RECRUITMENT AND SELECTION

Unit - 4
Recruitment and Selection

Recruitment is the process of searching for prospective employees and

stimulating them to apply for jobs in the organization.

Recruitment and Selection

Introduction

• According to Edwin B. Flippo,

“Recruitment is the process of searching for prospective employees and stimulating and
encouraging them to apply for the job.”

• According to Yoder D,

“Recruitment is a process to discover the sources of manpower to meet the requirements of the
staffing schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient workforce.”
Recruitment and Selection

Recruitment Needs
Planned

Arises from planned change in organization and retirement

policy

Unexpected

Arises due to resignation, death, accidents and illness

Anticipated

Refers to those in personnel which an organitional can predict

by studying trends in the internal and external environment
Recruitment and Selection

Introduction

The recruitment policy of an

organization would be aligned
with its objectives and policies

It lays down the objectives of

recruitment, and the channels
and source of recruitment
Recruitment and Selection

Recruitment Policy Characteristics

Complies with government Provides employment security to

policies on hiring prospective candidates

Reflects the social commitments

Assures candidates of the
of the organization such as
management’s interest in their
reservations for certain sections
career development
of society
Recruitment and Selection

Recruitment Policy Characteristics

Flexible enough to Ensures long-term

accommodate changes in the employment opportunities for
organization employees

Should be cost-effective and

should not add to the
organization’s financial burden
Recruitment and Selection

Factors Affecting Recruitment

Organisational

Environmental
Recruitment and Selection

Factors Affecting Recruitment

Organization

• Organizations with a good reputation and goodwill are preferred by

Reputation candidates

• The culture of the organization and attitude of management towards

Culture employees is important to candidates

• Candidates may not prefer certain geographical locations

Location
• The recruitment process is affected by the amount of resources
Resources allocated to it

• The channels and modes used to advertise the vacancy will affect the
Channels kind of candidates the post attracts.

• If the compensation is competitive and as per industry standards the

Compensation organization can expect to attract good candidates
Recruitment and Selection

Factors Affecting Recruitment

Environmental

• Availability of labour will affect the recruitment

Labour Market process

• The stage of development of the industry to

Industry which the organization belongs is also an
important factor

• Culture, social attitudes and beliefs of people in

Culture the place where the organization is located will
affect recruitment

• Recruitment process has to abide by the law of

Law the land and any applicable legistlations.
 Sources of Recruitment
Different source of recruitment can be employed, depending on factors like level of
the position, number of people required, time available and funds allocated for
recruitment.
Sources of Recruitment

Introduction

Internal

External
 Sources of Recruitment

Internal Sources

Meaning:
Recruitment where the prospective candidates are existing employees

• Employees can be • Employees can be • Employees who have • Employees who were • When an employee is
transferred to the vacant promoted when left the organization laid off due to demoted a position
position
there are vacancies in can be brought back retrenchment can be in the lower cadre is
senior roles on a contractual brought back. This filled
basis leads to goodwill

Retired Retrenched
Transfers Promotion Demotion
Employees Employees
Sources of Recruitment

Advantages of Internal Sources

Helps in maintaining good employee relations

Boosts morale of employees as they feel important and

valued

Encourages competent and ambitious individuals as their

performance will be rewarded

Cost of recruitment is minimal

Complete information about the employee is already

available
Sources of Recruitment

External Sources

• Ads are placed in • Existing • Fresh graduates

print, social media employees refer can be hired
and job portals, based
on recruitment
people they know. directly from the
budget. This is often a cost institute
effective method

Employee Educational
Advertisements
Referrals Institutions
Sources of Recruitment

External Sources

• Candidates can be • Prospective • Organizations can

hired through private candidates call in to recruit from such
and government find out about exchanges where
agencies based on vacancies unemployed people
the organization's apply for jobs
needs

Recruiting Casual Employment

Agencies Callers Exchange
Sources of Recruitment

Advantages of External Sources

People having requisite skills, education,

and training can be recruited.

Best candidate can be selected irrespective

of cast, creed, religion, gender, etc.

Helps to bring new blood into the

organization

Expertise and experience from other

organization can be brought in

Particularly applicable to new firms

Sources of Recruitment

IT and Recruitment

Organizations can use job portals such as Naukri.com,

monster.com and timesjobs.com, to post about their
vacancies

They can use social networking sites such as Facebook,

LinkedIn and twitter to broadcast requirements

Organizations can also use email campaigns

 Selection
The process of choosing the most suitable candidate for a job from among the
available applicated is called selection.
Selection

Introduction

Selection is a process in which candidates for employment are divided into two
classes – those who are to be offered employment and those who are not

Selection refers to the process by which qualified applicants are selected out of a
large number of applications

Accept Reject
Successful Correct Decision Rejection Error
Unsuccessful Acceptance Error Correct Decision
Selection

Selection Process

Final Selection/
Preliminary Reference
Appointment
Interview Check
Order

Received Medical
Application Examination

Employment
Selection Test
Interview
Selection

Preliminary Interview

 Objective is to ensure whether applicant is physically and mentally fit

for the job

Candidate are asked questions related to their experience, education,

age, etc.

Candidate who are successful in the preliminary interview are asked

to fill a blank application form
Selection

Receiving Application

 Organizations have printed application forms

They are different for different posts since the qualifications required
are different

 While preparing the forms, two things must be kept in mind. They
should convey maximum possible information and questions should
be directly related to the post
Selection

Selection Tests

Employment tests are devices to check the real knowledge

candidates have about the jobs they are applying for

 These tests enable the management to select the right person for
the job
Selection

Employment Interview

 Interview is the oral examination of candidates for employment

In this step, the interviewer matches information obtained about the
candidate though various means to the job requirement and to
information obtained though his or her own observation during the
interview
Selection

Medical Examination

 Candidates who have crossed the previous stages are sent for a
physical examination or medical examination

 The examination has three aims-physical fitness for the job

concerned, to protect the business organization from infectious
diseases, and to check excessive expenditure on the treatment of the
employee
Selection

Reference Check

 In this stage, after medical examination, information is gathered from

people who have been provided as references by the applicant

 This information is related to the character, social relations,

background, etc., of the candidate

 To obtain this information, the employer may contact the applicant’s

friends or past or present employers
Selection

Final Selection / Employment Letter

 After successfully clearing the medical examination and reference

check, a job offer is given to the selected candidate

 To make the job offer, an appointment letter is handed over

 After acceptance of the job offer by the selected candidate, he

becomes an employee of the organisation
Selection

Application Forms
Personal Educational
Information Qualifications

Work
Experience

Reference Personality
Checks Items
Selection

Application Forms

• Personal Information - such as Name, address, date of birth, marital status family etc.

• Educational Qualification – Details of class X, Degree and Higher Education Qualification

• Work Experience – Details of jobs held in the past, including company name, period and job
profile

• Personality Items – Incudes hobbies and character traits unique to the candidate

• Reference Checks – Usually two references from previous employers or colleagues

 Selection Test and Interview
Various selection tests are available to analyse potential candidates on parameters
and organisations use one of more of these tests before final selection.
Selection

Type of Selection Tests

Intelligence Achievement Situational

Aptitude Test
Test Test Test
• Measures the • Measures the • Measures • Candidate
general ability to job-related are exposed
mental ability learn a given proficiency to simulated
of job when and business
individuals. given knowledge of situation and
This is a adequate applicants their
widely-used training responses
standardized are recorded
test and
developed by evaluated
psychologists
Selection

Type of Selection Tests

Interest Test Personality Test Graphology Test Polygraph Test

• If an individual • Helps in • Examines an • Used to check
has a genuine assessing an individual truthfulness of
interest in a individual’s handwriting to an applicant
job, he or she value system, assess his or by monitoring
is likely to emotions, her physical
perform well maturity and personality. changes in the
in the given other personal Requires a body as they
task characteristics specialist to answer a
administer the series
test questions.
Used for
defense and
high-profile
security jobs
Selection

Interview Process

Preparation
 Determine objectives of conducting the interview
 Read the application of the candidate
 Determine mode of evaluation
 Determine time to conduct interview
 Conduct interview without prejudice and bias

Setting
 Interviewers should make the candidate feel comfortable and relaxed
Selection

Interview Process

Preparation
 Demonstrate a basic liking and respect for people
 Preferably ask open ended questions
 Do not invade the privacy of candidates
 Be an attentive listener
 Note or mark relevant points

Setting
 Should be carried out in a smooth manner
 Make an overt sign to indicate the end of the interview
Selection

Evaluation, Placement and Induction

 Evaluation

 Reference Check

 Medical Examination

 Placement

 Induction
End of Unit 4