RECRUITMENT ,

SELECTION &
INDUCTION

Definition and Meaning

of Recruitment
According to Edwin B. Flippo,
Recruitment is the process of searching
the candidates for employment and
stimulating them to apply for jobs in the
organization
Meaning:
Recruitment is the activity that links the
employers and the job seekers.
A process of finding and attracting

A process of finding and 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
applications from which new employees
are selected.
It is the process to discover sources of
manpower to meet the requirement of
staffing and to employ effective measures
for attracting that manpower in adequate

Recruitment needs are of

three types

PLANNED

the needs arising from changes in

organization and retirement policy.
ANTICIPATED
Anticipated needs are those movements in
personnel, which an organization can
predict by studying trends in internal and
external environment.
UNEXPECTED

IMPORTANCE OF RECRUITMENT
Attract and encourage more and more
candidates to apply in the organisation.
Create a talent pool of candidates to
enable the selection of best candidates for
the organisation.
Recruitment is the process which links the
employers with the employees.
Increase the pool of job candidates at
minimum cost.
Help increase the success rate of selection

Recruitment Process
Identify vacancy
Prepare job description and
person specification
Advertising the vacancy
Managing the response
Short-listing
Arrange interviews
Conducting interview and
decision making

SOURCES OF RECRUITMENT

External Sources

Walk-ins
Employee referrals
Advertising
Educational associations
Professional agencies
E-recruitment (general recruitment
agents/ companies own sites)
Word-of-mouth

FACTORS AFFECTING
RECRUITMENT

Trends are being seen

in recruitment
Outsourcing
Poaching
E-Recruitment

E-Recruitment
The buzzword and the latest trends in recruitment
is the E-Recruitment. Also known as Online
recruitment, it is the use of technology or the web
based tools to assist the recruitment process. The tool
can be either a job website like naukri.com, the
organisations corporate web site or its own intranet.
The internet penetration in India is increasing and has
tremendous potential. According to a study by
NASSCOM Jobs is among the top reasons why new
users will come on to the internet, besides e-mail.
There are more than 18 million resumes floating
online across the world.

The two kinds of e- recruitment that an

organisation can use is
Job portals posting the position with the job description and
the job specification on the job portal and also searching for
the suitable resumes posted on the site corresponding to the
opening in the organisation.
Creating a complete online recruitment/application section in
the companies own website. - Companies have added an
application system to its website, where the passive job
seekers can submit their resumes into the database of the
organisation for consideration in future, as and when the roles
become available.

Selection
According to Thomas stone Selection is the process of
differentiating between applicants in order to indentify and
hire those with a greater likelihood of success on the jobs.
In simple words
It is the functions performed by the management of
selecting the right employees .After identifying the sources
of human resources, searching for prospective employees
and stimulating them to apply for jobs in an organization .
The objective of the selection decision is to choose the
individual who can most successfully perform the job from
the pool of qualified candidates.

Selection Process Flowchart

Job analysis
Recruitment
Application form
Written examination
Group Discussion
interview
Reference checks
Line managers decision

Medical examination

selection
Recruitment
It the process of searching the

Selection
It Involves the series of

candidates for employment

steps by which the candidates

and stimulating them to apply

are screened for choosing the

for jobs in the organization.

most suitable persons for

The basic purpose of

vacant posts.

recruitments is to create a

The basic purpose of selection

talent pool of candidates to

process is to choose the right

enable the selection of best

candidate to fill the various

candidates for the

positions in the organization.

organization, by attracting
more and more employees to
apply in the organization.

3.

Recruitment is a

3.Selection is a negative

positive process i.e.

process as it involves

encouraging more and

rejection of the unsuitable

more employees to apply . candidates.

4
Recruitment is
4 Selection is concerned
concerned
with selecting the most
with tapping the

suitable candidate

sources of human

through various

resources.

interviews and tests.

There is no contract

5 Selection results in a

of recruitment established contract of service

in recruitment
between the employer
and the selected

Importance of Recruitment
and Selection
Helps to get a proper candidate.
Help to increase success rate or
individual & organization.
Help to reduce the probability of
turnover
Helps to get organizations legal and
social obligations.
Helps to increase organization and
individual effectiveness.

Orientation is the process of acquainting new

employees with the organization. Orientation
topics range from such basic items as the location
of the company cafeteria to such concerns as
various career paths within the firm.
Hence we can say that induction or orientation is
the process through which a new employee is
introduced to the job and the organization.
In the words of Armstrong, induction is "the process
of receiving and welcoming an employee when he
first joins a company and giving him the basic
information he needs to settle down quickly and
start work.

 Definition: Orientation is a systematic and

planned introduction of employees to their
jobs, their co-workers and the organization.
It is also called as Induction.
Orientation is designed to provide a new
employee with the information he/she
needs
to
function
comfortably
and
effectively in the organization.
Should be a process, not an event.

 To reduce start up costs (associated with job

learning)
To reduce anxiety
To reduce employee turnover
To save time for supervisor & colleagues
To Develop Realistic Job Expectations and Job
Satisfaction

 The idea is to make the new employees feel

at home in the new environment
Expedite proficiency
Enhance adjustment to work group and
norms
Encourage positive attitude
The terms and conditions of employment
It helps a new employ to know the job, its
content, policies, rules and regulations.
The people with whom he is supposed to

Steps In Induction
Welcome to the organization
Programme
Explain about the company.
Show the location, department where the new recruit
will work. .
Give the company's manual to the new recruit.
Provide details about various work groups .
Give details about pay, benefits, holidays, leave, etc.
Emphasize the importance of attendance or punctuality.
Explain about future training opportunities and career
prospects.
Clarify doubts, by encouraging the employee to come
out with questions.

The areas covered in

employee induction
programme may be
stated as follows CONTENT of induction

About the Organisational

o History of company
o Names and titles of key executives.
o Employees' title and department.
o Layout of physical facilities
o Probationary period
o Products/services offered
o Overview of production process
o Company policy and rules

Employee benefits
o Pay scales, pay days
o Vacations, holidays
o Rest pauses
o Training Avenues
o Counselling
o Insurance, medical, recreation, retirement
benefit

Job duties
Job location
o Job tasks
o Job safety needs
o Overview of jobs
o Job objectives
o Relationship with other jobs

1employee handbook and orientation

program.
2.Communicate pride in the company by
giving each new employee an item
with the company logo on it.
3.Encourage communication, and a
sense of importance, by inviting new
employees to have coffee or lunch
with the company owner or a senior
manager.

4. Encourage new employees to sample

the product and or service that the
company sells (i.e. Some restaurants
offer new employees a complimentary
meal).
5.Reduce the stress of starting a new
job by pairing new employees with a
buddy (a more senior or experienced
team member) that can help coach
them through the first few weeks on
the job.

Here are some ideas to consider, when devising

the orientation program:
1The MIND thinks in IMAGES not WORDS!
2Repetition is Key Repetition is Key
Repetition is Key.
3Employee is most excited on the first day of
work. You need to keep that excitement alive
for as long as possible!

Games can provide for an informal and fun

orientation.. For example:

Photo match after the tour

 Too much paperwork

high Cost to company
Only expenditure no income
Information overload
Too much selling of the organization
Too much one-way communication
Difficult for the employee to relate