Introduction

Recruitment

Recruitment refers to the process of finding possible candidates

for a job or function, usually undertaken by recruiters. It also may
be undertaken by an employment agency or a member of staff at
the business or organization looking for recruits. Advertising is
commonly part of the recruiting process, and can occur through
several means: through online, newspapers, using newspaper
dedicated to job advertisement, through professional publication,
using advertisements placed in windows, through a job center,
through campus graduate recruitment programs, etc.

Suitability for a job is typically assessed by looking for skills, e.g.

communication skills, typing skills, computer skills. Evidence for
skills required for a job may be provided in the form of
qualifications (educational or professional), experience in a job
requiring the relevant skills or the testimony of references.
Employment agencies may also give computerized tests to assess
an individual's "off-hand" knowledge of software packages or
typing skills. At a more basic level written tests may be given to
assess numeric and literacy. A candidate may also be assessed on

the basis of an interview. Sometimes candidates will be requested

to provide a rsum (also known as a CV) or to complete an
application form to provide this evidence.

Job Analysis
It is the process of examining the content of the job by collecting job related
information. Such information helps in the preparation of job description and Job
specification
JOB ANALYSIS
Job Description

Job Specification

Job Description
A statement containing items like
Job title
Location
Job summary
Duties
Machines ,tools ,Equipment
Materials & forms used Supervision given or received
Working conditions

Job Specification
A statement of human qualifications necessary to do the job .
Education
Experience training
Initiative
Physical effort
Responsibilities
Communication Skills
Emotional characteristics

Use Of A Job Analysis

Job Evaluation
It is the process of analysing and assessing the various jobs systematically to
ascertain their relative worth in an organization
It is the jobs that are being rated not the job holders
It is to establish the salary differentials

Recruitment & Selection

INTRODUCTION
Recruitment and Selection are two processes within a function.
RECRUITMENT refers to the processes followed by organisations when they
wish to attract applicants for vacant or new positions.
It is the process of attracting and obtaining as many applications as many as
possible from eligible job seekers
SELECTION follows the recruiting process with the appointment of the most
suited applicant to the position.
This involves:
Reviewing the applications, short listing the candidates ,interviewing them,
appointing and orienting the candidates.

Factors That Affect Recruitment

External Forces
Supply & demand
Unemployment rate
Labour market
Political legal
Companys image
Internal forces
Recruitment policy
HRP
Size of the firm
Cost
Growth and expansion

The Recruitment Process- Stages

1. Personnel planning
2. Strategy development
3. Searching
4. Screening
5. Evaluation and control

1. Personnel Planning for Recruitment

Identify Job vacancies
Job Analysis
Job Qualifications
Job Description
Recruitment planning Objectives
Numbers
Types
2. Recruitment & Selection strategy
Where ? How ? When ?
Searching
Screening
Evaluation and control

Internal Assessment Of The Organizational Workforce

Auditing Jobs and Skills
What jobs exist now?

 How many individuals are performing each job?

How essential is each job?
What jobs will be needed to implement future organizational strategies?
What are the characteristics of anticipated jobs?

The Recruitment Process

Locating Prospective Candidates
Internal Sources

 External Sources
Locating Prospective Candidates
Internal Sources
Employee Referral Programs
Present employees
Rehiring former employees
Succession planning
External Sources
Advertisements
Private Employment Agencies
Colleges and Universities
Job Fairs
Professional Societies
Executive recruiters /Head hunters
Referrals and walkins

Screening
Remove applicants who are visibly unqualified for the job
Is the fist step to selection

Evaluation & Control

Ensuring whether the recruitment methods used are valid and cost effective
Payment to recruiters
Managerial time spent
Cost of advertisements and supporting literature
Administrative cost

Skills Recruiters Want

Ability to work in a team
Analytical and problem solving skills

 Communication and other soft skills

Creativity and resourcefulness
Leadership potential
General management skills
Entrepreneurial skills

Selection
It is the process from preliminary interview to contract of employment

 It is the process of differentiating between applicants in order to identify and hire

those with a greater likelihood of success in a job

The selection stages

Preliminary interview
Selection tests
Employment interviews
Reference checks
Selection decision
Physical examination
Job offer
Employment contract
Evaluation

The Selection Process

Initial Screening of Resumes and Applications

 Screening interview
Application blanks
WABs- Weighted Application Blanks
Interview the candidate
Interview Guide
Initial Interview
Intensive Interview

Interview
There are several types of interview styles which include:

 One to one interviews, Panel interviews,

Serial interviews,
Telephone interviews, and
Video conferencing.
The interview can either be formal, with a rigid structure or semi-structured or
unstructured.
Assessment Centers
A set of well-defined procedures utilizing multiple techniques & exercises for
the purpose of employee selection or development
Leaderless group discussion,
business game simulations,
Presentations
Role-playing
In basket exercises
Testing
Tests are standardized ,objective measure of a persons behavior ,performance or
attitude

Sample Test

Measuring Personality and Interests

Personality tests
Tests that use projective techniques and trait inventories to measure basic aspects
of an applicants personality, such as introversion, stability, and motivation.
MBTI personality test
Thomas profiling
EQ tests
Thematic Apperception Tests
Types of tests
Specialized work sample tests
Numerical ability tests
Reading comprehension tests
Clerical comparing and checking tests
Online tests
Telephone prescreening
Offline computer tests
Online problem solving tests

 Tests of cognitive abilities

Intelligence Tests
Tests of general intellectual abilities that measure a range of abilities, including
memory, vocabulary, verbal fluency, and numerical ability.
Aptitude tests
Tests that measure specific mental abilities, such as inductive and deductive
reasoning, verbal comprehension, memory, and numerical ability.
Tests of motor abilities
Tests that measure motor abilities, such as finger dexterity, manual dexterity, and
reaction time.
Tests of physical abilities
Tests that measure static strength, dynamic strength, body coordination, and
stamina.
Reasons for investigations and checks
To verify factual information provided by applicants.
To uncover damaging information.

 Investigations and checks

Reference checks
Background employment checks
Criminal records
Driving records
Credit checks

Background Investigations and Sources of information for background

checks:
Former employers
Current supervisors
Commercial credit rating companies
Written references

Reference Checking Form

(Verify that the applicant has provided permission before conducting reference
checks
Candidate Name:
Reference Name:

Company Name:

Dates of Employment: (From: and To:)

Position(s) Held:

Salary History:

Reason for Leaving:

Explain the reason for your call and verify the above information with the
supervisor (including the reason for leaving)
1. Please describe the type of work for which the candidate was responsible.
2. How would you describe the applicants relationships with coworkers,
subordinates (if applicable), and with superiors?
3. Did the candidate have a positive or negative work attitude? Please elaborate
4. How would you describe the quantity and quality of output generated by the
former employee?
5. What were his/her strengths on the job?
6. What were his/her weaknesses on the job?
7. What is your overall assessment of the candidate?
8. Would you recommend him/her for this position? Why or why not?

9. Would this individual be eligible for rehire? Why or why not?

Other comments?

Hiring decision
The final decision of hiring is taken at this stage after
considering the information through different techniques
discussed earlier
The decision to hire or reject is taken and intimated
Appointment order is sent to the successful candidates

Recruitment & Selection

Major Considerations :
Taking enough time in the preliminary stages to ensure that the
best candidate is employed.
Being fully aware of the duties and responsibilities of the job
before selecting an applicant.
The decision should be more than a gut feeling.
Be aware of changes that may have occurred with the job, or
the skill requirements of the recruit.

Placement

 After selection candidate needs to be placed on a suitable job

It is the actual posting of an employee to a specific job
Assigning a specific rank and responsibility to an employee
The placement decisions are taken by the line manager after
matching the requirements of a job with the qualifications of the
candidate

Induction/orientation

 This is the task of introducing the new employees to the

organization and its policies , procedures and rules
It serves the following purpose
Removes fears
Creates a good impression
Providing information

Induction program- content

1. Organisational issues
History of the company
Name and title of key executives
Overview of production process and products
Company policies and procedures
Disciplinary procedures
Employee manual
2. Employee benefits
Pay scales and pay days, vacations and holidays
Training avenues
Counseling
Insurance ,medical, recreation, retirement benefits
3. Introductions
To superiors ,trainers ,co workers ,counselors
4. Job duties
Job location, tasks, safety needs ,job objectives
,relationship with other jobs