RECRUITMENT

&

SELECTION
 RECRUITMENT
Meaning:
In simple terms, recruitment is understood
as the process of searching for & obtaining
applicants for jobs, from among whom the
right people can be selected.

Definition:
“It is the process of finding & attracting
capable applicants for employment. The
process begins when new recruits are
sought and ends when their applications are
submitted. The result is a pool of applicants
from which new employees are selected.”
 Contd……

William F Glueck – Recruitment acts as set of

activities an organization uses to attract job
candidates possessing appropriate
characteristics to help the organization reach
its objectives.

Byars & Rue – Recruitment involves seeking

& attracting a pool of people from which
qualified candidates for job vacancies can be
chosen.
 PURPOSE & IMPORTANCE
1. Determine the present & future requirements of the
organization.
2. Identifying potential job applicants.
3. Increase the pool of job candidates at minimum
cost.
4. Help increase the success rate of the selection
process by reducing the number of visibly under
qualified or overqualified job applicants.
5. Help reduce the probability of candidates leaving
the organization.
6. Meet the organization’s legal & social obligations
regarding the composition of its workforce.
7. Increase organizational & individual effectiveness
 Identify vacancy
 Prepare job description and person specification
 Advertising the vacancy
 Managing the response
 Short-listing
 Arrange interviews
The recruitment process is immediately followed by
the selection process i.e. the final interviews and the
decision making, conveying the decision and the
appointment formalities.
 Factors Governing Recruitment

External Factors Internal Forces

•Supply & Demand •Recruitment Policy

•Unemployment •HRP
rate Recruitment •Size of the Firm
•Labor Market •Cost
•Political – legal •Growth &
•Image Expansion
Personnel Job
Planning Analysis Employee
Requisition

Job
Vacancies Recruitment
Planning Screening Potential
Hires
- Numbers
- Types

Selection
Strategy
Development
Applicant
Pool Evaluation
-Where
&
-How
Control
-When

RECRUITMENT PROCESS
SOURCES OF RECRUITMENT
 INTERNAL SOURCES OF
RECRUITMENT

 Persons who are already working in an organization

constitute the ‘internal sources’. It includes the
existing employees, the retrenched & retired
employees & dependents of deceased employees.
 The way of internal recruitment is generally through
transfers, promotions, & other job changes.

Merits: Demerits
- Economical - Limited Choice
- Suitable - Inbreeding
- Reliable - Inefficiency
- Satisfying - Bone of Contention
 1.Promotions & Transfers

• Promotion involves the movement of employees

from a lower level to a higher level with changes in
duties, responsibilities, status & value.

• Transfer, however, involves lateral or horizontal

movement within the same grade from one job to
another. It might lead to changes in duties &
responsibilities & sometimes the working conditions
but the status & salary are not affected.
 2. Employee Referrals:

• It means making use of recommendations from a

current employee regarding a job applicant. The
logic is that they serve as a reliable source.

• Companies offer rich rewards to employees whose

recommendations are accepted.

• For E.g.: Citibank offers good amount to its

employees for every vacancy filled up by the bank on
the basis of their referral.
 3. Job Posting

 It means notifying the vacant positions, circulating

publications, or announcing at staff meetings
inviting the employees to apply for the positions
available within the organization.

 It offers a chance to highly qualified candidates

working with the organization to look for growth
opportunities within the organization itself.
 External Sources of Recruitment
 These include employees working in other
organizations, job aspirants registered with
employment exchanges, students from reputed
educational institutions, candidates forwarded by
search firms & contractors, candidates responding
to advertisements issued by the organizations,
unsolicited applications/walk-ins.

Merits: Demerits:
- Wide Choice - Expensive
- Injection of Fresh Blood - Time Consuming
- De motivating
- Long Term Benefits - Uncertainty
 1. Campus Recruitment

 It is a way of recruitment by visiting & participating

in college campuses & their placement centers to
pick up job aspirants having the requisite technical
& professional skills.
 A preliminary screening is done within the campus
& the short listed candidates are then subjected to
the remaining of the selection process.

 For Instance: Companies like Asian Paints, TCS, LG,

Google are nowadays following this type of method
where they select students from reputed educational
institutions like IIT's & IIM's and others.
 2. Advertisements

 This source includes advertisements in newspapers;

trade professional & technical journals; radio &
television etc.
 This method is appropriate when:

(a) organization intends to reach a large target group

(b) organization wants a fairly good number of

talented people who are geographically spread out.
 3.Employment Exchanges

• It is an office setup by the government under the

Employment Exchanges Act or compulsory
Notification of Vacancies Act, 1959.

• These are created all over the country for helping

the unemployed youth, ex-military personnel &
physically handicapped people.

• According to the Act, the employer's are supposed

to notify the vacancies arriving in their
establishments from time to time to the prescribed
employment exchanges before they are filled.
 4. Private Employment Search Firms

 A search firm is a private employment agency which

maintains a computerized list of qualified applicants
& supplies these to employers willing to hire people
from such a source.

 These agencies charge some fees from both the

applicant & the employer.

 They offer specialized employment-related services

to corporate houses.
 5. Unsolicited Applications/Walk-ins

• Companies receive unsolicited applications from the

job seekers which are generally maintained in a data
bank or database & whenever suitable vacancy
arises, the company would intimate the candidates to
apply through a formal channel.

• They can prove a valuable source in times of need for

the organization.
 RECENT TRENDS IN RECRUITMENT
 The following trends are being seen in recruitment:

 OUTSOURCING
 A company may draw required personnel from outsourcing
firms.
 The outsourcing firms help the organization by the initial
screening of the candidates according to the needs of the
organization and creating a suitable pool of talent for the
final selection by the organization.
 Outsourcing firms develop their human resource pool by
employing people for them and make available personnel to
various companies as per their needs. In turn, the
outsourcing firms or the intermediaries charge the
organizations for their services.
 Advantages of outsourcing - Company need not plan for
human resources much in advance. Value creation,
operational flexibility and competitive advantage turning the
management's focus to strategic level processes of HRM
Company is free from salary negotiations, weeding the
unsuitable resumes/candidates. Company can save a lot of
its resources and time
 POACHING/RAIDING

“Buying talent” (rather than developing it) is the

latest mantra being followed by the organizations
today. Poaching means employing a competent and
experienced person already working with another
reputed company in the same or different industry;
the organization might be a competitor in the
industry.

A company can attract talent from another firm by

offering attractive pay packages and other terms and
conditions, better than the current employer of the
candidate. But it is seen as an unethical practice and
not openly talked about. Indian software and the retail
sector are the sectors facing the most severe brunt of
poaching today.
 E-RECRUITMENT

Many big organizations use Internet as a source of

recruitment. E-recruitment is the use of technology
to assist the recruitment process. They advertise job
vacancies through worldwide web. The job seekers
send their applications or curriculum vitae i.e. CV
through e mail using the Internet. Alternatively job
seekers place their CV’s in worldwide web, which
can be drawn by prospective employers depending
upon their requirements.

 Advantages of e-recruitment are:

 Low cost.
 No intermediaries
 Reduction in time for recruitment.
 Recruitment of right type of people.
 Efficiency of recruitment process.
 SELECTION

 Selection is the process of picking

individuals with requisite qualifications &
competence to fill jobs in the
organization.

 It is the process of differentiating

between applicants in order to identify
(and hire) those with a greater likelihood
of success in a job.
 Recruitment vs. Selection

 Recruitment
Positive in approach.
Attracts as many candidates as possible

 Selection
Negative in approach
Seeks to eliminate as many unqualified
applicants as possible
 Selection Process

Preliminary Interview

Selection Tests

Rejected Employment Interviews

Applicants Reference And Background Analysis

Selection Decision

Physical Examination

Job Offer

Employment Contract

Evaluation
 Types Of Tests

1) Intelligence Tests:
 Mental ability tests
 Measure the learning ability
 e.g. Stanford-Binet test, Binet - Simon test

2) Personality Tests:
 Measure basic aspects of an applicant’s
personality like motivation, emotional
balance , self confidence
 Include tests like projective tests, interest
tests and preference tests
 Types Of Tests
3) Achievement Tests:
Designed to measure what the applicant
can do on the job

4)Assessment Centre:
Extended work sample
Exercise designed to simulate the type
of work which the candidate is expected
to do

5) Polygraph Tests:
Recording physical changes in the body
in response to certain questions
 Tests as Selection Tools

Advantages:
Uncover hidden talents
Provides unbiased information that can be
put to scientific analysis

Errors:
No scales which have a known ZERO POINT
Fail to elicit truthful responses from testees
Results depend a lot on the testers
 Types of Interviews

1)Non Directive Interview:

No specific format

Broad , open ended questions

2)Structured Interview:

Predetermined questions
Job related
Eliminate bias and errors
3)Situational Interview:

Hypothetical situation
Pre established benchmark standards

4)Behavioural Interview:

Focuses on actual work incidents

Behavior during a particular incident
5)Stress Interview:

How applicants react to embarrassing

insulting situations
Stress producing situations

6)Panel interview:

A panel of interviewers from different

fields
Limits the personal bias
 Interviewing Mistakes

 Favor applicants
 May not be asking right questions
 Show leniency
 Cultural Noise
 Stereotyping
 Biasness
 Halo Effect
 Influenced by unfavorable information
rather than favorable information