Recruitment

By Nisha Hariyani

MAIN POINTS COVERAGE

Concept of Recruitment Factors Affecting Recruitment Recruitment Policy Sources of Recruitment Need for Flexible and Proactive Recruitment Policy Evaluation of a Recruitment Program

Recruitment
Tata owned Jaguar-Land Rover (JLR) has announced a major drive to recruit 600 engineers and technical staff to work on its 700-million-pounds projects Besides, there are a "significant number" of vacancies in its purchasing, finance and human resources departments. It is also launching a programme aimed at recruiting

Recruitment
Problem of booming B Schools Headhunters scouting around for MBAs 2000 witnessed an alarming rise in number of institutes, offering management education both at the undergraduate & PG All these needs atleast 200 MBAs for teaching faculty Most of MBAs join industries Management are worried Where to find qualified & eligible MBAs?

Recruitment
Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations. Selection starts where recruitment ends

FACTORS AFFECTING RECRUITMENT

Organizational / internal factors
Environmental / external factors

A good recruitment policy

Complies with government policies Provides job security Provides employee development opportunities Flexible to accommodate changes Ensures its employees long-term employment opportunities Cost effective for the organization

SOURCES OF RECRUITMENT
HRIS Notice boards
Job portals

Circulars

Internal Search

SOURCES OF RECRUITMENT
Advertisements Educational institutions Employment agencies Interested applications Employee referrals

External Search

Process of recruitment

Human resource planning surplus

Identify HR requirements

Retrench/layoffs

Organizational Recruitment policy Choose the resources & Methods of Recruitment Job analysis Start implementing the Recruitment program

demand Determine numbers, levels & Criticality of vacancies

Analyze the cost & time involved

Select and hire Evaluate the Program

EVALUATION OF A RECRUTIMENT PROGRAM

The recruitment policies, sources & methods have to be evaluated from time to time Successful recruitment program shows
No. of successful placements No. of offers made No. of applicants Cost involved Time taken for filling up the position

It is easier to go down a hill than up, but the view Is best from the top.
Arnold Bennet

Thank You Questions ???

SELECTION

By Nisha Hariyani

How crucial is selection process?

Its better not to select then selecting a bad candidate

SELECTION
Selecting the right candidate
POSITIVE OUTCOME

Rejecting the wrong candidate

Selecting the wrong candidate

NEGATIVE OUTCOME

Rejecting the correct candidate

SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION

THE SELECTION PROCESS

Resumes/CVs Review Analyze the Application Blank Conducting Tests and Evaluating performance Core and Departmental Interviews Initial Screening Interview

Preliminary Interview

Reference checks
Offer to the next suitable candidate REJECTION Job Offer ACCEPT

Medical Examination

Placement

SELECTION METHOD STANDARDS

Reliability
Reliability can be measured by using:
The repeat or test-retest approach The alternate-form or parallel-form method The split-halves procedure

Validity
Criterion validity Content validity Construct validity

 Generalizability
Generalizability of a selection method is defined as the degree to which its validity, established in one context, can be extended to other primary contexts.

Utility Legality

APPLICATION FORMS Personal information Educational qualifications Work experience Salary Personality items Reference checks

EVALUATION OF APPLICATION FORMS

Clinical method:
In this method, all the information furnished by the applicant in the application form is analyzed and inferences are made about applicant's personality.

Weighted method:
In this method, certain points or weights are assigned to each item in the application form.

ETHICAL ISSUES IN APPLICATION FORM DESIGN

SELECTION TESTS
Intelligence tests
Aptitude tests Achievement tests

Interest tests
Personality tests

Polygraph tests

Situational tests

Graphology

INTERVIEWS
Interviews

Preliminary Interview

Selection Interview

Decision-making Interview

Formal & Structured Interview

Unstructured Interview

Stress Interview

Group Interview Method

Panel Interview

In-depth Interview

Great interviews requires smart skills

Preparation

THE INTERVIEW PROCESS

Conduct of Interview

Setting

Closing an Interview
Evaluation Reference Checks Medical Examination

PLACEMENT
The determination of the job to which an accepted candidate is to be assigned and his assignments to the job.

Questions?

Thank You