INSTITUTE – University School of Business

DEPARTMENT – Management (M.B.A.)

Subject : Management Practices and Organizational Behavior
Subject Code : 22 BAT 603
Unit :1
Topic Name :Staffing: Recruitment and selection
Faculty Name : Dr . Bhaskara Srinivas

DISCOVER . LEARN . EMPOWER

1
 Course Objective

COB No. Title

CO1 To give an exposure to students of the individual behavior in organizations.

To enable students to combine relevant information and appraise options for the
CO2 most optimal solution so that they will be able to envisage and control human
behaviour at work and improve organizational effectiveness.

2
 Practices and
Organizational
Behavior
Course Outcome
CO Title Level
Number
CO1 To understand the concepts of individual and group Remember
behavior in an organizational set up.
 

CO2 To be able to apply leadership styles to lead diverse Understand

teams in a volatile business environment settings.
 

CO3 To analyze different alternatives while taking strategic Understand

decisions for organizational growth Will be covered in
this lecture
CO4 To evaluate how organizational change and culture Understand
contribute in sustainability of an organization
CO5 To develop conflict resolution and motivational strategies Understand
to retain high performing people in the organization.
3
 Learning Objectives
• To understand the key principles and practices of
effective staffing, including recruitment and selection
processes, in order to identify, attract, and hire
qualified individuals who are the best fit for the
organization's needs and contribute to its success.

4
 Content

• Staffing: Recruitment and selection

• difference between Recruitment and Selection.

5
Staffing: Recruitment and selection
Recruitment and selection are crucial components of the staffing process in an
organization. It involves identifying, attracting, and choosing the most qualified
candidates to fill vacant positions. Let's explore the key aspects of recruitment
and selection
.
Recruitment: Recruitment is the process of sourcing and attracting potential
candidates to apply for job openings within an organization. It involves various
strategies and channels to reach a wide pool of qualified individuals.

6
.Job Advertisements: Organizations advertise job openings through online job
portals, newspapers, social media platforms, and their own company website.
These ads provide information about the job requirements, responsibilities, and
how to apply.

Employee Referrals: Current employees can refer candidates from their

network who they believe are suitable for the job. Employee referrals often lead
to high-quality candidates as the referrer has knowledge about both the job and
the candidate.

Recruitment Agencies: Organizations can engage external recruitment

agencies to assist in the sourcing and screening of candidates. These agencies
have access to a wide talent pool and can provide expertise in candidate
selection.

7
 Selection involves assessing and evaluating candidates to determine their
suitability for the job.

The selection process typically includes the following steps:

Application Screening: The initial screening is done by reviewing the candidates'

applications, resumes, and cover letters. This helps to shortlist candidates who
meet the minimum qualifications for the job.

Interviews: Interviews are conducted to further assess the candidates'

qualifications, skills, and fit for the role. They can be conducted through face-to-face
interviews, phone interviews, or video interviews.

8
Assessments and Tests: Depending on the job requirements, organizations may
use assessments or tests to evaluate candidates' abilities, knowledge, and aptitude.
These can include aptitude tests, personality assessments, and job-related
simulations.

Reference Checks: Organizations may contact the references provided by the

candidates to gather additional information about their past work performance and
character.

Decision Making: Based on the information gathered during the selection process,
the hiring team evaluates each candidate and makes a final decision regarding the
most suitable candidate for the job.

It is important for organizations to ensure that the recruitment and selection

processes are fair, transparent, and free from any form of bias or discrimination. By
implementing effective recruitment and selection strategies, organizations can
attract and hire top talent that aligns with their goals and contributes to their
success.
9
Let's consider an example of a company called XYZ Corporation that is looking to
fill a vacant position for a marketing manager.

Recruitment: XYZ Corporation adopts various recruitment methods to attract

potential candidates:

Job Advertisement: They post a job advertisement on popular online job portals,
their company website, and professional social media platforms. The ad provides
information about the marketing manager position, including required qualifications,
responsibilities, and how to apply.

Employee Referral: XYZ Corporation encourages its current employees to refer

candidates for the marketing manager position. One of their employees refers a
former colleague who has extensive experience in marketing and meets the job
requirements.
 

10
Selection: XYZ Corporation follows a thorough selection process to choose the
most suitable candidate:

Application Screening: The HR department screens the received applications and

resumes. They shortlist candidates who possess the required qualifications and
experience.

Interviews: Shortlisted candidates are invited for interviews. The hiring manager
conducts face-to-face interviews to assess their marketing knowledge, skills, and fit
with the company culture.

Assessment and Test: As part of the selection process, candidates are given a
marketing case study to analyze and present their strategies. This helps evaluate
their problem-solving abilities and marketing acumen.

Reference Checks: The hiring team contacts the references provided by the
candidate, including their previous supervisors and colleagues, to gather insights
into their past performance and work ethic.

11
Decision Making: Based on the interview performance, case study analysis, and
reference checks, the hiring team selects the most qualified candidate who
demonstrates strong marketing skills, relevant experience, and alignment with the
company's values.
.

In this example, XYZ Corporation utilized job advertisements and employee

referrals for recruitment, followed by a selection process involving interviews,
assessments, and reference checks. By implementing a comprehensive recruitment
and selection process, XYZ Corporation ensures they hire a qualified and
competent marketing manager who can contribute to the company's marketing
objectives and success

12
Recruitment Selection
Recruitment is the process of Selection is the process of choosing the most
attracting potential candidates for a suitable candidate among the pool of applicants.
job vacancy.

It focuses on creating awareness and It involves evaluating and assessing candidates

generating interest among job to determine their suitability for the job.
seekers.

The purpose is to attract a diverse The purpose is to identify the best-fit candidate
pool of qualified candidates. who meets the job requirements and
organizational needs.

Methods used include job Methods used include interviews, assessments,

advertisements, employee referrals, tests, reference checks, and background
career fairs, and online job portals. verification.

13
It is the initial stage of the hiring It comes after the recruitment stage and involves
process. a more in-depth evaluation of candidates.

The emphasis is on reaching a wide The emphasis is on assessing candidate skills,

audience and generating a sufficient qualifications, experience, and suitability for the
number of applicants. job.

It involves creating job descriptions, It involves shortlisting candidates, conducting

job postings, and attracting potential interviews, and assessing candidate suitability.
candidates.

The goal is to create a pool of The goal is to identify the best candidate who
qualified applicants for the selection will perform well in the job and align with the
process. organization's values and culture.

It is the initial stage of the hiring It comes after the recruitment stage and involves
process. a more in-depth evaluation of candidates.

14
Summary of the Topic

Staffing involves the process of recruiting and selecting

qualified individuals for job positions within an
organization. Recruitment focuses on attracting a pool of
potential candidates, while selection involves evaluating
and choosing the most suitable candidate for the job.
Effective staffing ensures the organization has the right
people in the right roles to achieve its objectives.

15
 References
Books • Durai, P. (2015). Principles of Management, Text and Cases. New
Delhi: Pearson Education.
• Koontz, H. (2010). Essentials of Management. New Delhi: Tata
McGraw-Hill Education.
• Stoner, Freeman & Gilbert Jr. (2009). Management. New Delhi:
Prentice Hall.
• Weihrich, H. & Koontz, H. (2010). Management- A Global
Perspective: New Delhi: Tata McGraw-Hill Education.
Websites • https://www.preservearticles.com/
• https://www.yourarticlelibrary.com/

Video https://www.youtube.com/watch?v=jzpF4cOYiiM
Link https://www.youtube.com/watch?v=-XZ1poxYt84&t=15s 16
 Assessment Pattern
Components HT-1 HT-2 Assignment Surprise Test Business Quiz GD Forum Attendance Scaled
Marks

Max. Marks 10 10 6 4 4 4 2 40

17
 THANK YOU

For queries you can reach me on Email:

bhaskara.e11372cumail.in

18