RECRUITMENT AND SELECTION

Meaning of Recruitment and Selection, Meaning of Interviews , Types of Interviews, Do's and Don'ts of Interviews

1. CONCEPT OF RECRUITMENT

2. TWO GATEWAYS FOR A SUCCESSFUL JOB CAREER

3. WHO INITIATES THE RECRUITMENT PROCESS: THE HUMAN RESOURCE DEPARTMENT

4. Recruitment- HR Department Process of locating prospective employees and stimulate people to join the organization The main aim of recruitment is to identify probable applicants and invite them to apply for the vacant position . Its just a call for the applicants in general and it proceeds with a selection. That means it comes before the selection process. Recruitment provides candidates for selection .

5. The Whole Recruitment Process Identifying the jobs vacancy, Analysing the job requirements Finding and attracting the potential resources Assessment of the abilities and attitude, required for achieving the objectives of an organization. Reviewing applications, Screening shortlisting and S electing the right candidate

6. Sources of Recruitment Internal & External Sources Internal (Within Organization ) Promotions Transfers Former Employees Internal Advertisements (Job Posting) Employee Referrals Reinstatement External (Outside Organization ) Direct Recruitment Employment Exchanges/Agencies Advertisements Professional Associations Campus Recruitment Word of Mouth Online Recruiters – Naukri , Indeed..

7. SELECTION

8. SELECTION IS THE PICKING UP OF THE RIGHT CANDIDATE FROM ALL APPLICANTS

9. BASIS OF SELECTION EXPERIENCE REMUNERATION SKILLS KNOWLEDGE/ QUALIFICATION REQUIREMENTS ROLE EXPERTISE

10. Selection Selection is the process of selecting a qualified who can deliver valuable contributions to the organization. Pick up the best candidate for the job and reject the rest. It is a negative process,

11. An Overview of Recruitment Process 1. JOB ANALYSIS It Includes a) Building a job description –Title , Roles and Responsibilities b) Defining Minimum qualification c) Decide on the salary range d) Set the Job location e) Identify Skill sets

12. 2. SOURCING OF TALENT This is the stage where the organization will let it be known to everyone that there is an open position, and that they are looking for someone to fill it up. The most common public platforms they are using are Word of mouth Campus Recruitment Commercial advertisements Employment exchanges Consultancy Agencies Websites Newspapers

13. 3. SCREENING OF APPLICANTS Before recruiters even select which candidates to interview, they conduct what are referred to as initial screening sessions. These are often conducted over the phone or online . Many recruiters weed out 50% of candidates during the initial screening  process

14. 4. FINALIZATION OF THE JOB OFFER THE LAST STEP IN THE RECRUITMENT AND SELECTION PROCESS SELECTION OF THE BEST CANDIDATE OUT OF THE POOL OF APPLICANTS. OFFER LETTER COMMUNICATION OF ACCEPTANCE/ DECLINE OF THE OFFER BY THE APPLICANT INITIAL FORMALITIES AND PAPER WORK INDUCTION

15. INTERVIEWS

16. Interview?? Interview means a conversation between interviewer and interviewee aimed at assessing the potentialities for a job. It is a two way communication between the candidate and the interviewer. An interview is an attempt to secure maximum amount of information from the candidate concerning his suitability for the job under consideration

17. An interview may be defined as a systematic and scientific process used in the employee selection which helps to acquire needed information with regard to the candidate’s capabilities and his interest, aptitude and knowledge required for the job and also to provide him the requisite information about the concerned organisation through face-to-face communication ,

18. TYPES OF INTERVIEWS

19. 1. Preliminary Interview 2 . Patterned, Structured or Guided Interview 3 . Unstructured or Unguided Interview 4 . Depth Interview 5 . Stress Interview 6 . Group Interview 7. Panel or Board Interview 8 . Formal Interview 9 . Informal Interview 10 . online interview 11 . Video, Computer and Telephonic Interview 12. Exit Interview.

20. Patterned, Structured or Guided Interview : Under this type of interview a list of questions to be asked by the interviewer is prepared in advance on the basis of job specification, and to secure information from the candidate. The questions would be asked in a particular order with very little deviation, ideal and standard answers to the set questions are also determined in advance.

21. Preliminary Interview: The main purpose of this type of interview is fact-finding and not awarding a judgment. This interview is conducted as the first step of selection process. Its purpose is to eliminate totally unsuitable candidates in the very beginning of selection process .

22. Unstructured or Unguided Interview : It is an unstructured and non-planned interview. Therefore it is called as “non-directed interview” also. It is designed to let the interviewee speak his mind freely. The idea is to give candidate complete freedom to sell himself without the encumbrances of the interviewer’s questions.

23. Stress Interview: Under this type of interview the strain is put on the candidate deliberately. It is designed to test the candidate and his conduct and behaviour by putting him under conditions of stress and strain, Usually the interviewer in such a stress circumstances

24.   Group Interview : It is also called as Discussion Interview. In this type of interview, groups rather than individuals are interviewed .. Group interview is generally conducted in a situation where leadership ability is to be observed .

25. Panel or Board Interview In panel or board interview, candidate is screened by a group of interviewers who are specialists in their respective fields They jointly evaluate the performance of the candidate

26.   Formal Interview: Formal interview may be held in the employment department by the employment officer in a more formal atmosphere with the help of pre-planned questions and schedule, with predetermined procedures and practices. It may also be called as “planned Interview ”.

27. Informal or Impromptu Interviews : This interview commonly occurs when employers are approached directly and tends to be very informal and unstructured.

28. Walk-in Here candidates are to appear for interview directly without sending their application in advance. At the time of interview candidates are asked to submit application and testimonials in support of their qualification.

29. Telephone Interviews : These types of interviews refer to formal conversations over the telephone with regard to gaining information about the interests and skills, experiences and qualities of the interviewee over a phone call.

30. Online interviews An online interview is an online research method conducted using computer-mediated communication (CMC ),  such as instant messaging, email, or video.

31. Depth or Action Interview This interview studies the interviewee deeply, his beliefs, values, PERSONAL DETAILS, EMOTIONAL QUOTIENT, ATTITUDE, interests, etc .

32. Group Discussion Interview Groups are interviewed in this interview, not the individuals. A situation is given to the teams for group discussion without telling the traits which would be tested. MEMBERS ARE TESTED FOR THEIR TEAM SPIRIT, COMMUNICATION SKILLS AND CRITIQUE

33.   Exit Interview The exit interview is generally conducted at the time when an employee is leaving the business organisation.

34. WHAT DO YOU NEED TO DO IN AN INTERVIEW 1. RESEARCH THE COMPANY

35. Avoid junky/funky styles Avoid dazzling colors Minimal jewelry Comfortable attire Avoid too tight or too loose outfits Avoid purposeful wardrobe malfunction :) 2. DRESS APPROPRIATELY

36. 3 . BE PUNCTUAL

37. 4. BRING EXTRA CVS

38. 5. BE POLITE , MAKE EYE CONTACT & PROVIDE A FIRM HANDSHAKE

39. 6. SHOW ENTHUSIASM

40. 7. OUTLINE YOUR ACHIEVEMENTS 8. AVOID MILLENIAL LANGUAGE

41. 9. ASK QUESTIONS 10. SAY THANK YOU

42. RIGHT ATTITUDE

43. WHAT YOU SHOULDN’T DO IN AN INTERVIEW……….. DON’T BE NEGATIVE

44. AVOID SLANGS

45. NEVER FAKE IT

46. NO GUESSING GAMES

47. CHILL….NOT AN INTERROGATION CHILLAX!!!!!!!!

48. MUTE YOUR CELL PHONE

49. DON’T FREEZE UP

50. OVER CONFIDENCE CAN BE A SPOILER

51. DON’T SLOUCH, FIDGET, OR YAWN

52. DON’T TALK TOO MUCH

53. DON’T TELL LIES

54. DON’T TALK ABOUT SALARY UNLESS ASKED

55. BEWARE OF FACIAL EXPRESSIONS AND GESTURES

56. BE ORGANISED