recuitment and selction
TRANSCRIPT
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Recruitment and Selection
Ms. Rajasshrie
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Recruitment
It is the process of finding and attracting capable
applicants for employment. The process begins
when new recruits are sought and ends when theapplications are submitted. The result is a pool of
applicants from which new employees are selected
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P urpose and Importance of Recruitment
Increase the pool of job candidates at minimum cost
Help to increase the success rate selection process by reducing thenumber of visibly under-qualified and overqualified job applicants
Help to reduce the probability that job applicants, once recruited and selected, will leave the organization only after short period of time
To begin identifying and preparing potential job applicants who will be appropriate
Increase organizational and individual effectiveness in the short term and long term
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Recruitment
It involves attracting and obtaining as many
applications as possible from eligible job
seekers
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Search for perspective Employees / source
Internal Sources
Present Permanent Employees
Considering current employee for higher level of job due to
availability of most suitable candidate for the position
Present Temporary or Casual Employees
Temporary employees can be made permanent on the
requirement of manpower
Retrenched or Retired Employees
Retired or retrenched can be called back on the duties if they
are capable of performing duties.
Dependent of deceased, disabled, retired and presentemployees
Some organization employ these kind of people to
developing the commitment and loyalty of the employee
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Reasons why organization prefer Internal source
Internal recruitment can be sued as a technique to motivation
Morale of the employees can be improved
Trade union can be satisfied
Cost of selection can be minimized
Cost of training, induction, orientation, period of adapt the
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External Source
C ampus recruitment :
Several organization prefers to employ inexperienced candidates from EducationInstitutions like technology, science, management, arts etc.
P rivate employment agencies / consultants :
Many private consultancies and employment agencies are available in the market andthey do provide suitable manpower
P ublic employment exchange :
The Government set-up Public Employment Exchange in the country to provideinformation about vacancies to the candidate and also help organization to find candidate
P rofessional organizations :
Professional association and organization maintain complete bio-data of their membersand provide information about vacancies to the candidate
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Data banks :
Organization can collect data bank from different education & training institution andfrom employment agencies
C asual applicants
It depend on the image of the organization employee directly approach to the
organization
S imilar organization
Experienced candidates are available in the similar organization exists.
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Modern Sources Recruitment
Walk-in Company advice potential candidate to walk in for the interview.Which saves
company time and candidate¶s time
Consult-in The dynamic companies encourage the potential job seekers to approach them
personally and consult them regarding the jobs Head Hunting
Head-hunting The companies request professional organization to search for the best
candidates particularly for the senior executive positions
Body Shopping Professional organizations and the hi-tech training institutes develop the pool of
human resources for the possible employment. The professional and traininginstitutions are called µbody shoppers¶ and these activities are known as bodyshopping. Body shopping is also known as employee leasing activity.
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Mergers and Acquisitions
Business alliances like acquisitions, mergers and take avers help in
getting human resources.
E-Recruitment
Organization advertise job vacancies through the world wide web. Job
seeker send their application through e-mail using Internet.
Lost cost recruitment
Reduction in time for recruitment
Increase in the selection ration i.e. recruiting more candidates
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S timulate the candidates to apply for a Job
Traditional Techniques
Promotions
Transfers
Advertising
Modern Techniques
Scouting
Salary & Perks
ESPOs
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T raditional T echniques
P romotions
Most of the internal candidates would be stimulated to take up
higher responsibilities and express their willingness to be
engaged in the higher level job
T ransfers E mployees will be stimulated to work in a new sections or
place if the management wishes to transfer them to the places
of their choice
Advertising Advertising is a widely accepted technique of recruitment. It
may be through news paper, television, web
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M
odern T
echniques S couting
Sending the representation of organization to various sources of recruitment with a view to persuading or stimulating the candidates toapply for the job
S alary and perks
Companies stimulate the prospective candidates by offering higher level
ESOP s
Companies recently started stimulating employees by offering stock ownership to the employees through stock ownership programme
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Selection
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Meaning and Definition
After identifying the sources of human resources, searching for perspective employees and stimulating them to apply for the job in organization, the management has to perform thefunction of selecting the right employee at the right time.
S election decision is to choose the individual who can most successfully perform the job from the pool of qualified
candidates.
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S election procedure can be effective once following specifications are clear
R equirement of job to be filled
E mployee specification (physical, mental, social and behavioral etc.)
Job description ± work details, hierarchy details etc
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S teps in selection procedure
J ob analysis ±
E very employer should finalize the job analysis, jobdescription, job specification and employee specification
Recruitment
S earching candidates and stimulating them to apply for the jobs available in the company. Recruitment is the base of selection process. It develop applicants¶ pool
A pplication form
A pplication form is filled up by the candidates while applying for the job in a company. A pplication form include theinformation related to 1) personal background information 2)E ducational attainments 3) work experience 4) S alary 5)
personal details 6) references.
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W ritten examination O nce the candidates selected on the basis of application
form candidates has to appear for written. It measures
candidate¶s ability in arithmetical calculations, to know
candidates attitude towards the job, candidates general
knowledge and E nglish proficiency
P reliminary interview T he preliminary interview is to solicit necessary
information from candidate and to assess the applicant¶s
suitability to the job
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Business Games
Business games are widely used as a selection techniquefor selecting management trainees, executive trainees
and managerial personnel at junior, middle and topmanagement positions
Business game to evaluate applicant¶s areas of decision
making, identify potential, handling situation, problemsolving skills, human relation skill etc.
Some games are like Case study, R ole play, in-basket method, simulation
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T ests
Many types of tests are available and which help to measurecandidate¶s behavior and potential on the job
T ypes of test
A ptitude T est
Intelligence test
Mental Age
IQ = ------------------- x 100
Actual Age
E motional Quotient
E motional Age
E Q = ------------------- x 100
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E motional Quotient
Skill Tests : Mechanical A ptitude
Psychomotor Tests
Clerical aptitude test
Achievement Tests
Situation Test Personality test
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Interview
P reliminary Interview
Informal interview
This interview can be conducted at any place in very informal way to find out the
initial information about the candidate
U nstructured interview
Candidate has given freedom to talk about himself and he will continue talking and employer will get information from the
C ore Interview
It is normally interaction between the candidate and the line executive or experts on various
areas of job knowledge, skill, talent etc. This interview may be in various forms
Background information interview
Job and probing interview Stress Interview
Group Discussion
Formal and structured interview
Panel interview
Depth interview
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T ypes - Employment Interview
a) One to one interview There are only two participants ± the interviewer and Interview
b) Sequential Interview Takes the one-to-one a step further and involves a series of interviews, usually
utilizing the strength and knowledge base of each interviewer, so that eachinterviewer can ask questions in relation to his or her subject are of each
candidate, as the candidate moves from room to room
c) Panel Interview Consists of two or more interviewers and figure may go up to as many as 15.
Any panel interview is less intimate and more formal than the one-to-one, but if handled and organized well, it can provide a wealth of information. If not handled carefully, the panel interview can make the candidate feel ill at ease or confused
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T ypes of Interviews
Structured A predetermined checklist of questions, usually asked of all
applicants
Useful for valid results, especially when dealing with large number of applicants
Unstructured Few, if any, planned questions, questions are made up during the
interview.
Useful when the interviewer tries to probe personal details of thecandidate to analyze why they are not right for the job
Mixed A combination of structured and unstructured questions, which
resembles what is usually done in practice
A realistic approach that yields comparable answers plus indepthinsights
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Types of Interview
Behavioral Questions limited to hypothetical situations. Evaluation is based
on the solution and approach of the applicant.
Useful to understand applicant¶s reasoning and analyticalabilities under modest stress
Stressful
A series of harsh, rapid fire questions intended to upset theapplicant
Useful for stressful jobs, such as handling complaints
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F inal Interview
Decision making interview After the candidates are examined by the experts including the line
managers of the organization in the core areas of job
The interviewer examines interest of the candidates in the job, organization,reaction to the working condition, career planning, promotional opportunities, work adjustment and allotment etc.
Medical E xamination
Medical E xamination can give the following information
W hether the applicant is medically suited for specific job
W hether applicant suffers from bad health
It reveals applicant¶s physical information
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Reference Check
After completion of final interview and medical examination, the personnel dept. will engage the checking references.
Candidates are required to give the names of references in their application form
These references may be from individual who are familiar with thecandidate¶s academic achievement or from the applicant¶s previous employer, who is well versed with the applicant¶s job performance
Now a days in this knowledge driven competitive world referencecheck is integral part of selection process.
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F inal Decision by Line M anager Concerned
Line manager concerned has to make final decision whether to
select or reject candidate after soliciting the required information
through different technique discussed earlier.
The line manager has to take much care in taking the final decision
not only because of economic implications and of the decisions but
also because of behavioral and social implications
A careless decision of rejecting would suspect the selection
procedure
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Job Offer
The organization has to intimate the decision to thesuccessful as well as unsuccessful candidates.
The candidate after receiving job offer communicates
his acceptance to the offer or requests the companyto modify the terms and conditions of employment or
rejects the offer
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Employment
The company may modify the terms and conditions of
employment as requested by the candidate
The company employs those candidates who accept
the job offer with or without modification of terms and
conditions of employment and place them on the job.
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P lacement
The organization generally decides final placement after initial training is over on the basis of the candidate¶s aptitude and performance during the training / probation period.
If the performance is not satisfactory, the organization may extend the probation or ask candidate to quit the job.
If the employee¶s performance during the probation issatisfactory, his service will be regularized and he will be placed permanently on a job.
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Induction
Induction is a systematic and planned introduction of employees to their job¶s their co-workers and theorganization.
Induction conveys three types of information
General information about the daily work routine
A review of the organization¶s history, founding fathers,objectives, operations and products or services, as well as theemployee¶s job contributes to the organization¶s needs
A detailed presentation, perhaps in a brochure, organization¶s policies, work rules and employee benefits
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Induction P rocedure
There is no model Induction procedure E ach industry develops its own procedures as per its
need
Procedure should basically follow these steps
The new person needs time and a place to report to work
It is very important that the supervisor or the immediate boss
meet and welcome the employee to the organization
Administrative work should be completed. Such items as
vacations, probationary period, medical absences,
suggestion systems should be covered
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The department orientation can be conducted. This should
include a get ± acquainted talk, introduction to the department,
explanation of the functions of the department and job
instruction and to whom he should look for help when he has
any problem
Verbal explanations are supplemented by a wide variety of
printed material, employee handbooks, flyers, employee
manual, house journals, picture stories, comics and cartoons,
pamphlets etc. along with short guided tour around the plant
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Induction programs usually cover things like employeecompensation benefits, personnel policies, the employee¶sdaily routine, company organization and operations and
safety measures and regulations.
The new employee¶s supervisor is often given an orientationchecklist, personnel policies, the employee¶s daily routine,company organization and operation and safety measuresand regulations