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 organisation”.

 Recruitment is the activity that links the employers and the job
seekers.

 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.
RECRUITMENT
 Recruitment of candidates is the function preceding the
selection, which helps create a pool of prospective employees for
the organisation so that the management can select the right
candidate for the right job from this pool.

 The main objective of the recruitment process is to expedite

the selection process.

 Recruitment is a continuous process whereby the firm attempts

to develop a pool of qualified applicants for the future human
resources needs even though specific vacancies do not exist.
RECRUITMENT NEEDS ARE OF THREE TYPES

 PLANNED
i.e. 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
Resignation, deaths, accidents, illness give rise to
unexpected needs.
Objectives Of Recruitment
 To attract and encourage more and more candidates to
apply in the organisation.

 To create a talent pool of candidates to enable the selection

of best candidates for the organisation.

 To determine present and future requirements of the

organization.

 To link the employers with the employees.

 To increase the pool of job candidates at minimum cost.

Objectives Of Recruitment
 To help increase the success rate of selection process by
decreasing number of visibly under qualified or
overqualified job applicants.

 To help reduce the probability that job applicants once

recruited and selected will leave the organization only after
a short period of time.

 To meet the organizations legal and social obligations

regarding the composition of its workforce.

 To begin identifying and preparing potential job applicants

who will be appropriate candidates.
Recruitment process
1. Identify vacancy.

2. Prepare job description

and person specification.

3. Advertising the vacancy.

4. Managing the response.

5. Short-listing.

6. Arrange interviews.

7. Conducting interview and

decision making.
Sources Of Recruitment
FACTORS AFFECTING RECRUITMENT
SELECTION
Definition

 The process of interviewing and evaluating candidates for a specific job and selecting an individual
for employment based on certain criteria.

 Selection involves the series of steps by which the candidates are screened for choosing the most
suitable persons for vacant posts.

 The basic purpose of selection process is to choose the right candidate to fill the various positions in
the organisation.

 Selection is a negative process as it involves rejection of the unsuitable candidates.

 Selection is concerned with selecting the most suitable candidate through various interviews and
tests.

 Selection results in a contract of service between the employer and the selected employee.

 Employee selection can range from a very simple process to a very complicated process depending on
the firm hiring and the position.

 Certain employment laws such as anti-discrimination laws must be obeyed during employee
selection.
Essentials of Selection Procedure
 Authority to Select.

 Standard of Personnel.

 Number of Applicants.
Role of Selection Procedure
 Organizational Efficiency – Productivity.

 Organizational Efficiency - Quality.

 Customization in production and distribution.

 Human Resources are the knowledge, machine,

technology, marketing, finance etc.
Selection Process
Development
Medical Reference
of Bases for
Examination Checks
Selection

Application/Re Final Line Managers

sume Interview Decision

Written Exam Tests Job Offer

Preliminary Business
Employment
Interview Games
Selection Process
 Development of Bases for Selection
 Job Analysis – Job Description, Job Specification.

 Application/Resume
 Career Objective, Education, Age, Experience, Special Skills,
References.

 Written Exam
 Mathematical, Reasoning, Knowledge in various disciplines, General
knowledge, English.

 Preliminary Interview
 Informal
 Unstructured
Selection Process
 Medical Examination

 Final Interview
 Background Information Interview, Stress Interview, Group Discussion
Interview, Panel Interview, Depth Interview.

 Tests
 Aptitude Tests
 Intelligence Quotient (IQ) – IQ = Mental Age/Actual Age * 100
 Emotional Quotient (EQ) - EQ = Emotional Age/Actual Age * 100
 Achievement Tests
 Job Knowledge Test
 Work Sample Test
 Situational Tests
 Group Discussion
 Personality Tests

 Business Games
 Case Study, Role Play and Simulations.
Induction
 Induction Training is absolutely vital for new starters.

 Good induction training ensures new starters are retained, and

then settled in quickly and happily to a productive role.

 Induction training is more than skills training.

 It's about the basics that seasoned employees all take for granted:
what the shifts are; where the notice-board is; what's the routine
for holidays, sickness; where's the canteen; what's the dress code;
where the toilets are.

 New employees also need to understand the organisation's

mission, goals, values and philosophy; personnel practices,
health and safety rules, and of course the job they're required to
do, with clear methods, timescales and expectations.
Induction training must include the following elements:
 General training relating to the organisation,
including values and philosophy as well as structure
and history, etc.
 Mandatory training relating to health and safety and
other essential or legal areas.
 Job training relating to the role that the new starter
will be performing.
 Training evaluation, entailing confirmation of
understanding, and feedback about the quality and
response to the training.
General organisational induction
 Essential 'visitor level' safety and emergency procedures
 Washrooms
 Food and drink
 Smoking areas and policy
 Organisational history and background overview
 Ethics and philosophy
 Mission statement(s)
 Organisation structure
 Departmental structure and interfaces
 Who's who (names, roles, responsibilities)
 Site layout
 Other sites and locations
 Dress codes
 Facilities and amenities
 Pay
 Absenteeism and lateness
 Holidays
General organisational induction
 Sickness
 Health insurance
 Pension
 Trade Unions
 Rights and legal issues
 Personnel systems and records
overview
 Access to personal data
 Time and attendance system
 Security
 Transport and parking
 Creches and childcare
 Grievance procedures
 Discipline procedures
 Career paths
 Training and development
 Learning Styles Self-Assessment
 Multiple Intelligences Self-
Assessment
 Appraisals
 Mentoring
 Awards and Incentives
 Health and Safety, and hazard
reporting
 Physical examinations, eye test
etc.
 Emergency procedures, fire drill,
first aid
 Accident reporting
 Personal Protective Equipment
 Use, care, and issue of tools and
equipment
 Other housekeeping issues
 General administration
 Restricted areas, access, passes
Job and departmental induction
 Local departmental amenities, catering, washrooms, etc.
 Local emergency procedures
 Local departmental structure
 Department tour
 Departmental functions and aims
 Team and management
 Related departments and functions
 How the department actually works and relates to others
 The work-flow - what are we actually here to do?
 Customer service standards and service flow
 How the job role fits into the service or production process
 Reporting, communications and management structures
 Use and care of issued equipment
Job and departmental induction
 Work space or workstation
 Local housekeeping
 Stationary and supplies
 Job description - duties, authority, scope,
area/coverage/territory
 Expectations, standards, current priorities
 Use of job specific equipment, tools, etc.
 Use of job specific materials, substances, consumables
 Handling and storage
 Where to go, who to call, who to ask for help and advice
 Opportunities for self-driven development