 Recruitment and Selection – Introduction

 The Scope of Recruitment and Selection

 What is Recruitment?
 Factors Affecting Recruitment
 Internal Factors
 External Factors
 Recruitment Process
 Types of Recruitment
 What is Selection?
 Importance of Selection
 Advantages of Selection
 Selection Process and Steps
 Induction
 Recruitment and Selection is the process of sourcing,
screening, shortlisting and selecting the right
candidates for the filling the required vacant positions.
The Scope of Recruitment and Selection
The scope of Recruitment and Selection includes the following
operations:
 Dealing with the excess or shortage of resources

 Preparing the Recruitment policy for different categories of employees

 Analyzing the recruitment policies, processes, and procedures of the

organization

 Identifying the areas, where there could be a scope of improvement

 Streamlining the hiring process with suitable recommendations

 Choosing the best suitable process of recruitment for effective hiring of

resources
Definition………
“Process of searching for prospective employees
and stimulating and encouraging them to
apply for jobs in an organization”.
………..Edwin B. Flippo
 Recruitment is the process of choosing the right
person for the right position and at the right time.

 Recruitment also refers to the process of attracting,

selecting, and appointing potential candidates to meet
the organization’s resource requirements.
 Importance
 Meet the present and future requirements

 Increase the pool of job candidates at minimum cost

 Helps in increasing the success rate of selection process by

reducing the number of visibly

 Helps to reduce the probability of job applicants

 Meets the legal and social obligation of the organization

 Increases the effectiveness of organization and individual in

the short term and long term
Importance
 A well planned and well managed recruitment process
creates a positive image of the company

 It makes sure to make a match between cost and benefit

 Helps the company to create culturally diverse workforce.

 Evaluates the effectiveness of various recruiting techniques

and sources for various applications.

 People come to know about a company and forms the first

contact between the company and many individuals
 Objectives of Recruitment
 To attract people with multidimensional skills & experience.

 To induct outsiders with new perspective.

 To infuse fresh blood at all levels in org.

 To develop an organizational culture.

 To search/head hunt for people whose skills fit company’s values.

 To search for talents globally & not within the organization.

 To design entry pay that competes on quality & not on quantum.

 To devise methods for assessing traits.

 To seek non conventional ways for developing talents.

Factors governing Recruitment ……

 Internal factors  External factors

1. HR Planning 1. Supply / demand
2. Size of the Firm factors
3. Growth and expansion 2. Labour market
4. Cost conditions
5. Sons of the soil 3. Political / legal /govt.
6. Company image factors
4. Unemployment rate in
a given area
Recruitment Process
 Basic contents of Recruitment notification;
It contains brief about an organisation which is recruiting.
 Contains number of posts/jobs lying vacant in an organisation.
 Contains number of jobs in reserved category. (especially in government
organisation jobs are allotted to reserved category).
 Contains information about gender needed for the jobs. (For example:
Male or female)
 Contains information about educational qualification needed to qualify for
applying to job.
 Contains information about work experience needed. (points from 2 to 6
are nothing but called as Job specifications, it is a statement that describes
about specifications needed by a candidate to have qualified for a applying
said job)
 It contains most important information that is, Job description, which is
the statement of information about duties and responsibilities of the job.
 Contains information about salary particulars, employee benefits and
other allowances to be provided.
 Selection tests which must be passed by candidates so as to have job.
 Terms and conditions if any.
Recruitment policy
 It provides a framework for the implementation of the
recruitment programme.

Elements of a good recruitment policy

 Organizational objectives
 Identification of the recruitment needs
 Preferred sources of recruitment
 Criteria of selection and preferences
 Monetary aspects
Centralized Recruitment
 HR / recruitment department at the head office
 Recruitment decisions for all the business verticals and
departments of an organization are carried out by the one
central HR (or recruitment) department.
Merits
 Reduces administration costs
 Better utilization of specialists
 Uniformity in recruitment
 Interchangeability of staff
 Reduces favoritism
 Centralized selection procedure, promotional and
transfer.
 Every department sends requisitions for recruitment to
their central office
DECENTRALIZED RECRUITMENT
 recruitment is undertaken at unit level or zonal level.
 Each department carries out its own recruitment
Merits
 The units are well aware of the needs of jobs and also of
social and cultural background of available candidates.
 The recruitment can be done as and when needed
 The units will have full information about recruitment
processes and feedback from the employment market
will help in planning recruitment function effectively.
 Freedom
 Better familiarity and control over the employees
Sources of recruitment
Traditional sources of recruitment and modern sources
of recruitment
TRADITIONAL SOURCES OF RECRUITMENT
 Internal and external sources
 Internal
 Present permanent employees- transfer or promotion
 Present temporary or casual employees
 Retrenched or retired employees
 Dependents of deceased, disabled, retired and present
employees
 Previous applicants
Internal sources of Recruitment:

1. Present Permanent Employees : Organizations consider the candidates from this source for
higher level of jobs due to availability of most suitable candidates for jobs relatively or equally
to external sources, to meet the trade union demands and due to the policy of the
organization to motivate the present employees.

2. Present temporary/casual Employees: Organizations find this source to fill the vacancies
relatively at the lower level owing to the availability of suitable candidates or trade union
pressures or in order to motivate them on present job.

3. Retrenched or Retired Employees: Employees retrenched due to lack of work are given
employment by the organization due to obligation, trade union pressure etc. Sometimes they
are re-employed by the organization as a token of their loyalty to the organization or to
postpone some interpersonal conflicts for promotion.

4. Dependents of Deceased, Disabled, retired and present employees: Some organizations

function with a view to developing the commitment and loyalty of not only the employee but
also his family members.

5. Employee Referrals: Present employees are well aware of the qualifications, attitudes,
experience and emotions of their friends and relatives. They are also aware of the job
requirements and organizational culture of their company. As such they can make
preliminary judgment regarding the match between the job and their friends and relatives.
 Merits of Internal Sources of
Recruitment
1. Motivates present employees when
they are upgraded internally.
Demerits of Internal Sources of
Recruitment
Trade union pressure may not always give the
right candidate for the job. The management
may have to consider some concessions.

2. Retrenched workers get an opportunity Management’s gets a chance to postpone

to work again. promotion due to interpersonal conflicts.

3. Dependents of the deceased get a job Excessive dependence on this source results
easily in in-breeding, discourages flow of new blood
into the organization.

4. Morale of employees is improved The organization becomes dull without

innovations, new ideas, excellence and
expertise.
5. Loyalty, commitment, security of
present employees can be enhanced

6. Cost of recruitment, training,

induction, orientation, etc is reduced
7. Trade unions can be satisfied.
Sources of recruitment
TRADITIONAL SOURCES OF RECRUITMENT
 External sources
 Trade associations
 Campus recruitment
 Private employment agencies/consultants
 Public employment exchanges
 Professional organizations
 Data banks
 Similar organizations
 Trade unions
 Labour contractors
External Sources of Recruitment

 Campus Recruitment: These candidates are directly recruited by the Co; from their college/educational institution. They
are inexperienced as far as work experience is concerned.

 Private Employment Agencies/Consultants: Public employment agencies or consultants like ABC Consultants inIndia
perform recruitment functions on behalf of a client company by charging fees. Line managers are relieved from recruitment
functions and can concentrate on operational activities.

 Public Employment Exchanges: The Government set up Public Employment Exchanges in the country to provide
information about vacancies to the candidates and to help the organization in finding out suitable candidates. As per the
Employment Exchange act 1959, makes it obligatory for public sector and private sector enterprises inIndia to fill certain
types of vacancies through public employment exchanges.

 Professional Organizations: Professional organizations or associations maintain complete bio-data of their members and
provide the same to various organizations on requisition. They act as an exchange between their members and recruiting
firm.

 Data Banks: The management can collect the bio-data of the candidates from different sources like Employment Exchange,
Educational Training Institutes, candidates etc and feed them in the computer. It will become another source and the co can
get the particulars as and when required.

 Casual Applicants: Depending on the image of the organization its prompt response participation of the organization in the
local activities, level of unemployment, candidates apply casually for jobs through mail or handover the application in the
Personnel dept. This would be a suitable source for temporary and lower level jobs.

 Similar Organizations: Generally experienced candidates are available in organizations producing similar products or are
engaged in similar business. The Management can get potential candidates from this source.

 Trade Unions: Generally unemployed or underemployed persons or employees seeking change in employment put a word
to the trade union leaders with a view to getting suitable employment due to latter rapport with the management.
Sources of recruitment
MODERN SOURCES OF RECRUITMENT

Walk In: The busy organization and rapid changing companies do not find time to perform various
functions of recruitment. Therefore they advise the potential candidates to attend for an interview
directly and without a prior application on a specified date, time and at a specified place.

Consult In: the busy and dynamic companies encourage the potential job seekers to approach them
personally and consult them regarding the jobs. The companies select the suitable candidates and advise
the company regarding the filling up of the positions. Head hunters are also called search consultants.

Body Shopping: Professional organizations and the hi-tech training develop the pool of human resource
for the possible employment. The prospective employers contact these organizations to recruit the
candidates. Otherwise the organizations themselves approach the prospective employers to place their
human resources. These professional and training institutions are called body shoppers and these
activities are known as body shopping. The body shopping is used mostly for computer professionals.
Body shopping is also known as employee leasing activity.

Mergers and Acquisitions: Business alliances like acquisitions, mergers and take over help in getting
human resources. In addition the companies do also alliances in sharing their human resource on adhoc
basis.

E_recruitment: The technological revolution in telecommunications helped the organizations to use

internet as a source of recruitment. Organizations advertise the job vacancies through the world wide
wed (www). The job seekers send their applications through e-mail using the internet.

Outsourcing: Some organizations recently started developing human resource pool by employing the
candidates for them. These organizations do not utilize the human resources; instead they supply HRs to
various companies based on their needs on temporary or ad-hoc basis.
 Merits of External Sources of Demerits of External Sources of
Recruitment Recruitment
1. The candidates with skill, knowledge Campus recruited employees lack work
talent etc is generally available. experience.
2. Cost of employees can be minimized.1 Cost of recruitment is high and there is
no confidentiality.1
3. Expertise, excellence and experience in Specified vacancies have to be filled by
other organizations can be easily brought candidates referred by employment
into the organization. exchanges which do not allow other
candidates to be eligible.

4. Existing sources will also broaden their

personality.
De-Merits
5. Human Resource mix can be balanced
6. Qualitative human resource benefits the
organization in the long run.
7. Reduction in time for recruitment
8. Increase in the selection ratio i.e.
recruiting more candidates.
9. HR professionals can concentrate on
strategic issues.