Recruitment and Selection

(Theme Four)

Jayendra Rimal

Introduction
One of the major challenges is to find right high caliber
employees and place them in the right job so that it is
possible to build a desirable culture and norm in the
organization resulting in higher productivity. Some related
words:

Recruitment: The process of identifying prospective

employees, stimulating and encouraging them to apply
for a particular job (creating a pool of candidates)
Selection: The process of examining applicants with
regards to their suitability for a given job and
choosing the best from suitable candidates
Placement: Placing the right person in the right job
Induction/Orientation: Introducing an employee to the
job and the organization

Importance of Proper Recruitment & Selection

Motivated employees resulting in higher productivity

High morale in departments as HR needs are being
addressed quickly
Minimizes wastage of human talent as HR are utilized
where they are needed
Higher levels of employee commitment
Effective system of Human Resource Information
System within a broader MIS.

Matching the person with the job ensures that:

The person has the required competencies
If there is a deficiency, the person has the potential to
develop them within a reasonable time
The person has the chance to acquire new competencies

Forecasting
Planning and forecasting is done taking into consideration:

Projected turnover
Quality and skills of employees
Strategic decisions
Technological and other changes
Financial resources available

Some methods of undertaking forecasting:

Trend Analysis: The concept of collecting information and

attempting to spot a pattern, or trend, in the information.

Ratio Analysis: Comparing quantities relative to each other

Scatter Plot: The data is displayed as a collection of points,

each having the value of one variable determining the position on

the horizontal axis and the value of the other variable
determining the position on the vertical axis

Recruiting Yield Pyramid

New Hires
Offers made
Candidates interviewed
Candidates invited for GD
Candidates invited for exam
Leads generated

Sources of Manpower

Internal sources of candidates: Personnel already

working for the organization, succession planning
and reemployment of past employees. Internal job
ads and referrals

External sources of candidates: Advertisements,

Recruitment agencies/ Executive search agencies,,
Colleges/Universities, Unsolicited applications/Walkins, Job fairs, Professional associations, Trade unions
and Internet

Selection
The process involved in selection:

Completing application form

Initial screening

Employment tests: Intelligence tests, Potential ability

tests, Personality tests, Psychometric tests
Comprehensive interview: Informal, Formal, Planned,
Patterned, Non-directive, Depth, Stress, Panel

Background investigation

Physical examination

Job offer

Key Elements for Successful Predictors

Emphasis on they relate to employment tests, though

they are relevant to any selection device:

Reliability: Consistent and stable scores over time

Validity: As related to a criteria as job performance
Content validity: Job related
Construct validity: Trait related
Criterion related validity: Performance related

Questions ? None I hope !!!