Recruitment & Selection

Recruitment
“Recruitment is the process of searching the candidates for employment and
stimulating them to apply for jobs in the organisation.”
Recruitment is the positive process as it attracts suitable applicants to apply for
available jobs. The process of recruitment :
(1) Identifies the different sources of labour supply
(2) Assesses their validity
(3) Chooses the most suitable source or sources, and
(4) Invites applications from the prospective candidates for the vacant jobs.
“Recruitment is the process of finding and attracting capable applicants for
employment. The process begins when new recruits are sought and ends
when their applications are submitted. The result is a pool of applicants from
which new employees are selected.”

A recruitment programme helps the firm in at least four ways:

• Attract highly qualified and competent people
• Ensure that the selected candidates stay longer with the company.
• Make sure that there is match between cost and benefit.
• Help the firm create more culturally diverse work force.
 Process of Recruitment
Human Resource Planning

Identify the Human Resource

requirement

Determine the number, levels and

criticality of vacancies

Organisational Recruitment Policy

Choose the sources

Analyse the
Cost & Time

Job Analysis

Start the Recruitment Programme

Screen & select the candidates

Evaluate the Programme

 Factors Affecting Recruitment
Organizational Factors
An organization’s reputation depends on its size, area of business,
profitability, management etc., eg. Strong values would attract a better
response to a recruitment drive.
The organisational culture and the attitude of its management towards
employees also influence candidate’s decision to apply to an
organization.
Another contributes to the success of a recruitment programmers the
geographical location of the vacant position.
The amount of resource allocated also determine the success of a
recruitment drive.
The channels and methods used to advertise the vacancy also determine
the success of a recruitment programme.
Environmental Factor (External Factor)
The situation in the labour market, the demand for manpower, the
demographic the knowledge and skills set available , all determine the
response to a recruitment programme.
The stage of development of the industry to which the organization
belongs also influences the results of the requirement program.
Culture , social attitudes and believes also impact the effectiveness of the
requirement program.
 Recruitment Policy
“The recruitment policy is concern with quantity and qualifications of manpower”.
According to Yoder, “recruitment policy establishes board guidelines for the
staffing process. It should reflect the reputation and image of the organization.

Example: recruitment policy of C-DAC (Centre for Development of Advance

Computing), follows all mode in the recruitment approach i.e. press
advertisement, campus recruitment, through consultant, special recruitment
drives and headhunting agencies.

The basic qualifications of induction in:

Technical grade: B.Tech/B.E, M.Sc, MCS, M.C.A, M.Tech and Ph.D.
Administrative streams: MBA and diplomas with specific specializations.

A good recruitment policy complies with government policies on hiring.

A good recruitment policy is based on
the organization's objectives,
identification of the recruitment needs
Preferred sources of recruitment
Criteria for selection and preferences
The cost of Recruitment
Other financial implications
 Sources of Recruitment
Different sources of recruitment can be employed,
depending on various factors like the level of position,
no. of people required, time available and the fund
allocated for the recruitment. The different sources of
recruitment:

Internal Search/ Source

The organizations which go in for an internal search

normally announce the vacancy through the displays on
notice boards, circulars sent to different dept. or through
the company’s internet. Candidates from within the
organization respond to this ‘job posting’ by sending in
their applications, this information about the vacancy
ensure by the HR Dept.& the management evaluates all
the applicants and makes the final selection.
External Sources

There are various methods of recruiting from external

sources. some of the popular methods are :
advertisements,
campus recruitments,
Job Portal,
employee referrals,
employment exchanges,
private placement agencies etc.
 RESUME DATABASE

Employee
Referral Job sites
Email

Website Recruitment
Registration Vendor

Job Fairs Campus

Recruitment
 Sources of Recruitment
Professional or Trade Association

Present Employees Advertisement

Employment Exchanges

External Sources
Campus Recruitment
Employee Referrals
Internal sources

Walk-ins and write-ins

Consultants
Former Employees Contractors

Displaced Persons

Radio & Television

Previous Applicants
Acquisitions & Mergers

Competitors
E-Recruiting
 Comparison of Internal and External Recruitment
Internal Sources External Sources
1. Internal recruitment is a quick 1.External Recruitment is a lengthy
process. It involves search of process. It involves finding
candidates from within the candidates from outside the
organization. organization.
2. This process is cheaper. It does 2. This process is costly as
not involve any cost of vacancies to be notified in
contracting the external newspaper etc.
sources.
3. The existing staff members are 3.The workers feel dissatisfied if
motivated to improve their external sources are used.
performance. 4. The business can hope for
4. Choice of candidate is scope of talented candidate from outside .
fresh limited. The scope of freshThis means infusion of new blood
talent is diminished. and new ideas into the enterprise.
5. Internal sources help in saving 5. External sources of recruitment
time of officials responsible for are time-consuming.
recruitment.
 Techniques or Methods of Recruitment
Identification of the sources of recruitment helps in finding the location of
prospective candidates for vacant jobs. But recruitment techniques &
method are concerned with the way to tap the various sources of
recruitment. The methods of recruitment may be classified as follows;
1. Direct recruitment
2. Indirect Recruitment
3. Recruitment Through third party

Direct Recruitment;
Under this method, an employer can establish direct contact with the
prospective candidates in the following ways:
• Campus Recruitment
• Internships
• Walk in Interview
Indirect Recruitment:

It involves dissemination of recruitment message or advertisement

through public media, i.e. ,

• newspapers and magazines

• T.V. and radio.

Recruitment through Third Party:

Under this method , recruitment is done through parties including:

• Employment agencies and exchange;
• Management consultants or professional search firms known as head
hunters:
• Professional Associations:
 Evaluation of recruitment programme
Recruitment strategies, policies and objectives need to be
evaluated from time to time to test their effectiveness and
their conformance to the organizational strategies, policies
and objectives;

The success of recruitment programme can be judged based

on a number criteria, some of these are;
The number of success placements.
The number of hiring
The number of offers made
The number of applicants
The cost involved
The time taken for filling up the position.
 Selection
Selection is the process of picking individuals (Out of the pool of the job
applicants) with requisite qualifications and competence to fill jobs in the
organization.
It is the process of differentiating between applicants in order to identify and
hire those with a greater likelihood of success in a job.
Recruitment & Selection are the two crucial steps in the HR process and are
often used interchangeably. While recruitment is said to be positive in its
approach as it seeks to attracts as many candidates as possible. Selection,
on the other hand, is negative in its application in as much as it seeks to
eliminate as many unqualified applicants as possible in order ton identify the
right candidates.
 Selection Decision Outcomes
Later Job Performance Accept Reject
Correct Reject
Successful
Decision Error

Unsuccessful Accept Correct

Error Decision

The Selection process can have four possible outcomes. Two of the
possible outcomes have a positive effect on the organization., whereas the
other two have negative impact.

1. The first positive out come is selecting the right candidate . It is obvious that the impact of
this going to be positive.
2. The second positive outcome is rejecting and unsuitable candidate. This also have a
positive impact because, had an unsuitable candidate being selected, he would not have
performed successfully on the job.
3. The two negative outcomes are selecting an unsuitable candidate, or rejecting the right
candidate. In the first case , the cost of having an unsuitable candidate in the job is high.
In the last case whereas the right candidate is rejected, the organization losses potential
candidate who could have turned out to be an asset to the organization because of his
 Selection Process

Selection process in an organization depends on the

organization's strategy and objectives, the tasks and
responsibilities of the job and the qualifications, experience
and characteristics required in an individual to perform these
tasks and responsibilities successfully.
 External Environment

Internal Environment

Preliminary Interview

Selection Tests
Rejected applicants

Employment Interview

Reference and Background Analysis

Selection Decision

Physical Examination

Job Offer

Employment Contract

Evaluation
 Selection Tests
Different types of test are used as selection methods to evaluate an
applicant. There are different Tests designed to evaluate different
aspects to performance, like intelligence, aptitude, attitude, etc.Some of
these tests are discussed below:

•Intelligence Tests:
These are the first standardized tests developed by psychologists. Alfred
Binet and Theodore Simon, two French psychologists, explicitly defined
the component of intelligence as “reasoning, judgment, memory, and the
power of abstraction. “ They measured intelligence as the “general
mental ability of the individuals in intelligent behaviors”.

•Aptitude Tests:
It measure an individual’s ability to learn a given job, when given
adequate training. Mechanical, clerical , linguistic, musical and academic
abilities are some of the examples of job related aptitudes.

.
•Achievement Tests:
Tests measure the job-related proficiency and knowledge of the applicants.
These tests can be classified as “Job knowledge” tests and “work sample”
tests. which is evaluate the knowledge of the applicant in his areas of
experience is tested

•Situational Tests:
Situational Tests are generally used in middle and senior level management
selection, to test the applicant’s likely responses to real –life business
situations. The candidates are exposed to simulated business situations and
their responses are recorded and evaluated.

•Interest Tests:
Its identify & understand the degree of interest a candidate has in a job. For
Example , a candidate who looks for variety in his job might not be interested in
doing a mechanical and monotonous job.
•Personality Tests:
Personality tests help in understanding the basic job-related personality
traits of an employee. Tese tests help in assessing an individual’s value
system, emotions, maturity and other personal characteristics. which
expressed in personality traits like self confidence, tact's, optimism,
decisiveness, conformity, objectivity, judgment, dominance or submission
and stability.
and honesty.

•Polygraph Tests:
Are conducted to tests the validity and truthfulness of an applicant’s
answer, by monitoring the physical changes in his body as he answer a
series of questions.

•Graphology:
It involve examining an individual’s handwriting to assess his personality,
emotional characteristics
 Recruitment Vs. Selection
Basis Recruitment Selection

1.Meaning Process of searching candidate for vacant
jobs and making them applying for the
same.
Positive process as it stimulate s people to
2.Nature
apply for the vacant jobs
Process of selection of the right types
of the candidates and offering them
jobs.
Negative process as it leads to
rejection of unsuitable candidate.

3.Aim
Attract more and more candidates for To pick up the most suitable people
vacant jobs. for the vacant jobs.

4.Procedure The firm notifies the vacancies through Thee firm asks the candidates to pass
various sources and distributes application through a number of stages such as
forms to candidates. filling of forms, employment tests,
interview, medical exam, etc,.
5.Contract of No contractual relation is created. It follows the recruitment and it leads
service Recruitment implies communication of to a contract of service between the
vacancies only employer and the employee.
Only a certain number of candidates
are selected.
6.Number No. restriction upon the no. of candidate.
 INTERVIEWS
An interview helps in assessing the
applicant’s profile and comparing it with
the job profile for suitability. Some
candidates may provide false information
in their applications, just to gain
employment. The other advantage of an
interview is the employer can sell his
organization and the job to the candidate
during the course of the interview.
There are several types of interviews
these are described below.
•Preliminary Interview:

Preliminary interview are brief , first round interviews that aim to

eliminate the applicants who are obviously unqualified for the job. These
interviews are generally informal and unstructured and are conducted
even before the candidates fill in the application blanks.
• Selection Interview:
A selection or core interview is normally the interaction between the job
applicant and the line manager or experts, when the applicant’s job
knowledge, skills, talent, etc, are evaluated and ascertained.
The Selection Interview can be of the following types:
1. Formal & structured Interview
2. Unstructured Interview
3. Stress Interview Group Interview method
4. Panel Interview
5. In-depth Interview

• Decision Making Interview:

After the applicant’s knowledge in the core areas of the job is evaluated
by experts, including line managers in the organization, the applicants are
finally interviewed by the departmental heads and the HR function.