Recruitment & Selection

Human Resources - Recruitment and selection for BBA / MBA

1. HUMAN RESOURCE MANAGEMENT Mrinalini Arora Faculty-Management RECRUITMENT AND SELECTION

2. About Recruitment If hiring people is the long term business objective of the organization.

3. Reasons for Recruitment Business expansion Increasing sales of existing products Developing new products Entering new markets • Employee exit To work with competitors or other local employers Due to retirement, sick leave, maternity leave • Business needs employees with new skills • Business is relocating – and not all of existing workforce want to move to new location

4. Meaning of Recruitment OR The process of generating a pool of qualified candidates for a particular job The process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications, to apply for jobs within an organization.

5. Recruitment Goals

6. Recruitment is a two way phenomenon RECRUITMENT Organization is looking for a qualified applicants Applicants are looking for the potential employment opportunities

7. Recruitment is a strategic decision

8. Recruitment strategy

9. Recruitment strategy Promotion from within Promotion from within is a motivation tool and reward for good work and longevity with the organization. Problem with promoting within – It leaves a staffing gap and there is still a position to be filled. Advantage of promotion is that the promoted employee speedily transitions into the new role. Disadvantage is the organization loses on the chance of creativity and new ideas that come from a new person. Higher level jobs are more likely to be filled by promotion than lower-level jobs.

10. Three steps of Recruitment

11. Stages of Recruitment Process Preparation Identifying what jobs need filling Identifying what is the role and job specification Finding suitable candidates – through advertising encouraging employees to apply for job External sources Internal sources Selection – Processes to choose best person for job Job offer Introducing selected candidate to business

12. Sources of Recruitment

13. Sources of Recruitment A INTERNAL SOURCES 1 Internal Job Postings 2 Promotions and Transfers 3 Employee Referral 4 Re-recruiting former employees 5 Internal recruiting database

14. Sources of Recruitment - Internal Advantages Disadvantages 1.Increases the morale of promotee 1. Inbreeding 2. Lower recruitment c ost 2.“Political” infighting for promotions 3. Causes a succession of promotions 3. Need for management development program 4. Have to hire only at entry level

15. 1. Internal job posting Job posting is the procedure to inform employees that job openings exist. Posting jobs Intranet Notice Boards E-mail Newsletter

16. 2. Employee Referral Encourage existing employees to refer new employees. Win-win situation for the organization who gets a successful new hire, the new employee who gets a new job and for the referring employee who earns a referral bonus. Downside of employee referral – It may generate applicant pool but does not bring Diversity.

17. Sources of Recruitment B EXTERNAL SOURCES 1 Campus hiring – Colleges, B-School, Universities 2 Media Sources, internet recruitment 3 Recruitment consultants

18. Sources of Recruitment - External Advantages Disadvantages New “blood” brings new perspectives May not select someone who will “fit” the job or organization It is faster than training the in-house employee for higher role May cause morale problems for internal employees Recruitment through consultants is a time saving deal Longer “adjustment” or orientation time

19. Campus Internships An internship is an arrangement in which the student is placed temporarily in a position with no obligation to the student or the organization to make position permanent. Enables the student to learn about the organization and try out the job before settling into a career. Also enables the organization to try out a possible future employee before making a job offer.

20. Recruitment consultants A recruitment consultant works to provide a link between the employer and employee. Executive search firms specialize in recruitment of associate, middle to senior level jobs Staffing companies recruit entry level jobs Consultants generate a pool of applicants and screen the qualified viz unqualified candidates Consultants charge recruitment fee( % of the position’s annual CTC) Consultants specialize in particular industries – E.g. IT, financial services, Retail, Real estate, Healthcare

21. Internal Recruitment team Large organizations hire dedicated in-house Recruiters Talent Acquisition team generate qualified candidates for open positions. In-house recruiters represent the organization’s image when interacting with the applicant.

22. Media sources Classified in news papers Online application on company’s website - Careers section Job portals

23. Sources of Recruitment – Internet Recruitment Advantages Disadvantages Cost savings More unqualified applicants It is easy and quick to post an Ad Additional work for HR staff members Expanded pool of applicants Many applicants are not seriously seeking employment

24. Recruiting evaluation

25. Recruiting evaluation

26. Using yield ratio to determine needed applicants e.g. 300 applicants 100 Final Interviews 50 offer letters 25 hires Initial Contacts/Final Interview (Yield ratio = 3:1) Final Interview/Offers (Yield ratio = 2:1) Offers/Hires (Yield ratio = 2:1 )

27. What to consider when Advertising Job category – Senior mgmt. jobs merit advertisement in the national newspapers and/or specialist management magazines Semi-skilled jobs need only be advertised locally to attract sufficient good quality candidates Cost of advertising National newspapers and television cost significantly more than local newspapers Readership and circulation – How many relevant people does the medium reach? Frequency – How often does the business want to advertise the post?

28. Contents of a Job Advertisement Details of the business (name, brand, location, business activities) Job details (title, main duties) Job conditions (special factors like travel) Experience / qualifications required Rewards (financial and non- financial) Application process (how to apply, submission date)

29. Job Advertisement sample

30. Advantages of a Job application viz a viz a CV An application form forces candidates to answer same questions and provide information in a consistent format CV’s often come in many different formats, with key information either missing or presented in different ways Encourages the applicant to consider the specific needs of the employer – e.g. respond to questions relevant to the employer More likely to get up-to-date information from the applicant

31. Gender Diversity Recruitment Workplace diversity has become a hot button issue and top priority for recruitment departments. Two main categories of Diversity Inherent diversity – characteristics like age, race, sex Acquired diversity - factors such as education, experience, values, skills and knowledge. For a diverse workforce the recruitment team must ensure they use recruiting methods that generate applications from a variety of individuals. Gender diversity – Female Talent

32. Selection

33. Meaning of Selection OR The Process of making a “Hire” or “No Hire” decision regarding each applicant for a job. SELECTION is the process of choosing from a group of applicants the individual best suited for a particular position and for the organization

34. Basic selection criterion

35. Selection process

36. Recruitment and selection process flow (Accenture)

37. Selection strategies

38. Selection test Any instrument used to make a decision about a potential employee. Selection tests are used to identify applicant skills that cannot be determined in an interview process. A variety of testing methods applicants are rated on their aptitude, personality, abilities, integrity and motivation.

39. Step 1. Testing

40. Step 2: Information gathering

41. Contents of a job application form Personal details Education qualifications Employment history Reason for applying for job Names of referees

42. Resume’ A written document 1-2 pages Designed by the job applicant Covers similar ground as job application

43. Step 3: Interviewing The most frequently used selection method. Interviewing occurs when applicants respond to questions posed by an interviewer Chance for the interviewer to meet applicant face to face (except web conferencing) Can obtain much more information on: – What person is like – Whether they are suitable for job – Whether they will fit into the organization Interview is also an important for the candidate – Obtain information about job – Assess the working culture of a possible new employer

44. Information to obtain during a Recruitment Interview By the employer : Information that cannot be obtained on paper from a CV or application form Conversational ability- often known as people skills Natural enthusiasm or manner of applicant See how applicant reacts under pressure • By the employee Whether job or business is right for them What is culture of company like What are exact details of job that may be omitted from job description

45. Types of Interviews

46. Structured interviews A list of predetermined questions. All applicants are asked the same set questions. There are two types of structured interviews. In which the interviewer asks questions about what the applicant would do in a particular job problem. In which the questions focus on the applicant’s behavior in past situations.

47. Unstructured interviews Here the interviewer asks questions that are not planned in advance. It involves open ended questions , “tell me about the work you do in the field” More of casual conversations and have little predictive ability in the hiring process.

48. Team Interviewing Multiple interviewers represent collaborative selection decision. Helps the new hire to be quickly accepted by the team who participated in choosing the new team member. Downside is the logistics of conducting the team interviewing.

49. Ways how Startups are changing the Interview process Startup Interview process Description Urban Ladder Online furniture curator ‘Cumbersome’ Interview Process + Airport test 45 min. screening phone call (assessing communication skills, career plan, basic fit, past experiences) ‘Airport test’ To gauge if the candidates can hold an conversation if they are stranded on an airport for 2 hours. The interviewer asks people to talk about their hobbies and say what they are passionate about. Rajiv Srivastava COO, co-founder In Urban ladder we are trying to do something that was not done before, selling furniture online. So the fundamental process of hiring is potential over performance and we need a rigorous process to spot talent.

50. Ways how Startups are changing the Interview process Startup Interview process Description Ibibo Online travel organization Multi level Interviews + Interview feedback + Interview with the CEO Ibibo has 400 employees, group founder approves every single hiring. For middle level positions – there are three interview rounds and for senior level positions – there are five interview rounds. The interviewer shares a feedback, i.e. rates the candidates and has to write a short essay Group founder Ashish Kashyap - The close involvement in Ibibo is to maintain that we hire people that culturally the company philosophy .

51. Ways how Startups are changing the Interview process Startup Interview process Description Paytm E-commerce platform Online coding competition for engineers + Mgmt. Direct experience To recruit engineering graduates from remote areas coding competitions are held online eliminating place for test centers. The shortlisted candidates work from office for a few days. The seniors get to test the working conditions of the employee and ensure right candidate is selected. Vijay Shekhar Sharnma , CEO, Founder “Students get to crack the code sitting in Shillong and Guwahati and they save on the hiring cost incurred for travelling. “

52. Reference check References are written character statements from people who know the applicant well A chance to learn more about the strengths and weaknesses of an applicant Get to know candidate’s past traits that may have been missed e.g. Criminal background checks, credit checks and Internet searches

53. Making the Job Offer A job offer may be extended by phone, letter or in person The job offer is handled by the HR department where salary and benefits are discussed

54. EVALUATING RECRUITMENT AND SELECTION PROCESS Some meaningful questions, Statistical information on recruitment and hiring processes Were your methods cost-effective? Did your recruitment generate a large enough applicant pool to make a good selection decision? How long did it take to fill the position? What about turnover? Do your new employees stay with the organization?

55. Thanks