2.3 Recruitment and Selection pot factora and need

Recruitment and hiring new employeea

1. Creating the Human Resource Base Unit 2

2. Contents 2.1 Job Analysis 2.2 Human Resource Planning 2.3 Recruitment & Selection 2.3.1 Concept & Objective Selection 2.3.2 Procedure 2.3.4 Tests and Interviews Orientation 2.4 Promotion: Bases of Promotion 2.5 Transfer: Types of Transfer, Separations, and Outplacement

3. HR/Talent Acquisition: An Overview Dominant factor is demographics Changing employment relationship Changing labor market Strategic response to competitive advantage Acquisition of human resources is the process by which a firm hires employees to ensure that the required number and types of employees are available to perform organizational activities and accomplish organizational objectives successfully.

4. Some latest news on HR Acquisition

5. 2. Recruitment and Selection Defined

6. Comparison of Recruitment and Selection Recruitment Selection Definition Process of generating a qualified pool of applicants for actual or anticipated job vacancies Positive process (increases the pool of available candidates) Process of gathering information on job applicants and making the hiring decision based on the information Negative process (eliminates candidates from the applicant pool) Objectives Making qualified applicants aware and attract them toward employment opportunities Generating enough interest among them so that they apply and accept the job if offered Creating a positive image of the organization to increase the success rate of organizational; staffing activities Gathering information about job applicants by using a combination of selection methods Predicting which job applicants will perform the job successfully, if hired To be able to discriminate (fairly) between job applicants likely to be successful on the job and those unlikely Methods Company databases; Job posting and bidding; Advertisements, referrals and recommendations; Executive search agencies; Campus recruitment Application banks; Interviews; Work samples, employment, psychometric tests, and assessment centers

7. Stage 1 – Recruitment Planning (We discussed in HR planning) Stage 2 – Recruitment Strategy (Let’s discuss the sources…)

8. Recruitment: Internal Sources (Within the org)

9. Recruitment: Internal Sources Organizational Databases Databases are records of employee-related information that all firms maintain routinely (HRIS) Also referred to as skills inventory or HR inventory Top-down approach as it considers only those employees who are shortlisted by the database meeting the job requirements Examples of Organizational database Infosys –Employees can look within their own firm instead of looking outside for a job change, with ‘Compass’ — a new digital platform rolled out by the technology giant — which allows them to mobilise available opportunities on career growth, learning and networks. Dubai Duty Free –We have an internal recruitment policy across our company and I am delighted that we currently have Filipinos in 61 different positions, including shopfloor sales assistants, cashiers, supervisors, beauty advisors, merchandisers, display artists to name a few, while 21 are in managerial roles.

10. Recruitment: Internal Sources ii. Job Posting and bidding It requires the management to publicize and notify the current or anticipated job openings in the firm and allows the current employees to bid (compete) for jobs they might be interested in

11. Recruitment: Internal Sources iii. Inside moonlighting Moonlighting refers to the practice of working a second job outside normal business hours.  A firm may encourage current non-salaried employees to accept additional work in return of some bonus, referred to as inside moonlighting Example of Moonlighting (Not Internal Moonlighting) Teachers Are Moonlighting As Instagram Influencers To Make Ends Meet -One teacher in Texas told BuzzFeed News she makes a $50,000 a year, but made over $200,000 in a year through Instagram.

12. Recruitment: Internal Sources iv. Informal methods Firm may ‘spread the word’ through grapevine about current or anticipated job vacancies within the firm If organization hire the employees without following the complete procedure of recruitment and selection then these methods will be called informal methods. For e.g. Word-of-mouth recruitment

13. Which internal source of recruitment can you associate the following pictures with?

14. Recruitment: External Sources

15. i ) Direct applications Potential candidates who apply for a vacancy without prompting from an organization Also referred to as ‘walk-ins’ Examples: Advertisements about job vacancies in print media, electronic media, radio etc Ascent in TOI, Careers in HT etc ICAR RECRUITMENT 2018: WALK-IN INTERVIEW ON 14, 15, AND 18 SEPTEMBER: All the candidates who wish to appear in the interview do not forget to carry a copy of well written Bio Data, Original mark sheets, two passport size photographs. Recruitment: External Sources

16. ii) Employee referrals and recommendations Candidates who are prompted to apply for a vacancy by someone within the organization. Examples Like most tech companies competing for talent in the Valley, Box used to give out lucrative bonuses for candidate referrals. They recently switched to giving out $500 in Bright Funds gift credit. Instead of seeing employee referrals dip, Box saw referrals “skyrocket”. More than a third of U.S. workers landed their current job via an employee referral. In a tight talent market, it’s tempting for organizations to rely even more heavily on employee referrals to fill open positions, but a new study from PayScale  shows that doing so could lead to pay inequities and a less-diverse workforce.

17. Advantages for employee referrals

18. iii) Professional association Several occupational groups, such as engineers, accountants, and medical professionals, form professional associations to share new knowledge in the field and disseminate news about different aspects of the profession. Such associations also advertise about job vacancies. Example: Engineering Council of India, All India Management Association Institute of Chartered Accountants, India The IndUS Entrepreneurs

19. iv) Employment agencies Job seekers register themselves at employment agencies. Organizations can access databases from them or take their services to acquire talent. They may be both Public and Private. Examples: Naukri.com; Monster.com; Shine.com Govt of Delhi District Employment Exchange LinkedIn (employment-oriented network)

20. v) Executive search firms Private employment agencies for senior or top-level managerial and professional talent only Focus more on person-organization or person-culture fit Firms charge a very high fee; Often leads to poaching Example: ABC Consultant in India – based in Delhi Pipal Tree Services – based in Mumbai Korn Ferry International – based in Mumbai, Delhi, Bengaluru

21. vi) Campus recruitment One of the most popular and most expensive methods of recruiting for entry-level professional and managerial jobs Requires continuous interaction and information exchange between the campus and the firm for about a year; selected for future recruitments Industry-academia partnership; recruitment from second-rung and third-rung institutes for humble people; EQ/LQ over IQ; Summer internships; PPT Successful recruiting experience refers to criteria such as the number of job offers made versus the number of job offers accepted; cost per hire; turnover of recently appointed graduates Example: GEHU has MOUs with various IT companies such as Infosys, Wipro, NIIT Tech, Accenture for imparting knowledge in special domains and niche areas of IT / CSE / ECE

22. New Approaches to Recruitment

23. i . Employer Branding In order to make themselves attractive to the best talent, the organizations do employer branding It is the intersection of principles of marketing and brand-building and the rigor of HR practices. Top companies give clear and consistent messages about themselves that translates into a strong pull on talents. It is something that makes you aspire for your ‘Dream Company’

24. Branding can be done through Strong advertisement attracting employees (Indian Army) Hosting industry events Through Social Media Engagement Most unique branding campaigns: Heineken, Foundation medicine, GE, Samuel Adams, Google Glassdoor  is one the fastest growing jobs and recruiting sites.  Glassdoor  holds a growing database of millions of company reviews, CEO approval ratings, salary reports, interview reviews and questions, benefits reviews, office photos and more.

25. ii. Special Events recruiting When a firm is new and is not likely to attract candidates or when there is a skills shortage, firms may resort to using special events for recruiting Scheduling open houses, organizing career fairs

26. iii. Contest Recruitment Firms combine HR strategy with a public relations (PR) strategy Google Code Jam Microsoft, Yahoo, Intel, UBS, Bloomberg, Motorola, and even the National Security Agency have used contests as recruiting mechanisms.  Easy; great source of ideas; cheap; global; less-biased

27. Recruitment Process of Codenation We run a coding challenge - CodeAgon , twice a year to shortlist candidates for the interviews . The first interview is designed to assess your coding prowess and problem solving skills . You are presented with some complex situations that need to be coded. The second interview is to assess the depth of your concepts and the initiatives you have undertaken . The third interview checks your ability to concretize a fuzzy problem statement into a solution . For example, if you had your own startup and had to build a solution like Google maps, how would you go about it? How would you build an auto-suggest tool on an e-commerce website? We expect you to understand the complications involved. It is expected of you to look at the problem in a more holistic manner and understand the intricacies in all aspects.

28. Some Latest approaches iv. Big Data Analytics: Many organizations are now using holistic approaches with integrated workforce planning and tech-enabled initiatives.  Recruiters have started  leveraging statistical models and predictive analytics to look beyond keywords and into semantic analytics for other content and also to evaluate a candidate's ‘fit’ including past hiring data, preferences on the successful candidates, salary levels, and other unique organizational metrics. v. Social media: Organizations are leveraging social media platforms to screen potential candidates. Big three of Social Media are Twitter, Facebook , LinkedIn

29. Stage 3: Searching Search begins Job vacancies are communicated

30. Stage IV. Screening Reviewing of resumes/CVs Conducting the test Identifying the candidates

31. Methods of Screening

32. Methods of Screening

33. Types of Interviews

34. Various types of tests Psychometric tests Physical tests Medical tests

35. Psychometric Tests

36. Psychometric Tests

37. Physical and Medical Test

38. Work Samples

39. If you are: You could include: Artist Photographs of your paintings, illustrations, sculptures, etc. Chef or baker Photographs of your culinary creations Dancer, actor, musician Video and/or audio recordings of your work Designer Photos of graphic, interior, or web design work Facilitator or trainer Copies of presentation or training materials, participant evaluations, and video recordings of your presentations Mechanic Pictures of auto restorations Multimedia specialist Copies of interactive programs you have created Photographer Prints of your photographs Public relations specialist Copies of press work and marketing plans as well as results event promotion Office support staff Brochures, reports, newsletters, spreadsheets, and other examples of work that you have completed Researcher Copies of research reports, peer reviews, technical documents, and articles in newspapers and professional journals as well as any awards received Sales person Graphs showing sales results Tailor or seamstress Pictures of the clothing that you have produced (and wear your own creations on the job interview) Teacher Copies of lesson plans, class projects, and assignments Writer Copies of blogs, newspapers, and journal articles as well as grant proposals, reports, marketing plans, etc.

40. Background Checks An employee background check is an audit of an individual’s business, criminal, work, or potentially money related records. Numerous businesses initiate background verification checks for fresh candidates as soon as they join. A few managers lead checks after they have recruited an employee.  Candidate History Criminal Records Credit Score Personal Background Professional License

41. Assessment Centers An assessment center uses a wide array of methods, including several interviews, work samples and simulations, and many kinds of paper-and-pencil tests of abilities and attitudes. Most assessment centers are similar in typically four areas:

42. An important thing to understand Person-job fit Person- organization or person-culture fit

43. Person-Job Fit Person-Organization Fit Hire for jobs Hire for organizations Individual behavior seen largely as a function of the person Individual behavior seen as a function of the situation Selection attempts to capitalize on individual differences; chooses individuals best suited to the job Individual can be molded for high performance through socialization after they are hired Job performance is a function of the fit between KSAs and job demands Job performance is a function of the fit between individual and organizational culture in addition to person-job fit Ignores characteristics of candidates that are irrelevant to immediate job requirements Goes beyond KSAs (knowledge, skills, attitude) to hire total people Essential for on-the-job success for jobs that demand specific technical skills and knowledge People perform best when they are in an intellectually stimulating environment More concerned with finding new employees Concerned with finding and retaining new employees Results in high quality products and services Results in high commitment, job satisfaction, lower absenteeism and turnover, and high performance