Recruitment and Selection in Multinational Corporation

For Marketing/Sales and HR Departments

Marketing/Sales

Middle-level Executive

VP

Recruitment : Purposes and Importance

Provide pool of potentially qualified job candidates Increase pool of job candidates at minimum cost Reduce number of under overqualified job applicants Help reduce turnover rate qualified or

Continued
Induct outsiders with new perspective to lead the company Develop an organizational culture that attracts competent people to company Evaluate effectiveness of recruiting techniques and sources for job applicants

Recruitment Process: Functions

1) Finding out and developing the sources where the required number and kind of employees will be available. 2) Developing suitable techniques to attract the desirable candidates. 3) Employing the techniques to attract candidates. 4) Stimulating as many candidates as possible and asking them to apply for jobs irrespective of the number of candidates required.

Inducements:
Compensation Career Opportunities Image or Reputation

Relationship with other activities

Microsoft Office Word Document

Sources of Recruitment
Internal Methods
 Promotions and Transfers  Job Posting  Employee Referrals

External Methods
Advertisement Private Employment Search Firms

The Selection Process for Middle-level Executive

Reception

Screening Interview

Selection Test

Selection Interview

Reference Check

Hiring Decision

 Reception: Whoever meets the applicant initially should be tactful and able to extend help, Employment possibilities must be presented Screening Interview: Courtesy interview as it is often called helps the department screen out obvious misfits Selection Test: Asses intelligence, abilities, personality trait, performance simulation tests and the tests administered at assessment centres

Aptitude Test: potential to learn skills- clerical, mechanical, mathematical, etc. Simulation Test (For Managers): duplicate many of the activities and problems an employee faces while at work Assessment Centre (For Managers): incorporate group and individual exercises, performance in the situational exercise is observed and evaluated by a team of 6-8 assessors
x standardised way of interpreting behaviour

Standards for Selection Tests

Reliability: Confidence that an indicator will measure the same thing every time Validity: the extent to which an instrument measures what it intends to measure Qualified People Suitability Usefulness Standardization: Norms for finalising test scores, prescribed methods for administering, scoring or interpreting it.

 Selection Interview: oral examination

Recruiter can
x Size up the candidate x Ask question that are not covered in the tests x Make judgments on candidates enthusiasm and intelligence x Assess subjective aspects (Body language) x Give facts to the candidates regarding policies and promote goodwill towards the company

Types of Interviews
Structured or situational interview: fixed job related questions that are presented to each applicant Panel interview

 Reference Checks: Required to give the names of 2 or 3 references in their application forms
Information in the areas like: job title, job description, period of employment, pay and allowances, gross emoluments, benefits provided, rate of absence, willingness of previous employer to employ the candidate again Through telephones, mails, or sometimes personal visit

The Selection Process for Manager, HR

Reception

Selection Test

Selection Interview

Reference Check

Hiring Decision

The Selection Process for VP, Marketing Dept.

Reception

Selection Interview

Hiring Decision

THANK_YOU