Topic 1 - Recruitment & Selection

 Recruitment – An overall process of attracting, shortlisting, selecting and appointing suitable

candidates for the job. precisely, the process of Generating a pool of qualified applicants for
any jobs.
 Selection – The process of choosing individuals who have needed qualities to fill jobs in an
organisation. It is a negative process.

 Sources of recruitment – 1. Internal (Done within organisation)

2. External (Done outside the organisation)

 Internal:
a) Promotion and transfer from within
b) Current employee referrals
c) Re- recruiting former employees.
d) Internal Job Postings

 External: -
a) E- portals
b) Campus Recruitment
c) Employment Agencies
d) Executive search and Head Hunting
e) Advertisements – various media sources
f) Walk – ins

 Talent Management in terms of Recruitment: -

Build – A process of attracting talents that will learn on the job. Talent is build in campus.
Buy – The companies who would be investing in ready talents. This strategy with Compa
ratio.

 Compa Ratio – Compa-ratio is the short form for Comparative ratio. Compa-ratio is
calculated as the employee’s current salary divided by the current market rate as defined by
the company’s competitive pay policy.

 Selection method –
1. Matching the CVS with the JD’s.
2. Aptitude test/ Technical test
3. GD – assertiveness, data inclination
4. Personal Interview
5. Psychometric Tests
6. Background check – reference check
7. Medical test

Further process –
 8. Make job offer
9. On boarding

Recruitment Metrices - Recruitment can be measured in :-

 Lead Time/ Turnaround Time:

1. Time to source
2. Time to select
3. Time to offer
4. Time to accept
5. Time to join
6. Time to fill
7. Time to on-board
 Source of hire:
1. Channel Quantity Ratio
2. Channel cost ratio
 Yield ratio

1) Time to source – tells how much time of your overall hires entered your pipeline from each
recruiting channel or source (e.g. job boards, referrals, direct sourcing.)
2) Time to select – refers to the ratio of the number of job positions to the number of job
applicants.
3) Time to offer – is the number of job offers extended, relative to the number of job
interviews that have been conducted. For example, if a business interviews 20 candidates
for various positions and then extends two job offers, the interview to offer ration is 1 to
10.
4) Time to accept – is the rate at which applicants are accepted. It is calculated by dividing the
number of accepted candidates by the number of total Candidates. For example, if Company
A has 100,000 applicants and accepts 5,000, their acceptance rate is 5%.

5) Time to hire – Time to hire measures the time between the moment your eventual hire
entered your pipeline (through sourcing or application) and the moment they accepted your
job offer. This metric indicates how fast you spotted your best candidate and moved them
across the job’s pipeline.

To calculate time to hire, imagine that the day you opened a specific position is Day 1. Then,
if your best candidate accepted your job offer on Day 25, and they applied on Day 10, your
time to hire is 25-10 = 15.
6) Time to fill – refers to Formal request according to company’s norms to the time in which
candidate has onboarded in the job. It is the amount of time you need to fill a position. This
metric helps you plan hiring better and also serves as a warning when your hiring process
takes too long. The Society of Human Resource Management (SHRM) reports an average
time to fill of 42 days
7) Time to On- board – Time taken for welcoming new employees into an organization and
providing them with the tools, resources, and knowledge to become successful and
productive.
  Channel ratio – Refers to ratio of different channels of recruitment like E- portals,
newspaper, etc. are referred as channel ratio. These can be divided into 2 parts: -
Source of hire:
1. Channel Quantity Ratio
2. Channel cost ratio
 Yield Ratio – A comparison of the number of applicants at one stage of the recruitment
process to the to the Number at the next stage. Formula is - (Number of leads
from recruitment method / Number of candidates invited to interview) x 100%.

 Recruiting Yield Pyramid: Used to measure the Effectiveness of Recruitment

 Cost Effective Recruitment Sources:

1. E- Recruitment

2. Campus Recruitment

3. RPO

RPO- Recruitment Process Outsourcing is a form of business process outsourcing where an

employer transfers all or part of its recruitment processes to an external service provider.

Examples of companies doing Recruitment Process Outsourcing (RPO) are:

 Honeywell
 Wipro
 Tata Motors
RPO Firms are:
 TeamLease
 Manpower Group Sol
 Futurestep