Attracting and selecting Human Resources

How to attract and select Human Resources

1. ATTRACTING & SELECTING HUMAN RESOURCE PREPARED BY: ANUSHI SINGHLA (76) AMAN YADAV (70) JUHI TRIPATHI (91) SHUBHAM BHATLA (117)

2. ATTRACTING & SELECTING HUMAN RESOURCE

3. BUSINESS OBJECTIVES HR PLANNING JOB SPECIFICATION JOB DESCRIPTION

4. RECRUITMENT PROCESS JOB SPEC VERIFY SHORTLIST SELECT CLIENT INTERVIEW REFERENCE ASSESS INTERVIEW SCREEN SOURCE

5. RECRUITMENT STRATEGIES INTERNAL SOURCES OUTSIDE SOURCES

6. INTERNAL SOURCES Hiring from within the organization SAVES TIME AND MONEY REDUCES TRAINING TIME IMPROVES PRODUCTIVITY IMPROVES MORALE FACILITATES SUCCESSION PLANNING JOB POSTING EVALUATION OF INTERNAL RECRUITMENT

7. EXTERNAL SOURCES INFORMAL RECRUITING & HIDDEN JOB MARKET RECRUITING VIA INTERNET DIGITAL & SOCIAL MEDIA EMPLOYMENT AGENCIES TEMPORARY WORKERS & ALTERNATIVE STAFFING COLLEGE RECRUITING REFERRALS & WALK-INS

8. SKILL, KNOWLEDGE, TALENT AVAILABLE SELECTION WITHOUT ANY RESERVATIONS COST CAN BE MINIMISED AS THE PAY SCALE IS MINIMUM EXPERTISE FROM ANOTHER ORGANIZATION MULTI CULTURAL & DIFFERENT BACKGROUND LATEST, KNOWLEDGE OR SKILLS AND INNOVATION QUALITATIVE HUMAN RESOURCE AS A LONG RUN BENEFIT

9. Selection of Human Resource Selection is the process of finding out the most suitable candidate for the job out of the candidates attracted ( Recruited) Selection Process is a series of specific steps used to decide which recruits should be hired. The process begins when recruits apply for employment and ends with the hiring decision.

10. Steps in Selection Process Preliminary Interview Receiving Applications Medical Examination Employment Interview Employment Tests Screening Applications Checking References Final Selection

11. Selection Interview Questions General Questions What are your strengths and Weaknesses? Why do you leave your last job? Why should we hire you? What is most important to you in job? What questions do you have for me? Questions about motivations What have you done that shows inititative ? What career objectives have been met? How do you measure success? What rewards mean most to you? What projects make you excited?

12. Selection Interview Questions Working with others What kind of people do you like to work with? Tell me about a conflict with a fellow co-worker- How was it resolved? Describe your management style. How do others see you? What three words describe you? Problem Solving What is the most creative work-related idea you have had? Describe a difficult problem you faced and solved. What approach to problem-solving works best for you? Describe a sale you could not make and explain why.

13. Selection Interview Questions Integrity indicators Tell me about a time you were not honest. How would you react if you were asked to do something unethical? If you saw a co-worker doing something dishonest , what would you do? When did you last break a rule? When I call your previous employer, what will they say about you?

14. RECRUITMENT TECHNIQUES Recruitment technique are the means by which management contacts prospective employees or provides necessary information or exchanges ideas in order to stimulate them to apply for the jobs

15. RECRUITMENT TECHNIQUES Traditional Promotions Transfers Advertising

16. Modern Scouting (sending representation to organisation to various sources of recruitment with a view to stimulate) Salary and perks ( high salary , quick promotions n more perks) ESOPs (stimulate by offering stock ownership)

17. FACTORS AFFECTING RECRUITMENT Internal factors Company’s pay package Quality of work life Organizational culture Career planning and growth Company’s size. Company’s prduct /service Geographical spread of the company’s operations Company’s growth rate Role of trade union Cost of recruitment

18. External factors Socio economic factors Supply and demand factor Employment rate Labour market conditions Political legal and government factors like reservation for SC/ST/OBC and sons of soil. Information system like employment exchanges / tele- recruitment like internet.

19. A Case Study on Recruitment & Selection- The HR aspect in Retail OBJECTIVE: The objective of the research is to emphasize the importance of the Recruitment and Selection function. After this, we need to understand the process it follows and find a best possible solution to meet the challenges of this process.

20. METHODOLOGY: The Research Methodology is based on primary data made available by an in-depth interview at a Retail Store. Also secondary data is carried out through various web-site portals, books and e-articles. The assimilation of the information is used to suggest ways and means to face the arising challenges of the Recruitment and selection function.

21. FINDINGS: RETAIL STORE #1: COMPANY PROFILE: Essar are the leading players in Steel, Oil & Gas, Power, Communications, Shipping Ports & Logistics, Construction and Minerals. They have operations in 20 countries. They employ 60,000 people with a market of US$ 15 billion. Essar continues to expand with focus on markets in Asia, Africa, Europe, America and Australia. It is a low cost manufacturer with high quality products and innovative customer offerings.

22. Essar mission: We are committed to innovative growth, through our personal passion, reinforced by a professional mindset , creating value for all those we touch. Essar spirit: It has changed significantly and continues to evolve and to keep pace with the changing times.

23. Vodafone-Essar is a joint venture of Essar Communication Holdings Ltd. It is India’s largest cellular service companies with over 100 million telecom subscribers in India and Kenya. It has a majority stake in the telecom assets of the Dhabi Group in Uganda and the Republic of Congo. The Mobile Store has its CEO as Mr. Srikant Gokhale with the Essar Group venture. It is the first countrywide chain of telecom retail outlet. It offers a world class shopping environment, with state of the art technology. It currently runs 1,300 outlets branded “the MobileStore ” and has the vision to have over 2500 outlets across 650 cities in next 2 years.

24. It is a one stop mobile solution shop that provides, multi brand handsets, accessories, connections, repairs, VAS etc. Its outlets are in three formats: Large - 1000-1500 square feet, Medium- 800-1000 square feet and Corner-150-200 square feet, with smaller formats located primarily in large malls.

25. It offers the widest and most comprehensive range of mobile phones with special offers from all the key brands available across the globe. It has undertaken an extensive training program to equip all its employees with in-depth knowledge of the products and brands available at the store, thereby allowing them to provide the right kind of guidance to the customer. All major handset brands like Nokia, Sony Ericsson, LG, Samsung, Motorola, Fly, Sagem , HP, iMate , Dopod , HTC and Blackberry are available at the store. It has also tied up with all leading operators like Airtel, Vodafone, BPL, Idea, MTNL/BSNL and Reliance, Tata Indicom .

26. The HR department carries out the main functions of recruitment, selection, induction, performance appraisal, compensation management and other work related to HR policies and grievances. The Sources of Recruitment at the ‘Mobile Store’ is explained in Fig. 1 as follows: The Manpower Requirements are done city-wise with time-lines for store deployment and salary & designation to be offered. The different sourcing avenues include consultants, campus placements, referrals, portals, advertisements and walk-ins.

27. Sr. No. Recruitment Challenges Recruitment Solutions 1 To exclude poor applicants to avoid counter-productive work. By including applicants with promising potentials. 2 The recruitment policies, sources & methods have to be evaluated from time to time. Successful recruitment program shows good number of successful placements, number of offers made, and number of applicants, Cost involved and time taken for filling up the position. 3 To bring in more effectiveness in the recruitment process Uses methods like Video conference for following reasons of time savings, faster decision making, cost savings in candidate travel, lodging, etc. and an opportunity to meet the candidates before narrowing the list CONCLUSIONS: Thus we are faced with the following Recruitment and Selection challenges and their solutions:

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