SELECTION AND RECRUITMENT

Meaning
The process of searching for and obtaining applicants for jobs, from among whom the right people can be selected

Purposes and Importance

Determine the present and future requirements Increase the pool of job candidates at minimum cost Reduce the probability of employee turn over Increase the success rate of the selection process Increase organizational and individuals effectiveness

EFFECTS
Positive Recruitment Process
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

 Negative Recruitment Process

Failure to generate qualified applicants There is no match between cost and benefit Extra cost on training and supervision Increases the entry level pay scales

External Factors Supply and Demand Unemployment rate Labor market Political-social Sons of soil Image

Internal Factors Recruitment Policy HRP Size of the firm Cost Growth and Expansion

Recruitment

RECRUITMENT PROCESS
Planning Strategy development Searching Screening Evaluation and control

20

30
40 200 2000

Offers/Acceptance (3:2) Interviews/Offers (4:3) Screening/Invites (5:1) Contacts/Screens (10:1)

STRATEGY DEVELOPMENT
Make Or Buy Technological sophistication Where to look How to look
Internal Recruitment Present Employees Employee Referrals Former Employees Previous Applicants

External Recruitment
Professional Trade associations Advertisements Employment exchanges College / University / Institute placement services Walk-ins and Write-ins Consultants Contractors Displaced persons Radio and Television Acquisitions & Mergers Competitors

E - Recruiting

Screening Directing potential hires to skill assessment Conduct background checks Interview through video conferencing

Cost savings ,Speed enhancement , Geographical reach Unqualified candidates may appear, more e mails, resumes, internet access is a must.

External Recruitment
Disadvantages Better morale and motivation associated with internal recruiting is denied to the organization It is costly Chances of creeping in false positive and fake negative errors Adjustment of new employees to the organizational culture takes longer time

Advantages Benefits of new skills, new talents and new experiences to organization Compliance with reservation policy is easy Scope for resentment, jealousies and heartburn are avoided

EVALUATION & CONTROL

Salaries for Recruiters Management & professional time spent on preparing job description,job specification advertisements,liaison etc.. Cost of advertisement Cost of producing supporting literature Recruitment overheads & administrative expenses Cost of overtime & outsourcing

PHILOSOPHIES OF RECRUITING
Traditional philosophy to get as many people to apply for a job as possible Waiting in queues Job dissatisfaction & employee turnover Emphasis is on matching the needs of the organization to the needs of the applicants Minimize employee turnover & enhance satisfaction

REALISTIC JOB PREVIEWS

Provides complete job related information to the applicants so that they can make right decision before taking up jobs Lower rate of employee turnover High level of job satisfaction & performance Beneficial for organizations hiring at the entry level

JOB COMPATIBILITY QUESTIONNAIRE

To determine applicants preference for work match the characteristics of the job Greater the compatibility of applicants preferences & characteristics of the job greater the probability of employee effectiveness & longer the tenure 400 item instrument Measures job factor related to performance,satisfaction turnover and absenteeism

ALTERNATIVES TO RECRUITMENT
Because of the cost of recruiting OVERTIME - When demand for product peaks - additional income for employee - It results in Fatigue, increased accidents & more absenteeism - Need to pay double wages

EMPLOYEE LEASING
- Often called Staff outsourcing - Useful to small & medium sized firms TEMPORARY EMPLOYMENT - Low labour costs - Easy access to experienced labour - Flexibility in future - DISADVANTAGE- Do not know the work culture of the firm

SELECTION
DEFINITION: It is the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job.

OUTCOMES OF SELECTION DECISION

Mainly four different types True positive True negative False positive error:
Results in cost for training ,transfer or terminating the service of employee. Costs of replacing an employee with a fresh one-hiring, training, and replacement.

False negative error:

Costs associated difficult to estimate

SELECTION PROCESS
EXTERNAL ENVIRONMENT INTERNAL ENVIRONMENT
REJECTED APPLICANTS

Preliminary interview Selection tests Employment interview References and background analysis Selection decision Physical examination Job offer Employment contract Evaluation

ENVIRONMENTAL FACTORS
EXTERNAL
Supply and demand in labour market Unemployment rate Legal and political considerations Companys image

INTERNAL
Companys policy Cost of hiring

SELECTION TESTS
TYPES: Ability, aptitude and personality tests. Interest and graphology tests. Polygraph tests Medical tests

Selection Decision

The most critical of all steps Final decision is made after tests interviews and reference checks. It becomes a daunting task when selection. many job-seekers lined for final

HR Manager and Line Manager play a crucial here.

Job Offer

Job offer is made through a letter of Appointment( when to report on duty )

Appointee should be give reasonable time for reporting.

Appointee is also required to obtain a relieving certificate. Decency demands that rejected applicants should be informed. Their application can be preserved for future use, if any.

Barriers for Effective Selection

Perception
Fairness Validity Reliability Pressure

Evaluation and Conclusion of Selection Programme: - Reassuring the non selected candidate.
- An Audit for evaluation.