RECRUITMENT & SELECTION

RECRUITMENT
Definition Of Recruitment: Finding and Attracting Applications
“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 application from which new employees are selected.”
MEANING OF RECRUI TMENT:
Recruitment is understood as the process of searching for and obtaining applicants for jobs, from among
them the right people can be selected. Though theoretically recruitment process is said to end with the
receipt of applications, in practice the activity extends to the screening of applications so as to eliminate
those who are not qualified for the job.
PURPOSE AND IMPORTANCE OF RECRUITMENT: -
1. Determine the present and future requirements in conjunction with personnel planning and job
analysis activities
2. Increase the pool of job candidates at minimum cost
3. Help increase success rate of selection process by reducing number of under-qualified or over-
qualified applications.
4. Reduce the probability that job applicants once selected would leave shortly
5. Meet legal and social obligations
6. Identify and prepare potential job applicants
7. Evaluate effectiveness of various recruitment techniques and sources for job applicants.
FACTORS GOVERNING RECRUITMENT
External Factors:
• Demand and Supply (Specific Skills)
• Unemployment Rate (Area-wise)
• Labor Market Conditions
• Political and Legal Environment (Reservations, Labor laws)
• Image
Internal Factors
• Recruitment Policy (Internal Hiring or External Hiring?)
• Human Resource Planning (Planning of resources required)
• Size of the Organization (Bigger the size lesser the recruitment problems)
• Cost
 • Growth and Expansion Plans
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION

Basis Recruitment Selection

Meaning It is an activity of establishing contact between employers It is a process of picking up more competent and
and applicants. suitable employees.

Objective It encourages large number of Candidates for a job. It attempts at rejecting unsuitable candidates.

Process It is a simple process. It is a complicated process.

Hurdles The candidates have not to cross over many hurdles. Many hurdles have to be crossed.

Approach It is a positive approach. It is a negative approach.

Sequence It precedes selection. It follows recruitment.

Economy It is an economical method. It is an expensive method.

Time Less time is required. More time is required.

Consuming

SOURCES OF RECRUITMENT
Internal Recruitment (Source 1)
• Present employees
• Employee referrals
• Former Employees
 • Previous Applicants
Present employees
Promotions and transfer from among the present employees can be good sources of recruitment.
Promotion to higher positions has several advantages. They are (i) it is good public relations. (ii) it builds
morale. (iii) it encourages competent individuals. (iv) improves probability of good selection. (v) it is
cheaper. (vi) it act as training device.
Employee referrals
Many firms have found that their employees can assist in the recruitment process. Employees may
actively solicit applications from their friends and associates.
Before going outside to recruit employees, many organizations ask present employees to encourage
friends or relatives to apply for the job openings. Contacts and referrals from the present employees are
valuable sources of recruits. Employee referrals are relatively inexpensive and usually produce quick
responses.
However some organizations are concerned about problems that result from hiring friends of employees
for example, the practice of hiring friends and relatives favoritisms.
Former employee
Former employees are also an internal source of applicants. Some retired employees may be willing to
come back to work on a part time basis or may recommend someone who would be interested in working
for the company. Sometimes people who have left the company for some reason or the other are willing
to come back and work.
Previous applicants
Those who previously applied for job can be contacted by mail, a quick and inexpensive way to fill an
unexpected opening.
External Recruitment (Source 2)
• Professionals or Trade Associations
• Advertisements
• Employment Exchanges
• Campus Recruitment
• Walk-ins Interviews
• Consultants
• Contractors
• Displaced Persons
• Radio & Television
 • Acquisitions & Mergers
• Competitors
• E-recruiting

Advertisement
A way of communicating the employment needs within the firm to the public through media such as
radio, newspaper, television, industry publications, and the Internet.
Sometimes organizations can perform the recruitment function through blind advertisements in blind
advertisements no identification about the company is provided to applicants. Companies can use blind
advertisements for many reasons e.g.
• Company wants to keep the recruitment in low profile so that lesser number of applicants should apply
in order to discourage the irrelevant people.
• Due to bad reputation or image of the organization
• Advertisement is made just for the purpose of test marketing for example just to have knowledge about
the supply of applicants in labor market etc.

Employment exchange
An organization that helps firms recruits employees and, at the same time, aids individuals in their
attempt to locate jobs. There are two types of the employment agencies i.e.
• Public Employment Agencies.
• Private Employment Agencies
Both of these sources provide coordination between the organizations and applicants who are searching
for jobs, for this service they use to charge a fee .Employment agencies are able to tailor their services to
the specific needs of the clients For example some agencies Specialize in a particular employment areas,
such as engineering, human resource or Computer programming, etc.

Campus recruitment
College, universities, research laboratories and institutes are grounds for recruiters. Campus recruitment is
an expensive process, even if the recruiting process eventually produces jobs offers and acceptances.
Majority of those would leave the firms within the first five years of their employment.

Walk-ins and write-ins

The most common and least expensive approach for candidates is direct applications, in which job
seekers submit unsolicited application letters. Direct applications can also provide a pool of potential
employees to meet future needs. Direct applications are particularly effective in filling entry level and
unskilled candidates.
Write-ins are those who send written enquiries.
Talk-ins – job seekers are required to meet the recruiter for detailed talks.

Consultants
ABC consultants, Ferguson associates, Head hunters, Batliboi and Co among the numerous recruiting
associates. Consultants have nationwide contacts and lend professionalism to the hiring process. Cost is
high. Most consultants charge fees ranging from 20 to 50 percent of the first year salaries of individuals
placed.

Displaced persons
Implementing of a project in an area would result in displacement of several inhabitants. Rehabilitating
the displaced people is a social responsibility of business. Such peoples are source of recruitment, not
only for the project which caused the displacement, but also for other companies located elsewhere.

Radio and Television

Radio and Television can be used to reach certain types of job applicants such as skilled workers. It
depends upon how it’s delivered.

Acquisition and mergers

Another method of staffing firms is a result of the merger or acquisition process. When organizations
combine into one, they have to handle a large pool of employees, some of whom may no longer be
necessary in the new organization.

Competitors
Rival firms can be a source of recruitment. Popularly called raiding, this method identifies the right
people in rival companies, offering them better terms.

E-recruiting
Companies post vacancies in their websites. Employers can electronically screen candidates, conduct
online test, background check, and interview candidates via videoconference. Employers can manage
entire process through web based software.
 INTERNAL RECRUITM ENT
Advantages Disadvantages
1. Less Costly 1. Old concept of doing things
2. Candidates already oriented towards 2. It abets raiding
organization 3. Candidates current work may be affected
3. Organizations have better knowledge about 4. Politics play greater roles
internal candidates 5. Morale problem for those not promoted.
4. Employee morale and motivation is
enhanced

EXTERNAL RECRUITMENT
Advantages Disadvantages
1. Benefits of new skills and talents 1. Better morale and motivation associated
2. Benefits of new experiences with internal recruiting is denied
3. Compliance with reservation policy 2. It is costly method
becomes easy 3. Chances of creeping in false positive and
4. Scope for resentment, jealousies, and false negative errors
heartburn are avoided. 4. Adjustment of new employees takes longer
time.

PROCEDURE FOR SELECTION

1. Preliminary Interview: The purpose of preliminary interviews is basically to eliminate
unqualified applications based on information supplied in application forms. The basic objective is to
reject misfits. On the other hands preliminary interviews is often called a courtesy interview and is a
good public relations exercise.
2. Selection Tests: Jobseekers who pass the preliminary interviews are called for tests. There are
various types of tests conducted depending upon the jobs and the company. These tests can be
Aptitude Tests, Personality Tests, and Ability Tests and are conducted to judge how well an
individual can perform tasks related to the job. Besides this there are some other tests also like
Interest Tests (activity preferences), Graphology Test (Handwriting), Medical Tests, Psychometric
Tests etc.
3. Employment Interview: The next step in selection is employment interview. Here interview is a
formal and in-depth conversation between applicant’s acceptability. It is considered to be an excellent
selection device. Interviews can be One-to-One, Panel Interview, or Sequential Interviews. Besides
there can be Structured and Unstructured interviews, Behavioral Interviews, Stress Interviews.
4. Reference & Background Checks: Reference checks and background checks are conducted
to verify the information provided by the candidates. Reference checks can be through formal letters,
telephone conversations. However it is merely a formality and selections decisions are seldom
affected by it.
5. Selection Decision: After obtaining all the information, the most critical step is the selection
decision is to be made. The final decision has to be made out of applicants who have passed
preliminary interviews, tests, final interviews and reference checks. The views of line managers are
considered generally because it is the line manager who is responsible for the performance of the new
employee.
6. Physical Examination: After the selection decision is made, the candidate is required to
undergo a physical fitness test. A job offer is often contingent upon the candidate passing the physical
examination.
7. Job Offer: The next step in selection process is job offer to those applicants who have crossed all
the previous hurdles. It is made by way of letter of appointment.
8. Contract of Employment: After the job offer is made and candidates accept the offer, certain
documents need to be executed by the employer and the candidate. Here is a need to prepare a formal
contract of employment, containing written contractual terms of employment etc.
Types of tests
Tests are used to determine applicant’s ability, aptitude and personality.
Ability tests (achievement test) assist in determining in how well an individual can
perform tasks related to job. Example: typing test for secretarial job.
Aptitude test help determine a person’s potential to learn in a given area. Example:
GMAT General Management Aptitude Test for students.
Personality tests are given to measure a prospective employee’s motivation to
function in a particular working environment. There are various tests designed to
assess a candidate’s personality. Example: Bernsenter personality inventory,
Thematic Apperception Test (TAT), Thurstone Temperament Survey (TST).
Interest tests are used to measure an individual’s activity preferences.
Graphology test is designed to analyze the handwriting of an individual. It has been
said that an individual’s handwriting can suggest the degree of energy, inhibitions
and spontaneity. For example, big letters and emphasis on capital letters indicate a
tendency towards domination and competitiveness. A slant to the right, moderate
pressure and good legibility show leadership potential.
Polygraph test (lie detector) are designed to ensure accuracy of the information
given in the applications. Department stores, treasury offices and jewellery shops
that is those highly vulnerable to theft – may find polygraph tests useful.
Medical test reveal physical fitness of a candidate. With the development of
technology, medical tests have become diversified.
Drug tests help measure the presence of illegal or performance affecting drugs.
Genetic screening identifies genetic predispositions to specific medical problems.

Interview
Interview is a formal, in-depth conversation conducted to evaluate the applicant’s
acceptability. Interview allows two-way exchange of information, the interviewers
learn about the applicant and the applicant learns about the employers. Interview is
considered to be an excellent selection device. Interview can be adapted to
unskilled, skilled, managerial and professional employees.

Types of interview
1) Preliminary interview
a) Informal interview
b) Unstructured interview
2) Core interview
a) Background information interview
b) Job and probing interview
c) Stress interview
d) The group discussion interview
e) Formal and structured interview
f) Panel interview
g) Depth interview
3) Decision making interview

1) Preliminary interview
a) Informal interview: this is the interview can be conducted at any place by any
person to secure the basic and non job related information. The interaction
between the candidate and the personnel manager. Candidates enquire
 about the vacancies or additional particulars in connection with the
employment advertisement are an example of informal interview.
b) Unstructured interview: in this interview the candidate is given the freedom
to tell about himself. Similarly the interviewer also provides information on
various items required by the candidate.
2) Core interview: it is normally between the candidate and the line executive or
experts.
a) Background information interview: this interview is intended to collect the
information which is not available in application and to check that information
provided in the application regarding education, place of domicile, health,
interests, hobbies, likes, dislikes, extracurricular activities of the applicant.
b) Job and probing interview: this interview aims at testing the candidate’s job
knowledge about duties, activities, methods of doing the job etc.
c) Stress interview: this interview aims at testing the candidate’s job behavior
and level of withstanding during the period of stress and strain. Interviewer
tests the candidate by putting him under stress and strain by interrupting the
applicant from answering, criticizing his opinions, asking questions pertaining
to unrelated areas etc. stress interview must be handled with at most care
and skill.
d) Group discussion interview: there are two methods of conducting group
discussions interview, viz., group interview method and discussion interview
method. All the candidates are brought into one room. i.e., interview room
and are interviewed one by one under group interview. This method helps a
busy executive to save valuable time and gives a fair account of the
objectivity of the interview to the candidates. Under the discussion interview
method, one topic is given for discussion to the candidates who assemble in
one room and they are asked to discuss the topic in detail. This type of
interview helps the interviewer in appraising, certain skills of the candidates
like initiative, interpersonal skills, dynamism, presentation, leading,
comprehension, collaboration, etc.
e) Formal and structured interview: in this type of interview, all the formalities,
procedures like fixing the value, time, panel of interviewers, opening and
closing, intimating the candidates officially etc., are strictly followed in
arranging and conducting interview. The course of interview is preplanned
 and structures, in advance, depending on job requirements. The questions
items for discussions are structured and experts are allotted different areas
and questions to be asked.
f) Panel interview: interviewing of candidates by one person may not be
effective as he cannot judge the candidates in different areas due to lack of
knowledge and competence in multiple disciplines and areas. Hence more
organization invites a panel of experts. A panel of experts interview each
candidates judges his performance individually and prepares a consolidated
judgement based on each experts judgement and weightage of each factor.
g) Depth interview: in this type interview, the candidates would be examined
extensively in core areas. Experts in the particular field examine the
candidates by posting relevant questions.