HUMAN RESOURCE MANAGEMENT: RECRUITMENT, USING MODERN TECHNOLOGY FOR RECRUITMENT, SELECTION

Recruitment
Meaning

and Definition Purpose and Importance Recruitment Process Sources of Recruitment Techniques of recruitment Factors affecting recruitment HR Challenges in recruitment

MEANING AND DEFINITION

Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. It is the activity that links the employers and the job seekers. Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation. - Edwin B. Flippo

Recruitment needs are of three types: Planned Anticipated Unexpected

PROCESS OF RECRUITMENT
Identify Vacancy Conducting interview & Decision making
RECRUITMENT PROCESS

Prepare Job Description &Person Specification

Arrange Interviews Managing & Shortlisting

Advertising

FORMS OF RECRUITMENT

Centralized Recruitment

Decentralized Recruitment

SOURCES OF RECRUITMENT
TRADITIONAL SOURCES OF RECRUITMENT

Internal Sources o Present permanent employees o Present temporary employees o Retrenched or retired employees o Promotions o Dependents and relatives of deceased employees o Demotion

External Sources Placement Agencies Employment Exchanges Unsolicited applicants Labor contractors Educational institutes Trade unions

MODERN SOURCES OF RECRUITMENT

Internal Sources Employee referrals/recommendation External Sources: Walk-in Consult-in Body shopping Mergers & Acquisitions Outsourcing Factory gate

RECRUITMENT TECHNIQUES
Traditional techniques Promotion Transfers Advertising Modern Techniques Scouting Salary and Perks ESOPs

FACTORS AFFECTING RECRUITMENT

Internal factors External factors

HR CHALLENGES IN RECRUITMENT
Adaptability to globalization Lack of motivation Process analysis Strategic prioritization

USING MODERN TECHNOLOGY

RECRUITMENT

FOR

Internet Job Boards Resume Databases and Applicant Tracking Technology Online Testing and Assessments Combined Technologies to Assist in the Recruiting & Selection Process E-Recruitment

Job Portals y Resume Scanners

y

SELECTION

MEANING AND DEFINITION

Selection can be conceptualized in terms of either choosing the fit candidates, or rejecting the unfit candidates, or a combination of both. According to Gupta, selection is a process of choosing the most suitable persons out of all the participants. In this process, relevant information about applicant is collected through series of steps so as to evaluate their suitability for the job to be filled. On the other hand, selection is the process of assessing the candidates by various means and making a choice followed by an offer of employment.

STEPS IN SELECTION PROCESS

Development of bases for selection Job Analysis Application/resume/CV/biodata Written examination Human Resource Plan Preliminary interview Recruitment Business games Tests Final interview Medical examination Reference checks Line managers check Job offer Employment

Assess the fit between the job and the candidate

TESTS

Aptitude tests
y y y y y y

Intelligence test Emotional quotient Skill tests Mechanical aptitude Psychomotor tests Clerical aptitude tests

Situational tests
Group discussion y In basket
y

Achievement tests
Job knowledge test y Work sample test
y

CONTD
Interest test Personality tests

Thematic Apperception Test(TAT) y Ink-Blot Test

y

Other tests
Cognitive ability tests y Honesty tests
y

WHY CHOOSE TESTING

Objectivity good psychological tests are standardized on a large sample and provide normative data across a wide range of demographics and age cohorts. Well selected tests will allow you to demonstrate talents that may otherwise not be evident. Validity psychometric tests are a more valid method of assessment than interviews, academic achievement & reference checks, and when utilized in combination (for example in an assessment centre) are highly predictive of future job performance. Cost the cost of selection errors is large for both the employer and the employee. Psychometric tests help to minimize costs while maximizing potential fit between the candidate and the job.

USES OF TESTS

Evaluation of right candidate Proper selection of candidate Identifying the candidates personality

FINAL INTERVIEW

Preliminary Interview
Informal interview Unstructured interview

Core Interview
y y y y y y y

Background information interview Job and probing interview Stress interview Group discussion interview Formal and structured interview Panel interview Depth interview

Decision-Making Interview

REFERENCE

Books
Human Resource & Personnel Management K Aswathappa Tata McGraw Hill Publishing Co. Ltd. y Personnel & Human Resource Management P Subba Rao Himalaya Publishing House y Human Resource Management Dr C B Gupta Sultan Chand & Sons
y

Journals
Human Capital y Business and Society
y