HRM

Presented By
Introduction
 Recruitment???
• Process of finding and attracting capable applicants for employment
• Represents the first contact that a company makes with potential
employees
• Well-planned and well-managed recruiting effort will result in high
quality applicants, whereas, a haphazard and piecemeal efforts will
result in mediocre ones.

Sources of
Internal External
Recruitmen
Factors Factors
t
 Internal Factors
• Recruitment Policy (Internal Hiring or External Hiring?)
• Human Resource Planning (Planning of resources required)
• Size of the Organization (Bigger the size lesser the recruitment
problems)
• Cost
• Growth and Expansion Plans
 External Factors
• Demand and Supply (Specific Skills)
• Unemployment Rate (Area-wise)
• Labour Market Conditions
• Political and Legal Environment (Reservations, Labour laws)
• Image
 Selection???
• Process of picking up individuals (out of the pool of job applicants)
with requisite qualifications and competence to fill jobs in the
organization
• Purpose of selection : To find out which job applicant will be
successful, if hired.
• Managers can use a number of selection devices to reduce accept
and reject errors.
• Best-known devices include
- analysis of the applicant's completed application form,
- written and performance-simulation tests, interviews,
- background investigations,
- a physical examination
 Distinguish between R & S
RECRUITMENT SELECTION
Process of identifying and encouraging Concerned with picking up the right
prospective employees to apply for jobs. candidates from a pool of applicants

Positive in its approach as it seeks to Negative in its application in as much as it

attract as many candidates as possible seeks to eliminate as many
unqualified applicants as possible in order
to identify the right candidates.

Concerned with tapping the sources of Concerned with selecting the most
human resources suitable candidate through various
interviews and tests.

No contract of recruitment established Results in a contract of service between

the employer and the selected employee.
 Process of recruitment
• Recruitment Planning
• Recruitment Strategy Development
• Internal Recruitment (Source 1)
• External Recruitment (Source 2)
• Evaluation and Cost Control
• Evaluation of Recruitment Process
Process of selection
 Manpower plan/ Approved manpower
replacement need requisition
RECRUITMENT PROCESS AT TATA
Internal job TELESERVICES (Tata
postings/(Tata world)
DOCOMO)
Sourcing- internal/
external source

Screening of CVs
Inputs from hiring
managers
Selection process

Candidate
selected
No
Salary fixation

E - Offer

Offer Commencement of
sourcing activity

Medical check Not OK

up

If OK
Do ref.
check
Joining & completion of SAP –HR Issue formal offer with
hiring process undertaking

Review process
 Google
Google's ideal candidates:
• Ethical
• Well-rounded/outside interests
• Enthusiastic
• Talented generalist
• Strong analytical skills
• Passionate
• Innovative
• High quality implementers
• Solution-oriented mindset
• Self-motivated
• Communicate openly/clearly
 Interviewing Criteria
DO...... Don't.....
Hire people who are smarter and more Don't hire people you can't learn from or
knowledgeable than you are; be challenged by.

Hire people who will add value to the Don't hire people who won't
product AND our culture; contribute well to both.

Hire people who will get things done; Don't hire people who just think about
problems
Hire people who are enthusiastic, self- Don't hire people who just want a job.
motivated, and passionate;

Hire people who inspire and work well Don't hire people who prefer to work
with others; alone.
Google Interview Process Outline:
Network 75
Thank You