Recruitment and selection

helpfull for HR STUDENT

1. Recruitment & selection 1

2. GROUP MEMBERS Ankita Srivastava Ayushi Srivastava Hrishikesh Pandey Ravikant Shivam Singh Sonali Mishra 2

3. outline INTRODUCTION RECRUITMENT PURPOSE AND IMPORTANCE FACTOR AFFECTING RECRUITMENT SOURCE OF RECRUITMENT PROCESS OF RECRUITMENT METHOD OF RECRUITMNT 3

4. SELECTION SELECTION PROCESS BARRIER TO EFFECTIVE SELECTION DIFFERNCE BETWEEN RECRUITMENT & SELCTION 4

5. INTRODUCTION People are integral part of any organization today. No organization can run without its human resources. In highly complex and competitive situation, choice of right person at the right place has far reaching implications for an organization’s functioning. Employee well selected and well placed would not only contribute to the efficient running of the organization but offer significant potential for future replacement. 5

6. RECRUITMENT RECRUITMENT is a process of searching for prospective employees and stimulating them to apply for jobs of an Organization. - EDWIN B. FLIPPO Recruitment forms the first stage in the process which continues with selection and ceases with the placement of the candidates. - Kempner 6

7. PURPOSE & IMPORTANCE Determine the present and future requirement of the organization in conjunction with its personnel planning and job analysis activities. Increase the job pool of job candidates at minimum cost. Help increase the success rate of the selection process by reducing the number visibly under qualified or job application. 7

8. . Help reduce the probability that job applicants, once recruited selected, will leave the organization only after a short period of time. Meet the organizations legal and social obligation regarding the composition of its workforce. Being identifying and preparing potential job applicants who will be appropriate candidates. Increase organization individual effectiveness in the short term and long term. Evaluate the effectiveness of various recruiting technique and sources for all types of job applicants. 8

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10. FACTORS INFLUENCING RECRUITMENT There are a number of factors that affect recruitment. These are broadly classified into two categories: INTERNAL FACTORS EXTERNAL FACTORS 10

11. INTERNAL FACTORS The internal factors also called as “endogenous factors” are the factors within the organization that affect recruiting personnel in the organization. Internal forces i.e. the factors which can be controlled by organization are: RECRUITMENT POLICY SIZE OF ORGANISATION HUMAN RESOURCE PLANNING COST OF RECRUITMENT GROWTH AND EXPANSION 11

12. EXTERNAL FACTORS The external forces are the forces which cannot be controlled by the organization. The major external forces are: SUPPLY AND DEMAND LABOUR MARKET IMAGE/GOODWILL POLITICAL-SOCIAL-LEGAL ENVIRONMENT UNEMPLOYMENT RATE COMPETITORS 12

13. SOURCES OF RECRUITMENT The searching of suitable candidates and informing them about the openings in the enterprise is the most important aspect of recruitment process. There are several sources of recruitment and broadly classified into: INTERNAL SOURCE EXTERNAL SOURCE 13

14. Internal sources INTERNAL RECRUITMENT seeks applicants for positions from those who are currently employed. INTERNAL SOURCES include: PRESENT EMPLOYEE TRANSFER PROMOTION EMPLOYEE REFERRALS FORMER EMPLOYEES PREVIOUS APPLICANTS 14

15. EXTERNAL SOURCES EXTERNAL SOURCE far outnumber the internal sources. It includes: PROFESSION OR TRADE ASSOCIATIONS ADVERTISMENTS EMPLOYMENT EXCHANGES CAMPUS RECRUITMENT’ WALK-ins WRITE-ins & TALK-ins CONSULTANTS CONTRACTORS 15

16. CONTINUE... DISPLACED PERSONS RADIO AND TELEVISION ACQUISITIONS AND MERGERS COMPETITORS E- RECRUITING 16

17. INTERNAL vs. EXTERNAL SOURCES: ADVANTAGES & DISADVANTAGES INTERNAL SOURCE ADVANTAGES DISADVANTAGES It is less costly. It perpetuates the old concept of doing things. Candidates are already oriented towards company. It abets raiding. Organizations have better knowledge about the internal candidates. Candidates’ current work may be affected. Enhancement of employee morale and motivation. Politics play greater role. Good performance is rewarded. Morale problem for those not promoted. 17

18. CONTINUE… EXTERNAL SOURCES ADVANTAGE S DISADVANTAGES Benefits of new skills, new talents and new experiences to organizations. Better morale and motivation associated with internal recruiting is denied to the company. Compliance with reservation policy becomes easy. It is costly Scope for resentment, jealousies and heartburn are avoided. Chances of creeping in false positive and false negative errors. Adjustment of new employees to the organizational culture takes longer time. 18

19. Recruitment process “ Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time.” 19

20. 20 Personnel Planning Job Vacancies Job Analysis Recruitment Planning Numbers Types Strategy Development - Where - How - When Employee Requisition Searching Activation - Selling - Message - Media Applicant Population Applicant Pool Potential Hires Evaluation & Control Screening To Selection

21. 1. Job analysis Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data collected on a job. Job analysis consists of two parts : Job Description: A job description is a list that a person might use for general tasks, or functions, and responsibilities of a position. Job Specification:   Job Specification is a statement of the essential components of a job class including a summary of the work to be performed, primary duties and responsibilities, and the minimum qualifications and requirements necessary to perform the essential functions of the job .   21

22. 2. Recruitment Planning: The first step involved in the recruitment process is planning. Here, planning involves to draft a comprehensive job specification for the vacant position, outlining its major and minor responsibilities; the skills, experience and qualifications needed; grade and level of pay; starting date; whether temporary or permanent; and mention of special conditions, if any, attached to the job to be filled. 3. Strategy Development:   Once it is known how many with what qualifications of candidates are required, the next step involved in this regard is to devise a suitable strategy for recruiting the candidates in the organization. 22

23. 4. Searching : This step involves attracting job seekers to the organization. There are broadly two sources used to attract candidates. These are: Internal Sources External Sources 5 . Screening: Though some view screening as the starting point of selection, we have considered it as an integral part of recruitment. The reason being the selection process starts only after the applications have been screened and shortlisted. 23

24. 6. Evaluation & control Given the considerable cost involved in the recruitment process, its evaluation and control is, therefore, imperative.   The costs generally incurred in a recruitment process include : Salary of recruiters Cost of time spent for preparing job analysis, advertisement Administrative expenses Cost of outsourcing or overtime while vacancies remain unfilled Cost incurred in recruiting unsuitable candidates 24

25. METHOD OF RECRUITMENT Dunn and Stephen have broadly classified methods of recruitment into three categories : Direct Method Indirect Methods Third Party Methods 1. Direct Method : In this method, the representatives of the organization are sent to the potential candidates in the educational and training institutes. They establish contacts with the candidates seeking jobs.   25

26. 26 2. Indirect Methods : Indirect methods include advertisements in news papers, on the radio and television, in professional journals, technical magazines etc. This method is useful when: ( i ) Organization does not find suitable candidates to be promoted to fill up the higher posts (ii) When the organization wants to reach out to a vast territory, and (iii) When organization wants to fill up scientific, professional and technical posts. 3. Third Party Methods : These include the use of private employment agencies, management consultants, professional bodies/associations, employee referral/recommendations, voluntary organizations, trade unions, data banks, labor contractors etc., to establish contact with the job- seekers.

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29. SELECTION Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job. -STONE “Selection is the process in which candidates for employment are divided into two classes— those who are to be offered employment and those who are not”. - Dale Yodev 29

30. Selection process 30

31. 31 Environment Preliminary Interview Selection Test Employee Interview Reference & Background Analysis Selection Decision Physical Examination Job Offer Employment Contract Evaluation Rejected Applicants

32. 1. Environmental factors – Selection is influenced by several factors. More prominent among them are supply and demand of specific skills in the labor market, unemployment rate, legal & political consideration etc. 2. Preliminary Interview – The applications received from job seekers would be subject to security so as to estimate unqualified applicants, this is usually followed by preliminary interview. 3. Selection Test – Job seekers who pass the screening and the preliminary interview are called for tests. Generally, tests are used to determine the applicant’s ability, aptitude & personality. 4 . Employment Interview – The next step in the selection process is employment interview. An interview is conducted at the beginning and at the end of the selection process. 32

33. 5. Reference & Background Analysis – Many employers request names, addresses and telephone number or references for the purpose of verifying information and perhaps, gaining additional background information on an applicant. 6. Selection Decision – After obtaining information through the preceding steps, selection decision – the most critical of all the steps, must be made. 7 . Physical Examination – After the selection decision and before the job offer is made, the candidate is required to undergo a physical fitness test. 33

34. 8. Job Offer – The next step in the selection process is job offer to those applicants who have crossed all the previous hurdles. Job offer is made through a letter of appointment. 9. Contracts of Employment – After the job offer have been made and the candidates accept the offer, certain documents need to be executed by the employers and the candidates. 10. Evaluation of Selection Program – The broad test of the effectiveness of the selection process is the quality of the personnel hired. A firm must have competent and committed personnel. 34

35. BARRIER OF SELCTION The main objective of selection is to hire people having competence and commitment. This objective is often defeated because of certain barriers. The impediments to effective selection of people at work can be explained as under: INEFFECTIVE RECRUITMENT PERCEPTION STEREOTYPING GENDER ISSUE AGE /RACE ISSUE 35

36. CONTINUE… HALO EFFECT QUOTA FAIRNESS VALIDITY RELIABLITY PRESSURE NEPOTISM/ FAVORISM COST AND TIME 36

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38. Difference between Recruitment & Selection Basis Recruitment SELECTION MEANING It is an activity of establishing contact between employers & applicants. It is a process of picking up more competent and suitable employees. OBJECTIVE It encourages large number of candidates for a job. It attempts at rejecting unsuitable candidates. PROCESS It is a simple process. It is a complicated process. HURDLES The candidates have not to cross over many hurdles. Many hurdles have to be crossed. ECONOMY It is an economical method. It is an expensive method. APPROACH It is a positive approach. It is a negative approach. 38

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