.
Factors affecting cont’d……
Image of Jobs - Just like the image of the organization, the image of jobs contribute a
critical role in the recruitment and selection processes.
- Jobs having a positive image in terms of better remuneration,
promotions, recognition, and amiable working environment with career
development opportunities are considered as the characteristics to arouse interest
and enthusiasm within qualified candidates.

The external factors have been stated as follows:

Demographic Factors - Demographic factors are related to the characteristics of potential
employees such as, their age, religion, educational qualifications, gender, occupation,
economic status, and place of location.
Labour market – Labour market exercises control on the demand and supply of labor. For
example, if the supply of people having specific skills and abilities is less than the
demand, then the hiring will require more efforts. On the other hand, if the demand is less
than the supply, then hiring will be relatively more manageable.
Factors affecting cont’d……
Unemployment rate – If the unemployment rate is high in a specific area, hiring of
human resources will be simple and manageable, as there will be an increase in
the number of applicants. For various job positions in all types of organizations,
large number of applications are received. In contrast, if the unemployment rate
is low, then recruiting tends to be difficult due to lesser number of resources.
Labour laws – Labour laws reflect the social and political environment of the market,
which are created by the central and the state governments. These laws dictate
the compensation, working environment, safety and health regulations, and the
job duties of the workforce, for different types of employments. As the
governments undergo transformations, there are transformations that come about
in the labor laws.
Legal considerations – Job reservations for different castes such as Scheduled Tribes,
Scheduled Castes, and Other Backward Classes are the best examples of legal
considerations.
- These considerations, passed by government, will have a positive or negative
impact on the recruitment policies of the organizations.
Factors affecting cont’d……

Competitors – When organizations in the same industry are competing for the best
qualified resources, there is a need to analyze the competition and make
provision of the resources packages that are finest in terms of the industry
standards.
Equal Opportunity – When recruitment and selection of the employees take place,
then it is vital to take into consideration, equal employment opportunities for
the individuals. Equal opportunity results when all the applicants are treated
on an equal basis and consistently at every stage of recruitment. There
should not be any discrimination against anybody on the basis of factors,
such as, caste, creed, race, religion, ethnicity, gender and socio-economic
background.
Fairness and justness is of principal significance in the recruitment and the selection
processes. (Klug, 2017).
 U !
NK YO
TH A