Saveetha School Of Law

SEMINAR

Topic – Sources of Recruitment. Selection and Selection Process

Introduction:

Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organization, either permanent or temporary. Recruitment can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or training programs.

Recruitment

Definition:

According to Edwin B. Flippo, “It is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organisation.” He further elaborates it, terming it both negative and positive.

He says, “It is often termed positive in that it stimulates people to apply for jobs, to increase the hiring ratio, i.e. the number of applicants for a job. Selection, on the other hand, tends to be negative because it rejects a good number of those who apply, leaving only the best to be hired. ”

Internal : sources of recruitment are from within the organisation.External : sources of recruitment are from outside the organisation.

Internal Sources of Recruitment

• Promotions : Promotion means to give a higher position, status, salary and responsibility to the employee. So, the vacancy can be filled by promoting a suitable candidate from the same organization.

• Transfers : Transfer means a change in the place of employment without any change in the position, status, salary and responsibility of the employee. So, the vacancy can be filled by transferring a suitable candidate from the same organization.

• Internal Advertisements : Here, the vacancy is advertised within the organization. The existing employees are asked to apply for the vacancy. So, recruitment is done from within the organisation.

• Retired Managers : Sometimes, retired managers may be recalled for a short period. This is done when the organisation cannot find a suitable candidate.

• Recall from Long Leave : The organisation may recall a manager who has gone on a long leave. This is done when the organisation faces a problem which can only be solved by that particular manager. After he solves the problem, his leave is extended.

Merits of Internal Sources:

• It is time saving, economical, simple and reliable.• There is no need of induction training because the

candidate already knows everything about the organisation, the work, the employee, the rules and regulations, etc.

• It motivates the employees of work hard in order to get higher jobs in the same organisation.

• It increases the morale of the employees and it improves the relations in the organisation.

• It reduce executive turnover.• It develops loyalty and a sense of responsibility.

Demerits of Internal Sources:

• It prevents new blood from entering the organisation. New blood brings innovative ideas, fresh thinking and dynamism into the organisation.

• It has limited scope because it is not possible to fill up all types of vacancies from within the organisation.

• The position of the person who is promoted or transferred will be vacant.

• There may be bias or partiality in promoting or transferring persons from within the organisation.

• Those who are not promoted will be unhappy.• The right person may be promoted or transferred only if

proper confidential reports of all employees are maintained. This involves a lot of time, money and energy.

External Sources of Recruitment

• Management Consultants : Management consultants are used for selecting higher-level staff. They act as a representative of the employer. They make all the necessary arrangements for recruitment and selection. In return for their services, they take a service charge or commission.

• Public Advertisements : The Personnel department of a company advertises the vacancy in newspapers, the internet, etc. This advertisement gives information about the company, the job and the required qualities of the candidate. It invites applications from suitable candidates. This source is the most popular source of recruitment. This is because it gives a very wide choice. However, it is very costly and time consuming.

• Campus Recruitment : The organisation conducts interviews in the campuses of Management institutes and Engineering Colleges. Final year students, who're soon to get graduate, are interviewed. Suitable candidates are selected by the organisation based on their academic record, communication skills, intelligence, etc. This source is used for recruiting qualified, trained but inexperienced candidates.

• Recommendations : The organisation may also recruit candidates based on the recommendations received from existing managers or from sister companies.

• Deputation Personnel : The organisation may also recruit candidates who are sent on deputation by the Government or Financial institutions or by holding or subsidiary companies.

Merits of External Sources:

• It encourages young blood with new ideas to enter the organisation.

• It offers wide scope for selection. This is because a large number of suitable candidates will come for the selection process.

• There are less chances of bias or partiality.• Here there is no need to maintain confidential

records.

Demerits of External Sources:

• It is very costly. This is because advertisements, test, medical examination etc., has to be conducted.

• It is very time consuming. This is because the selection process is very lengthy.

• It may not develop loyalty among the existing managers.

• The existing managers may leave the organisation if outsiders are given higher post.

Difference between Internal and External Sources of Recruitment

Bases of Difference

Internal sources External Sources

Meaning: Recruitment is from within the organisation.

It Is the recruitment from outside.

Basis: It is generally based on seniority cum merit.

It is strictly based on merit and qualifications.

Time involved: It is less time consuming.

It is a time consuming exercise.

Bases of Difference

Internal Sources External sources

Cost: It is a cheap source of recruitment.

It is an expensive source of recruitment. It involves time, expense and resources.

Reference: No reference of the employees is needed since all his records are available within the concern.

Since enterprise does not know the person, references to the previous work, conduct and character are needed.

Choice There is a limited choice from among the present employees

There is a wide choice from a large number of applicants.

Personnel selection• Personnel selection is the process used to hire

individuals. Although the term can apply to all aspects of the process (recruitment, selection, hiring, acculturation, etc.) the most common meaning focuses on the selection of workers. In this respect, selected prospects are separated from rejected applicants with the intention of choosing the person who will be the most successful and make the most valuable contributions to the organization.

Selection decisions:

Tests designed to determine an individual's aptitude for a particular position, company or industry may be referred to as personnel assessment tools. Such tests can aid those charged with hiring personnel in both selecting individuals for hire and in placing new hires in the appropriate positions. They vary in the measurements they use and level of standardization they employ, though all are subject to error.Predictors for selection always have less than perfect validity and scatter plots can help us to find these mistakes

The Interview:

The interview gives you an opportunity to further evaluate the applicant's job-related knowledge, skills, and abilities. This session also provides the ability to gather additional information about critical points on the application or to resolve any inconsistencies or contradictions that were noted. 

What are the responsibilities of an interviewer?• To interview applicants and select employees on the basis of

job-related qualifications• To record the steps taken in the hiring process• To project a professional and positive impression of UNT on

prospective candidates for employment 

Evaluating Candidates

A chart or matrix can be devised listing on one axis all interviewed candidates and listing on the other axis criteria for successful performance in the position such as experience, education, key skills, knowledge, abilities, presentation in interview, etc.  This approach helps the interviewer organize and display a variety of pertinent information for consideration in making the final selection decision.

Conducting Reference Checks:

Hiring departments can minimize the risk of hiring an employee who will not be able to succeed in the new job by contacting previous supervisors to ask about previous job performance. Reference information provided by the applicant is an essential step in cross-referencing information received.  You should only conduct reference checks on finalists for the position.  Many companies will only confirm employment dates and positions held. You have a better chance of getting the information you need if you are able to contact previous supervisors directly. 

Making the Offer:

After the required reference checks are completed, the hiring manager may make a verbal offer to the candidate.  If the hiring manager wants to offer a salary above the minimum of the pay grade for the position, he/she should contact his/her HR Consulting Team before making a verbal offer.  Once the candidate has accepted the verbal offer, the hiring manager should contact the Business Service Center to send the written offer letter and Criminal History Check Authorization Form to the selected candidate.  All written offer letters must come from the Business Service Center, and all offers of employment are contingent on a successful criminal history check.