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UNIT 4 RECRUITMENT AND SELECTION

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Who will occupy this chair?

Dr. Smita Choudhary Faculty HR & OB

CONTENTS

Introduction Concept of recruitment Factors affecting recruitment Sources of recruitment Recruitment and selection policies Recruitment practices in India Concept of selection Selection techniques

SMU Learning Centre, Alwar LC Code 03034

SESSION OBJECTIVES
After this unit, you will be able to:
SMU Learning Centre, Alwar LC Code 03034

Understand the critical role of recruitment Identify appropriate recruitment sources Understand selection tools and methods

CONCEPT OF RECRUITMENT

Recruitment is the process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen. ----Byars and Rue Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations. ----Edwin B. Flippo

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CONTD.

Recruitment is the first step in the employment of labor. It is considered as the most important function of personnel administration because if right people are not hired to execute the plans, even the best plans of the organization may fail.

SMU Learning Centre, Alwar LC Code 03034

WHAT IS RECRUITMENT?

Recruitment is the process of attracting a group of people from which qualified candidates can be selected to fill a job vacancy. Recruitment policy is concerned with quantity and qualification of manpower. It also gives guidelines for the staffing process. The aim of an effective recruitment program is to attract the best people for the job.

SMU Learning Centre, Alwar LC Code 03034

FACTORS AFFECTING RECRUITMENT

All organizations do recruitment but the extent may differ according to

SMU Learning Centre, Alwar LC Code 03034

Size of the organization Employment conditions in the community Organizations ability to find and retain good performing people Working conditions and salary and benefits provided by the organization Rate of growth of organization Future expansion and production programmes of the organization Cultural, economic and legal factors

SOURCES OF RECRUITMENT
Sources of recruitment


Internal


Employees from within the organization are hired to fill a job vacancy. It is normally used for higher level jobs. Employees from outside sources are hired to fill a job vacancy. It is normally used for lower level jobs or in cases where requirements are not fulfilled by existing personnel.

SMU Learning Centre, Alwar LC Code 03034

External


SOURCES OF EXTERNAL RECRUITMENT

The various sources of external recruitment are: Advertising Employment agencies Employee referrals Schools, colleges and professional institutions Labor unions Casual applicants Professional organizations or recruiting firms or executive recruiters Indoctrination seminars for college professors Unconsolidated applications Nepotism Leasing Voluntary organizations Computer data banks

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1. ADVERTISING

Advertising helps in more selective recruitment. Advertisements can be placed in media read only by particular groups. More information about the company, job and job specifications can be given in the ad so that people who do not fulfill requirements dont apply.

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An advertisement should include the following important information: Nature of business and size of organization The nature of job Location or place of work Tasks and responsibilities attached to the position Reporting hierarchy and work culture Emoluments, benefits and other facilities available Requirements of the job in terms of qualification, knowledge, skills and experience Last date to respond Ways to respond- by e-mail, telephone or post

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2. EMPLOYMENT AGENCIES
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An employment agency is a company that matches workers to open jobs. Employment agencies are classified as



Public In many states, the public employment agencies are considered good, particularly in the fields of unskilled, semi-skilled and skilled jobs. Private In the professional and technical areas, most of the work is in the hands of private agencies.

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3. EMPLOYEE REFERRALS
Employees working in an organization recommend their friends or acquaintances for vacant positions in the organization. This is a good source of recruitment, especially for lower and middle level management.

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EMPLOYEE REFERRALS

Employees working in an organization recommend their friends or acquaintances for vacant positions in the organization. When labor market is tight, employers offer their employees bonus or prizes for referrals that are hired and stay with the company for a fixed duration. The drawback of this method is that it promotes nepotism, i.e. people of one caste or community are employed who may not be suitable for the job.
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4. SCHOOLS, COLLEGES AND PROFESSIONAL INSTITUTIONS

They provide opportunities to recruit their students. They run placement services where complete bio-data of the students are available. Employers can view the details of the students and interview them for management trainees or probationers. Educational institutions are a good source of potential employees for entry level jobs.

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SMU Learning Centre, Alwar LC Code 03034

5. CASUAL APPLICANTS
Unrequested applications are received at the organizations gate or through e-mail. These form a good source of recruitment. This can be further developed by offering attractive office facilities and replying courteously to unrequested letters.

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6. PROFESSIONAL ORGANIZATIONS
Professional organizations maintain information about employed people. These firms are head hunters, raiders and pirates in the view of organizations who lose their employees through these firms. These firms are suitable for recruiting high level people for managerial, marketing and production engineers posts.

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7. INDOCTRINATION SEMINARS FOR COLLEGES PROFESSORS These seminars are organized to discuss the problems of companies and employees. Professors are invited to take part in these seminars. Plants and banquets are shown to them to impress them. The purpose is that they speak good about the company and help it in getting the required personnel.

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8. UNCONSOLIDATED APPLICATIONS
Companies may keep record of applications received from candidates who made direct enquiries about the vacancies in the organization. This information is properly arranged and stored for future use when there are new vacancies in the organization.

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9. LEASING

10. Voluntary Organizations

Voluntary organizations like private clubs, social organizations might also provide employees handicaps, widowed or married women, old persons, retired people, etc., in response to advertisements.

Leasing means hiring candidates on contract basis. This source of recruitment is used to handle shortterm fluctuations in personnel needs. In this employees are hired on an hourly or daily basis. The firms gains trained personnel. well

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There is no responsibility of pension, insurance or other fringe benefits.

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11. COMPUTER DATA BANKS

In this method of recruitment, job specifications and requirements are entered into a computer where they are matched with the resumes already stored on the computer. After processing a set of resumes for individuals is obtained who fulfill the requirements. This method is useful for finding candidates for jobs that require typical and rare skills.

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RECRUITMENT AND SELECTION POLICIES

Selection Policy

To start the process of selection, three initial requirements must be satisfied. They are There must be authority to select. There must be a standard of personnel with which potential employees can be compared. Selection procedure is a series of steps to know more about the applicant

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Recruitment policy The recruit and selection process starts after estimating the human resource requirements. Recruitment is the process of searching for potential employees and encouraging them to apply for jobs in the organization. Ethical practices should be followed during recruitment such as the use of truth in hiring.

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RECRUITMENT PRACTICES IN INDIA

The various sources of recruitment in India are

y y y y y y y

Within the organization Badli or temporary workers Employment agencies Casual callers Applicants introduced by friends and relatives in the organization Advertisements Labor contractors

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All public sector organizations have to consider candidates sponsored by employment exchanges.
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SELECTION

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SELECTION TECHNIQUES
Initial or preliminary interview Application blank or blanks
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Check of references Psychological tests Employment interview Approval by the supervisor Physical examination

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Induction or orientation

PRELIMINARY INTERVIEW
This is a short interview and is used to eliminate unqualified candidates. Generally, there is no paper work at this stage. If the applicant looks like he can qualify for existing job openings, he or she is given the application blank to complete.

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APPLICATION BLANK

Application blank is used to get information from prospective applicant to help management to make a proper selection. It quickly collects the basic data about a candidate. It is also useful to store information for future use. An application forms consists of
y y y y y

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Biographical data Educational achievements Salary and work experience Personal items Names and addresses of previous employers, references, etc.

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CHECK OF REFERENCES
References are used in most selection processes. During the selection process it is believed that former employers, friends and professional personnel give reliable evaluation of applicant. Reference checks are generally made by mail or telephone and sometimes personally also.

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PSYCHOLOGICAL TESTS

Most organizations do not use psychological tests for selection. But larger the size of the firm, more are the chances of using psychological tests. Larger companies that can afford to conduct psychological tests do so to have a more detailed and accurate selection procedure. Smaller companies are more dependent on interviews.
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INTERVIEWING
Interview is the interaction between the interviewer and the applicant. It is the most common method of selection. It is a good method to get accurate information about the applicant.

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TYPES OF INTERVIEWS

Preliminary interview These interviews are used for initial screening of applicants to know whether to proceed for a detailed interview or not. The applicant is given job details during the interview. Stress interview Pressure is created on the applicants to know how they handle stress. It helps to get an insight into the personality of the applicant which would not be possible in tension free situations. Depth interview These interviews cover the complete life history of the applicant like work experience, academic qualifications, health interest, hobbies, etc. It is good for executive selection. Patterned interview These interviews are a combination of direct and indirect questioning of the applicant. The interviewer knows which areas should be queried in detail and he also encourages the candidate to talk freely.

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INTERVIEW PROCESS

Before starting the interview, the important areas for asking questions should be worked out. The candidates application form should be examined to find his/her skills, incidents and experiences which are related to important areas for asking questions. The interviewer should make the candidate relaxed by starting with questions that are not directly related with the job. After the candidate is relaxed, the interviewer should ask the questions related to the job. Now the interviewer should make a tentative decision about the candidate.
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APPROVAL BY THE SUPERVISOR

At this stage, we can reach the conclusion about which candidate should be hired.
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Congrats!! You have been 34 selected

PHYSICAL EXAMINATION

Physical examination is done to check whether the applicants physical capabilities match with the job requirements or not. The three basic objectives of physical examination are: y To determine the applicants physical capabilities. y To protect the company from needless claims under workers compensation laws. y To stop communicable diseases from entering the organization.
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INDUCTION

It is the process of introducing the new employee to the organization.

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According to a report, more than half of voluntary resignations occur within the first six months. A good induction program helps to take care of this problem and reduce the costs associated with it.

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