TALENT ACQUISTION

RECRUITMENT,SELECTION,
INTERVIEW
ADITYA
DURGESH
NEERAV
RAKESH
RASHMI
 Talent Acquisition

People are not your most

valuable asset ……..
The RIGHT people are

Jim Collins
Talent acquisition is part of a broader strategic approach in
the quest to gain and sustain a competitive advantage. Other
aspects include talent development and retention which are
primarily inward facing, whilst the former is outward looking.

 It is the identification, relationship building &selection of

people who possesses, contribute to and/or drive revenue to
company’s business by exerting extraordinary efforts.
 Recruitment

Searching for, and obtaining, potential job candidates in

sufficient numbers and quality, and at the right cost, for
the organisation to select the most appropriate people
to fill its jobs.
 Purposes
 Increase size of applicant pool at minimum cost

 Identify & prepare potential job applicants

 Increase success rate of selection process by

reducing over/under qualified applicants

 Decrease early turnover of new hires

 Increase individual/organisational effectiveness

Recruiting Yield Pyramid

50 New hires

100 Offers made (2 : 1)

Candidates interviewed (3 : 2)
150

200 Candidates invited (4 : 3)

1,200 Leads generated (6 : 1)

 A Simplified Model of the Recruitment Process
Recruitment philosophy
Recruitment planning • Internal vs. External job
• Estimated no. of filling
contacts needed • Job vs. Career orientation
• St-term vs. long term
• Job specifications orientation

Recruitment strategy development

• choosing reqd. applicant qualifications
• choosing recruitment sources and
communication channels
• choosing inducements
• choosing the message : realism vs. flypaper
Recruitment Activities
• Job posting
• Ads
• Other recruitment sources
• Follow up actions
• Record keeping
Screening /
Selecting
employees
Recruitment Evaluation
• No. of jobs filled ?
• Jobs filled in timely fashion ?
• Cost per job filled ?
 How to Recruit
Internal External
Advertising
Job Postings
Employment Agencies
Newsletters  Govt. employment

Succession exchange
Planning egg.  Private agencies

promotion  Head hunters

Campus
Referrals / Word of Mouth /
Unsolicited Applications
Internet
 SELECTION

Selection is the process of gathering information for the

purposes of evaluating and deciding who should be hired,
under legal guidelines, for the short and long term interests
of the individual and the organization.
 Selection
The process of assessing candidates
and appointing a post holder
Applicants short listed –
most suitable candidates selected
Selection process –
varies according to organisation:
Steps in Selection Process
Application Blank
Initial Interview
Assessment Tests
Employment Interviews
Checking References
Final Interview
Selection Decision
Physical Test
Job Offer
Employment Contract
Induction
Evaluation
 Why an Interview?
Exchange sufficient & necessary information to decide
suitability
Social and ritual aspects. Audition. Group/power vetting
Candidate asserts abilities & presents experience.
Communicate relevant information about
job/organisation - objective & subjective
Seduce candidate to become an organisational member
Satisfy candidate - give fair opportunity
Importance of not over-selling
 Types of Interviews
Unstructured / Non-directive
Structured / Patterned
Panel
Group
Stress
Behavioral (BDI)
Situational (SI)
Interviews using other media
 Interview Strategies
Frank and friendly
Problem-solving - “imaging yourself in the
job...what would you do if...?
Behavioural event - critical experiences - what,
why, how, options, plans, outcomes
Simulate stress. Put on the spot? Validity?
Spurious appeal?
Strengths and weaknesses of
 individual interviews
 sequential interviews
 panel interviews
THANK YOU