3 recruitment & selection

8/6/2019 3 Recruitment & Selection

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Introduction

Process which begins after recruitment

Process of choosing the right candidate from the obtained

applications to match the requirements of the job

Process of matching the skills of the individual and the

requirements of the job

Plays a pivotal role in the entire human resource process

Care has to be exercised in this step as it affects the career of

the individual and the future of the organization

Regardless of the tenure of the individual in the organization,

the quality of output of the individual is very important


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Steps in Selection process

1. Preliminary screening of the application

2. Completion of the application forms

3. Employment tests, interviews

4. Medical examinations

5. Background investigations, reference checks

6. Final decision to hire


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Preliminary screening helps the organization to eliminate

misfits among applicants at a later stage

Working a selection ratio from the total number of applicants

and the number of candidates to be called for interviews

Some criteria for screening of applicants may be:

- Personality characteristics/aptitudes

- Language proficiency

- Experience/technical knowledge

Step I - Preliminary screening of the

application


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Step II Application Blank

Completed application blank helps to predict the candidateschances of success on the job

Provides basic information like biographical data, educationalbackground, interests etc.

Provides a brief history of the candidate and can be used forfuture reference

Weighted application blank can be developed to generate scores

Job related aspects may be identified, scores may be assigned to

them

It speeds up the recruitment and selection process


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Step- III Use of employment tests

A test is a standardized tool administered to elicit responses

on specific aspects.

Characteristics of a good test are standardization, reliability,

validity and norms

Types of tests are:- Intelligence test

- Aptitude test

- Personality test- Projective test

- Interest/achievement test


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Interviewing the candidate

Interviews are used to assess theapplicants personality as also the

intelligence, interests, attitudes etc

Structured interview

Unstructured or open-endedinterview

Stress interview

Errors in interviewing like haloeffect, leniency, projection, stereo-

typing etc.


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V. Background checking andinformation

Procuring medical fitness certificates and verifying

them

Verifying and establishing the bonafides by backgroundchecking

Contacting previous employers or collegeprofessors/teachers

Establishing credibility


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Offering of the appointment letter


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PLACEMENT PROCEDURES

Placement refers to the actual procedure wherein anindividual is assigned with a job

It is the final decision taken about the candidate as to theposition that the candidate has to occupy

It also involves assigning a specific task and responsibility

This step follows after matching the requirements of a jobwith the qualification of a candidate

When handled carefully, it reduces absenteeism, prevents

accidents and classifies expectations

In the absence of the above, it results in frustration for theindividual


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Employee expectation

Job expectation

Change in technologyChange in organizational structure

social and psychological factors


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` Job rotation

` Team work

` Training and development

` Job enrichment

` Empowerment


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Socialization and induction

Process by which an individual learns to appreciate

the values, abilities, expected behaviors and social

knowledge

With the help of socialization individual learns tooperate within the policies, procedures and culture

Induction is the process that introduces an employee

to the organization

It is usually the responsibility of the HR department

to conduct induction process


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Immediate supervisor might introduce the following steps:

Welcomes the newcomer

Explains the overall objectives of the company and his role

Shows the location or place of work

Hands over the rule book or job descriptions

Provides details about training and promotional

advancements

Discusses working conditions


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Topics that are usually covered are:

Organizational issues:

History of that company

Layout and physical facilities

Products/services offered

Overview of the company procedures

Disciplinary procedures

Probationary period


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Other selection methods

Work simulations

Assessment centres

Customer situation

Employee discussions

In-basket

Problem analysis


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Pay scales

Vacations, holidays

S

chedules

Counseling

Other benefits

Training opportunities

Employee benefits


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Promotions

Promotion is an advancement of an employee to a higherposition with better pay, working conditions and challenges.

Purpose is to encourage employees and reward merit

Each organization has its own promotion policy

Organizations need to strike a balance between promotions

from within and external recruitment

Performance appraisals need to be considered carefully for

promotionsPromotions may be synchronized with the career pathways

identified by the organization.


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Transfer is a change in job assignment, a horizontalmovement requiring application of similar skills

Transfer may take place because of:

Change in productivity, production schedule, product line,

market conditions etc.

Better utilization of employee skills

Exposing the individual for different jobs to improve theircapabilities

Provide relief to some over-burdened employees

Disciplinary measure to punish some employees

Transfers


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Separations

Separations take place because of a decision initiated byeither the employer or the employee

It may occur because of long leave of absence, resignations,retirements or death

Downsizing, layoff and retrenchment are separationprocedures initiated by the employer

Downsizing is undertaken to reduce labor costs andstreamline organizational operations

A layoff occurs due to breakdown of machinery, shortage ofpower, raw materials etc.

Retrenchment is permanently laying off surplus staff due topoor demand for products or economic slow down

Other forms of separations are: Suspension or dismissal ofan employee.

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