Recruitment

By Nisha Hariyani
 MAIN POINTS COVERAGE
• Concept of Recruitment
• Factors Affecting Recruitment
• Recruitment Policy
• Sources of Recruitment
• Need for Flexible and Proactive
Recruitment Policy
• Evaluation of a Recruitment Program
 Recruitment
• Tata owned Jaguar-Land Rover (JLR) has
announced a major drive to recruit 600
engineers and technical staff to work on its
700-million-pounds projects
• Besides, there are a "significant number"
of vacancies in its purchasing, finance and
human resources departments. It is also
launching a programme aimed at
recruiting
 Recruitment
• Problem of booming B Schools
• Headhunters scouting around for MBAs
• 2000 witnessed an alarming rise in
number of institutes, offering management
education both at the undergraduate & PG
• All these needs atleast 200 MBAs for
teaching faculty
• Most of MBAs join industries
• Management are worried
• Where to find qualified & eligible MBAs…?
 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
FACTORS AFFECTING RECRUITMENT

• Organizational /
internal factors

• Environmental /
external factors
 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
SOURCES OF RECRUITMENT

HRIS Job
Notice portals
boards Circulars

Internal Search
SOURCES OF RECRUITMENT

Advertise- Employee
ments referrals
Educational Interested
institutions Employment applications
agencies

External Search
Process of recruitment Human resource planning

surplus
Identify HR requirements Retrench/layoffs
demand
Organizational Determine numbers, levels &
Recruitment policy Criticality of vacancies

Choose the resources &

Methods of Recruitment
Analyze the cost & time
Job analysis involved

Start implementing the

Recruitment program

Select and hire

Evaluate the Program

 EVALUATION OF A
RECRUTIMENT PROGRAM
• The recruitment policies, sources &
methods have to be evaluated from time
to time
• Successful recruitment program shows
– No. of successful placements
– No. of offers made
– No. of applicants
– Cost involved
– 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

By Nisha Hariyani
How crucial is selection process?
 Its better not to select
then selecting a bad candidate
 SELECTION

Selecting POSITIVE OUTCOME Rejecting

the right candidate the wrong candidate

Selecting NEGATIVE OUTCOME Rejecting

the wrong candidate the correct candidate

SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION

 THE SELECTION PROCESS
Resumes/CVs Review Initial Screening Interview

Analyze the Application Blank

Conducting Tests and

Evaluating performance
Core and Departmental
Preliminary Interview
Interviews

Reference checks

Offer to the REJECTION

next suitable Job Offer
candidate ACCEPT

Medical Examination
Placement
SELECTION METHOD STANDARDS
• Reliability
– Reliability can be measured by using:
• The repeat or test-retest approach
• The alternate-form or parallel-form method
• The split-halves procedure

• Validity
– Criterion validity
– Content validity
– Construct validity
• Generalizability
– Generalizability of a selection method is defined
as the degree to which its validity, established in
one context, can be extended to other “primary
contexts”.

Utility

Legality
 APPLICATION FORMS
 Personal information
 Educational qualifications
 Work experience
 Salary
 Personality items
 Reference checks
 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.

ETHICAL ISSUES IN APPLICATION FORM

DESIGN
 SELECTION TESTS

Intelligence tests Interest tests

Aptitude tests Personality tests

Achievement tests Polygraph tests

Situational tests Graphology

 INTERVIEWS
Interviews

Preliminary Selection Decision-making

Interview Interview Interview

Formal & Group In-depth

Unstructured Stress Panel
Structured Interview Interview
Interview Interview Interview
Interview Method
 Great interviews
requires smart skills
 THE INTERVIEW
Preparation PROCESS
Setting

Conduct of Interview

Closing an Interview

Evaluation

Reference Checks

Medical Examination
 PLACEMENT
The determination of the job
to which an accepted candidate
is to be assigned and
his assignments to the job.
Questions?

Thank You