Recruitment

Prof. Rupesh Pais

Learning Objectives
Concept of Recruitment Factors Affecting Recruitment Recruitment Policy Sources of Recruitment Need for Flexible and Proactive Recruitment Policy Evaluation of a Recruitment Program

Recruitment
Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations. Selection starts where recruitment ends

Process of recruitment

Human resource planning surplus

Identify HR requirements

Retrench/layoffs

Organizational Recruitment policy Choose the resources & Methods of Recruitment Job analysis Start implementing the Recruitment program

demand Determine numbers, levels & Criticality of vacancies

Analyze the cost & time involved

Select and hire Evaluate the Program

Constraints & Challenges

Poor Image Unattractive job Conservative internal policies Limited budgetary support Restrictive policies of Government

Factors affecting Recruitment

Organizational / internal factors

Environmental / external factors

Political Economical Social Technological

Sources of Recruitment
Internal Sources
HRIS Notice boards
Intranet portals

Circulars

Internal Search

Sources of Recruitment
Internal Sources
Merits Economical Suitable Reliable Satisfying Demerits Limited Choice Inbreeding Inefficiency Bone of contention

Sources of Recruitment
External Sources
Advertisements Employee referrals

Educational Interested institutions Employment applications agencies

External Search

Sources of Recruitment
External Sources
Merits Wide choice Injection of fresh blood Motivational force Long term benefits Demerits Expensive Time consuming Demotivating Uncertainty

Methods of Recruitment - Internal

Promotions and Transfers Job Posting
Career Shift

Employee referrals
Employee referral programs Posters Emails Kick off parties

Methods of Recruitment - Direct

Campus Recruitment
Guidelines for Campus
Short list campuses Choose recruitment team carefully Pay smartly, not highly Present a clear image Do not oversell yourself Get in early

Methods of Recruitment - Indirect

Advertisements
Newspaper Magazines

Methods of Recruitment Third Party

Private employment search firms Employment Exchanges Gate hiring /Contractors Unsolicited Applicants / Walk ins Internet recruiting
Naukri.com, monster.com

A good recruitment policy

Complies with government policies Provides job security Provides employee development opportunities Flexible to accommodate changes Ensures its employees long-term employment opportunities Cost effective for the organization

Evaluation of Recruitment Program

The recruitment policies, sources & methods have to be evaluated from time to time Successful recruitment program shows
Yield Ratio
No. of successful placements No. of offers made No. of applicants

Cost involved Time Lapse Data (TLD)

Time taken for filling up the position

It is easier to go down a hill than up, but the view Is best from the top.
Arnold Bennet

Thank You Questions ???

Selection
Prof. Rupesh Pais

How crucial is selection process?

Its better not to select then selecting a bad candidate

Selection
Selecting the right candidate
POSITIVE OUTCOME

Rejecting the wrong candidate

Selecting the wrong candidate

NEGATIVE OUTCOME

Rejecting the correct candidate

SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION

THE SELECTION PROCESS

Resumes/CVs Review Analyze the Application Blank Conducting Tests and Evaluating performance Core and Departmental Interviews Initial Screening Interview

Preliminary Interview

Reference checks
Offer to the next suitable candidate REJECTION Job Offer ACCEPT

Medical Examination

Placement

EVALUATION OF APPLICATION FORMS

Clinical method: In this method, all the information furnished by the applicant in the application form is analyzed and inferences are made about applicant's personality.

Weighted method: In this method, certain points or weights are assigned to each item in the application form.

SELECTION TESTS
Intelligence tests Interest tests

Aptitude tests
Achievement tests Situational tests

Personality tests

Polygraph tests Graphology

Selection Testing
Intelligence Test
It measures learning ability

Aptitude Test
It measures ability to learn skills

Personality Test
Measures basic aspects of individuals like, motivation, emotional balance, self-confidence etc.

Achievement Test
It measures the proficiency

Selection Testing
Simulation Test Graphology Test
Studying handwriting of candidate to know the persons personality

Polygraph Test
Lie detector

Integrity test

Selection Testing
Assessment Center
The in-basket The leaderless group discussion Business games Individual presentations Structured interviews

Selection Method Standard

Reliability
Reliability can be measured by using:
The repeat or test-retest approach Inner-rater Intra-rater

Validity

Criterion validity
Content validity

Predicts the important criteria Predicts actual work situation

Construct validity

Predicts essential traits

Types Interviews
Interviews

Preliminary Interview

Selection Interview

Decision-making Interview

Formal & Structured Interview

Unstructured Interview

Stress Interview

Situational Interview

Panel Interview

In-depth Interview

The Interview Process

Preparation Setting Conduct of Interview Closing an Interview Evaluation

Interviewing Mistakes
Snap judgment Cultural noise

Great interviews requires smart skills

Questions?

Thank You