Recruitment

Selection
&
Induction
Recruitment
 Recruitment

Definition: According to Edwin Flippo,

“Recruitment is the process of searching for
prospective employee and stimulating them to
apply for jobs in the organization.”

In simple terms, recruitment is

understood as the process of searching for and
obtaining applicants for jobs, form among the
right people can be selected.
 Factors governing recruitment

External Forces Internal Forces

 Demand and supply  Recruitment policies
 Unemployment rate  Temporary and Part-
 Labour market Time Employees
 Political-legal  HRP
 Sons of soil  Size of the firm
 Image  Cost
 Recruitment process
 Recruitment planning
1.Number of contacts
2.Type of applicants to be contacted

 Strategy development
1.Where
2.How (sources of recruitment)
3.When

 Searching
1.Source activation
2.Selling

 Screening

 Evaluation and control

 Sources of recruitment
Internal External
 Campus recruitment and
 Promotion
training institutions
 Transfer
 Press advertisements
 Internal notification
 Management consultancy
 Retirement services and private
 Recall employment exchanges
 Former employees  Transfer
 Management training
schemes
 Walk-in, talk-in, fly-in,
write-in
 Miscellaneous external
sources
Alternatives to recruitment
 Overtime

 Employee leasing

 Temporary employment
 Recent Trends in Recruitment
 Outsourcing

 Poaching/Raiding

 E-Recruitment
Selection
 What Is Selection?
It is the starting point of whole human resource
management process

It is the process of selecting the best and

rejecting the rest

Also called as head hunting

Right man for the right job is the basic principle.

 Steps in the
Selection Process
 Job Analysis

Advertisement

Collection of Application/Application
Blanks

Scrutiny of Applications

Trade/Written Test

Psychological Tests

Personal Interview

Reference Check

Medical Examination

Final Selection for

Appointment
 Types of Selection Tests
Intelligence Test- for judging intelligence of a
candidate

Vocational Aptitude Test-latent ability of an

individual to learn a job, given the necessary training

Analytical Test-job is analyzed in the terms of

speed,dexterity,observation,etc

Synthetic Test-necessary in case of complex jobs

Trade Test-in case of jobs which involve technical

work

Personality Test-it induces a candidate to reveal his

real personality
Induction
 What is Induction?
It is designed to provide brief introduction to
the newly selected employees about the
organization

It includes general information, review of

company’s history,objectives,etc. and detailed
presentation of policies, work rules,etc

The purpose is to give bird’s eye view of the

organization

It may be done formally or informally

 Coverage of Induction
Programme

Organizational Issues-history , rules,

products, layout , etc.

Employee Benefits-pay scales , holidays, rest

breaks,etc.

Introduction-supervisor , trainer,
and co-worker

Job Duties-job location, objective task , safety

, overview,etc.
 Techniques of
Induction
General Orientation by HR department-it is a
short term programme normally lasting for a
day

Induction by the Job Supervisor-employees are

made familiar to other employees , discipline ,
dress code , etc.

Follow-up Induction-conducted within 1 month

to 6 months
Group Members

Dhaval Nisar-91
Abhishek Shah-92
Pravin Patel-90
Reema Redkar-108
Pratik Kulkarni-109