RECRUITMENT & SELECTION

CONCEPTS
RECRUITMENT Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME. Recruitment refers to a process of finding and attracting applicants for employment. It is the process of generating a pool of capable people to apply for employment to an organization. SELECTION Once the recruiting effort has developed a pool of candidates, the next step in the HRM process is to determine who is best qualified for the job. This step is called the selection process .

RECRUITMENT & SELECTION

Human Resource Planning

Determine Recruitment and Selection needs

Job Analysis

HRP helps determine the number and type of people an organization needs.

Job Analysis and Job Design specify the tasks and duties of jobs and the qualifications expected from prospective jobholders.

Concepts
Job Description: Job description is a simple,
concisely written statement explaining the contents and essential needs of a job and a summary of the duties to be performed. It gives a precise picture of features of each job in terms of task contents and occupational requirements.

Job Specification: Job specification is a

statement of the minimum acceptable human qualities necessary to perform a job satisfactorily. It translate the job description into terms of the human qualifications which are required for a successful performance of a job.

PURPOSE & IMPORTANCE

Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME. Attract and encourage more and more candidates to apply in the organization. To enable the selection of best candidates for the organization. To increase the productivity of the organization.

RECRUITMENT PROCESS
Identify vacancy Prepare job description and job specification Advertising the vacancy Managing the response Short-listing Arrange interviews Conducting interview and decision making

SOURCES OF RECRUITMENT
SOURCES OF RECRUITMENT

Internal Sources
Present Employee Transfers Promotions Demotion Retired Employee

External Sources
Advertisements Educational Institutes Placement Agencies / Outsourcing Employment Exchanges Labor Contractors Walk-ins Employee Referrals Job Fairs Poaching

Employee Referral system at GE Medical System

Simple and rewarding system: Referring employees receives a small goodie such as a gift voucher for referring a qualified candidate. The referring employee receives $2,000 if the candidate is hired and $3,000 if the hired candidate is S/W engineer. In this system employees are asked almost from their first day on the job because for the three months he/she remembers everybody.

Poaching/Raiding
Attracting the employees of rival organizations with attractive offers Anti-poaching techniques usually adopted by Indian organizations: 1. Co-operation Agreement: Two or more companies agree on not to touch each others employees. 2. Access Restriction 3. Mock Raids: Mock recruiters and fake recruitment ads are used to identify weak links. 4. Benchmarked HR Practices are always magnet for employees. 5. Retention Bonus: Cash incentives are linked to the years of services. 6. Employees Contracts 7. Information Security Protocol: Employees are trained not to give out the information about reporting relationships.

FIVE EFFECTS OF BAD RECRUITMENT

Lacks Skills to do the job Not team Player Problems with co/workers

Lack of willingness Bad Hire

Less Profit

Low performance

10/31/2011

FIVE EFFECTS OF IDEAL RECRUITMENT

Able & Suitable

Teamwork
Willingness Ideal Candidate

High performanc e
10/31/2011

Problem Solving Abilities

Factors Governing Recruitment Internal Factors

Recruitment Policy of the Org Size of the org & the Number of Employees Employed Cost Involved in Recruitment Growth & Expansion Plans of the Org.

External Factors
Supply & Demand of Specific Skills in the Market Political & Legal considerations such as Reservations of jobs for reserved Categories Companys Image /Perception by the Job Seekers.

Selection
Is the process of discovering the qualifications & characteristics of the job applicant in order to establish their likely suitability for the job position. A good selection requires a methodical approach to the problem of finding the best matched person for the job

Selection Process
Preliminary Interview Selection Tests Employment Interview Reference and Background Analysis Physical Examination Job Offer Employment Contract

Why choose testing

Objectivity good psychological tests are standardized on a large sample and provide normative data across a wide range of demographics and age context. Well selected tests will allow you to demonstrate talents that may otherwise not be evident. Validity psychometric tests are a more valid method of assessment than interviews, academic achievement & reference checks, and when utilized in combination (for example in an assessment centre) are highly predictive of future job performance. Cost the cost of selection errors is large for both the employer and the employee. Psychometric tests help to minimize costs while maximizing potential fit between the candidate and the job.

Psychological tests (definition and dimensions)

A selection procedure measure the personality characteristics of applicants that are related to future job performance. Personality tests typically measure one or more of five personality dimensions: Extroversion, Emotional stability, Agreeableness, Conscientiousness and Openness to experience.

Types Of Psychological Tests

Psychological tests fall into several categories : Aptitude tests : It refers to potentiality that a person has to profit from certain kind of training. Achievement tests: It helps to measure the proficiency that a person has been able to achieve.

 Intelligence tests : It attempts to measure the intelligencethat is, basic ability to understand the world around you, assimilate its functioning, and apply this knowledge to enhance the quality of your life. Intelligence, therefore, is a measure of a potential, not a measure of what youve learned (as in an achievement test), and so it is supposed to be independent of culture. IQ=Mental Age/Actual Age*100 For example, a six year old child with a mental age of 6 would have an IQ of 100 (the average IQ score); a six year old child with a mental age of 9 would have an IQ of 150.

 Neuropsychological tests : It attempts to measure deficits in cognitive functioning (i.e., your ability to think, speak, reason, etc.) that may result from some sort of brain damage, such as a stroke or a brain injury. Occupational tests : It attempts to match your interests with the interests of persons in known careers. The logic here is that if the things that interest you in life match up with, say, the things that interest most school teachers, then you might make a good school teacher yourself.

 Personality tests : It attempts to measure your basic personality style and are most used in research or forensic settings to help with clinical diagnoses. Two of the most well-known personality tests are 1. Minnesota Multiphasic Personality Inventory (MMPI), or the revised MMPI-2, composed of several hundred yes or no questions, and 2. The inkblot test composed of several cards of inkblotsyou simply give a description of the images and feelings you experience in looking at the blots. Specific clinical tests :It attempts to measure specific clinical matters, such as your current level of anxiety or depression.

USES OF TESTS Evaluation of right candidate Proper selection of candidate Identifying the candidates personality

Places Where Psychological Testing Is Used

Colleges or Educational Institutes Army,Navy etc. Bank Airlines Companies Schools So, now a days in most of the places candidates are evaluated on the basis of the psychological test.

Advantages
can result in lower turnover due if applicants are selected for traits that are highly correlated with employees who have high longevity within the organization can reveal more information about applicant & his abilities and interests can identify interpersonal traits that may be needed for certain jobs