MEANING

RECRUITMENT

Recruitment refers to a process of finding and attracting applicants for employment. It is the process of generating a pool of capable people to apply for employment to an organization.

SELECTION

Once the recruiting effort has developed a pool of candidates, the next step in the HRM process is to determine who is best qualified for the job. This step is called the selection process .

Human Resource Planning

Determine Recruitment and Selection needs

Job Analysis

HRP helps determine the number and type of people an organization needs.

Job Analysis specify the tasks and duties of jobs and the qualifications expected from prospective jobholders.

Job Description: Job description is a simple,

concisely written statement explaining the contents and essential needs of a job and a summary of the duties to be performed. It gives a precise picture of features of each job in terms of task contents and occupational requirements.

Job Specification: Job specification is a statement

of the minimum acceptable human qualities necessary to perform a job satisfactorily. It translate the job description into terms of the human qualifications which are required for a successful performance of a job.

Attract and encourage more and more candidates to apply in the organization. Increase the pool of job candidates to minimum cost To enable the selection of best candidates for the organization by reducing the no. of visibly non qualifying job applicants. To increase the productivity of the organization. Meet organizations legal and social obligations regarding workforce composition.

External forces
Supply and demand Unemployment rate Labour market

Internal forces
Business strategy Recruitment Policy HRP

Political/ legal
Image

Size of firm
Cost

Recruitment

Planning

No. and type of applicants to be contacted Make Or Buy Technological sophistication Where to look How to look

Strategy development

Internal Recruitment External Recruitment

Searching

Source activation Selling

Screening Evaluation and control

SOURCES OF RECRUITMENT

Internal Sources Present Employee Former Employee Employee Referrals Previous Applicants

External Sources Advertisements Educational Institutes Placement Agencies / Outsourcing Employment Exchanges Labor Contractors Walk-ins Job Fairs competitors E- Recruiting

Advantages

Benefits of new skills, new talents and new experiences to organization Compliance with reservation policy is easy Scope for resentment, jealousies and heartburn are avoided

Disadvantages Better morale and motivation associated with internal recruiting is denied to the organization It is costly Chances of creeping in false positive and fake negative errors Adjustment of new employees to the organizational culture takes longer time

Cost associated in recruitment process

Salaries for Recruiters Management & professional time spent on preparing job description ob specification advertisements, liaison etc.. Cost of advertisement Cost of producing supporting literature Recruitment overheads & administrative expenses Cost of overtime & outsourcing

No. of applications No. of suitable candidates for selection(offers made) No. of hiring Retention and performance of candidates selected Cost of recruitment process Time lapsed data Comments on image projected

No. of initial enquiries received which resulted in completed application form No. of candidates at various stages of recruitment and selection process , especially those shortlisted No. of candidate recruited No. of candidates retained after six months

20 30 40 200 2000
Offers/Acceptance (3:2) Interviews/Offers (4:3) Screening/Invites (5:1) Contacts/Screens (10:1)

Traditional philosophy to get as many people to apply for a job as possible

Waiting in queues Job dissatisfaction & employee turnover

New philosophy

Emphasis is on matching the needs of the organization to the applicants Minimize employee turnover & enhance satisfaction Through Realistic job preview and job compatibility questionnaire

Provides complete job related information to the applicants so that they can make right decision before taking up jobs Lower rate of employee turnover High level of job satisfaction & performance Beneficial for organizations hiring at the entry level

To determine applicants preference for work match the characteristics of the job Greater the compatibility of applicants preferences & characteristics of the job greater the probability of employee effectiveness & longer the tenure 400 item instrument Measures job factor related to performance,satisfaction turnover and absenteeism

OVERTIME - When demand for product peaks - additional income for employee - It results in Fatigue, increased accidents & more absenteeism - Need to pay double wages

EMPLOYEE LEASING
- Often called Staff outsourcing - Useful to small & medium sized firms TEMPORARY EMPLOYMENT - Low labour costs - Easy access to experienced labour - Flexibility in future - DISADVANTAGE- Do not know the work culture of the firm

RECRUITMENT PROCESS OUTSOURCING

When an employer outsource or transfers all or part of the staffing process to an external service provider like placement consultancies. RPO ensure the client companies providing the right candidates at the right time. With integrated screening process, it ensures improvements in candidate quality and reduced staff turnover.

Saves Recruitment time. Reduce Cost. Provide Quality Candidate. Help in meeting urgent requirement of candidates. Provide candidates as per the job specification.

Saves time Give wide job options Provide Job as per the location preference of the candidate Personality Development Exercise Interview training Career counseling Resume writing

DEFINITION: It is the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job

The Importance of Selecting the Right Employees

Organizational Performance

Costs of Recruiting and Hiring

Legal Obligations and Liability

Factors affecting nature of organizations selection process: Organizations size Types of jobs to be filled Number of people to be hired External pressures

Internal /external environment

Preliminary interview

Physical examination

Job offer

Selection tests

Selection decision

Employment contract

Employment interview

References and background analysis

Evaluation

An interview is a procedure designed to obtain information from a person through oral responses to oral inquiries A selection interview is a selection procedure designed to predict future job performance on the basis of applicants oral responses to oral inquiries

Selection Interviews

Interview Structure

Interview Content

Interview Administration

Selection Interview

Types of Interviews

Appraisal Interview

Exit Interview

Interview Formats

Unstructured or Nondirective Interview

Structured or Directive Interview

Structured interview Unstructured interview Mixed Behavioral Stress

Unstructured Sequential Interview

Web-Assisted Interviews

Structured Sequential Interview

Computerized Interviews

Ways in Which Interviews Can Be Conducted

Panel Interview

Phone and Video Interviews

Mass Interview

Initial impressions Halo effect/ Horns effect Contrast error Personal preferences Prejudices Lack of information integration within the panel Pressure

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Careful attention must be given to selecting and training interviewers Plan for interview should include an outline specifying information to be obtained and questions to be asked Interviewer should attempt to put applicant at ease Facts obtained in interview should be recorded immediately Effectiveness of interviewing process should be evaluated