RECRUITMENT AND

SELECTION
Overview

Recruitment is a process of
searching for and encouraging
qualified individuals to apply for
employment with an organization.
It is regarded as the first step in the
employment process.

Sources of recruitment
These are the different ways in
which qualified individuals can be
got to take up the available jobs.

Organizations have two broad
options; internal and external
sources

The sources of Recruitment
Internal Sources
Transfers
Promotions
Demotions
Job rotation
Succession planning

External Sources
1. Press Advertisements
2. Educational Institutions
3.Placement Agencies
4.Employment Exchanges
5.Labour Contractors
6.Unsolicited Applicants
7.Recommendations
8.Recruitment at Factory
gate
9. Online
Recruitment Process
Steps in Recruitment Process:
1. Requisitions for recruitment from other
departments
2. Locating and Developing the sources of Required
number and type of employees
3. Identifying the prospective employees with
required characteristics
4. Communicating the information about the
organization, the job and the terms of conditions of
service.
5. Encourage the identified candidates to apply for
jobs
In the organization.
6. Evaluating the effectiveness of recruitment
process.
Selection
Selection is the process of choosing the most
suitable persons out of all the applicants.
Selection is a process of matching the
qualifications of applicants with the job
requirements.
It is the process of weeding out unsuitable
candidates and finally identify the most suitable
candidate.
The purpose of Selection is to pick up the right
person for every job.
Selection is negative process as it rejects a large
number of unsuitable applicants from the pool.
Methods of Selection
(a) Tests:
1. Aptitude Tests:
Mental or
Intelligence test
Mechanical test
Psycho-motor test
2. Achievement Tests:
- Job Knowledge test
- Work sample test



3. Personality Tests:
Objective test
Projective test
Situation test
4. Interest Tests:



Methods of Selection (continued)
(b) Interviews
1. Informal Interview
2. Formal Interview
3. Patterned or Structured Interview
4. Non-Directed or Unstructured Interview
5. Depth Interview
6. Group Interview
7. Stress Interview
8. Panel or Board Interview

Selection Process
1. Preliminary Interview
2. Application Blank
3. Selection Test
4. Employment Interview
5.Medical Examination
6.Reference Checks
7. Final Approval
Placement
10 Prof Mamatha, VVISM
Placement
It is the allocation of people to their
rightful jobs.
It is aimed at assigning a specific rank
and responsibility to an individual.
Proper placement improves employee
morale.
The capacity of the employee can be
utilized if she or he is placed in the job
for which he is most suitable.

Objectives
Remove fears
The job, its content, policies, rules and
regulations.
The people with whom he is supposed to interact
The terms and conditions of employment
Creates a good impression
Adjust and adapt to new demands of the job
Get along with people
Get off a good start
Organizational issues
History of the Company
Names and titles of key executives
Probationary period
Disciplinary procedure
Employee hand book
Safety steps

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Objectives (Contd)
Employee benefits
Pay scales
Vacation, holidays
Rest pauses
Training avenues
Counseling
Insurance, medical and retirement benefits
Introduction
To supervisors
To co-workers
To trainers
To employee counselors

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Objectives (Contd)
Job duties
Job location
Job tasks
Job safety needs
Overview of jobs
Job objectives
Relationships with other jobs


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Induction/Orientation
Definition: Orientation or induction
is the process of receiving and
welcoming an employee when he
first joins a company and giving in
the basic information he needs to
settle down quickly and happily and
start work.
Advantages and Objectives of an
Orientation programme
Objectives:
To help the new comer to overcome his
shyness
To build new employees confidence
To develop the new entrants a sense of
belonging and loyalty
To foster a close and cordial relationship
To prevent false impression and negative
attitude of the new employees
To give the new comers necessary
information like canteen, locker room, rest
periods and leave rules etc
Advantages:
It helps to build two way
communication
It facilitates informal relations and
team work
Induction is helpful in supplying
information about the organisation, job,
and welfare of employees
Proper Induction will reduce employees
grievances, absenteeism and labour
turnover
Induction helps to develop good public
relations and improve the overall
morale of employees
An Induction programme proves that
the company is taking a sincere interest
in getting him off to a good start


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Orientation / Induction- Types
Welcoming a new employee into the
organization can be of two types:
Work-unit orientation
Familiarizes new employee with work-unit goals
Clarifies how his or her job contributes to unit goals
Introduces he or she to his or her co-workers
Organization orientation
Informs new employee about the organizations
objectives, history, philosophy, procedures, and
rules.
Includes a tour of the entire facility
Prof Mamatha, VVISM
Contents of an Induction programme:
Brief history and operations of the company.
Products and services of the company.
The companys organization structure.
Location of departments and employee facilities.
Policies and procedures of the company.
Rules, regulations and daily work routines.
Grievance procedures.
Safety measures
Standing orders and disciplinary procedures
Terms and conditions of service including wages, working hours,
over time, holidays etc.
Suggestion schemes
Benefits and services for employees.
Opportunities for training and promotions transfers etc.
Cont
Communicating employee benefits
Completion of employment documents
Review of employers expectations
Setting of employee expectations
Introduction to fellow workers
Introduction to the job and daily work
routine
Meeting with key persons within the
organization
Tour of the organizational facilities