CHP 3-PART B RECRUITMENT & SELECTION

HOW DO ORGANIZATIONS ATTRACT A QUALITY WORKFORCE?

RECRUITMENT
 Recruitment
Activities designed to attract a qualified pool of job applicants to an organization. Steps in the recruitment process:
  

Advertisement of a job vacancy. Preliminary contact with potential job candidates. Initial screening to create a pool of qualified applicants.

RECRUITMENT METHODS
 Recruitment methods:
External recruitment candidates are sought from outside the hiring organization. Internal recruitment candidates are sought from within the organization. Traditional recruitment candidates receive information only on most positive organizational features. Realistic job previews candidates receive all pertinent information.

Steps in recruitment process

Process is interlinked and interdependent with other activities Employee planning and work analysis Deciding on the number of vacancies and selecting a source Advertising vacancies Screening the applicants Filling vacancies

Sources of recruitment
Internal and External sources Internal source Selecting suitable candidate from among the current employees in an organization Employee referrals, promotions from within, succession planning. Advantages: Builds employee morale Involves less cost than booking for outside Facilitates people to be places in the middle and top level positions

External source of recruitment

Walk in/write in Advertising Private placement agencies Government employment exchanges Campus recruitment Head hunters Military Professional associations

Electronic recruiting
Recruitment thru internet Advantage is wide publicity and a chance for a large number of applicants to choose Best method to be assessed depends upon: - Cost per hire - Number of resumes - Time-lapse between recruitment and placement ratio - Applicant performance and turnover

Retention of employees
Planning ahead Clarity in job requirements Identify a good source of recruitment Screening and interviewing Providing challenging work Focus on compensation and working conditions

Initiate recruitment request

Recruitment Flow Chart

A
References

Review & approval by level 5 and above managers

Approval received Yes

No

Intimation to the Original requester

Advertise/ Agencies

Screening Profiles

Eligible Profiles found Yes

No

Is written test required No

Yes

Conduct Written test

Yes Arrange & conduct Interviews

Qualified/ Short listed

Yes Qualified/ Short listed No

NO Intimate to the candidate about not short listed/selected

Yes
Final selection

Selected

No

Yes Send offer letter

SELECTION
 Selection
Choosing from a pool of applicants the person or persons who offer the greatest performance potential.

 Selection Steps
Completion of a formal application form. Interviewing. Testing. Reference checks. Physical examination. Final analysis and decision to hire or reject.

STEPS IN THE SELECTION PROCESS

STEPS IN THE SELECTION PROCESS



Step 1application forms

Declares individual to be a job candidate. Documents applicants personal history and qualifications. Personal rsums may be included. Applicants lacking appropriate credentials are rejected at this step.

STEPS IN THE SELECTION PROCESS

 Step 2interviews
Exchange of information between job candidate and key members of the organization. Opportunity for job candidate and organizational members to learn more about each other.

STEPS IN THE SELECTION PROCESS

 Step 3 employment tests Used to further screen applicants by gathering additional job-relevant information. Common types of employment tests:
   

Intelligence Aptitude Personality Interests

STEPS IN THE SELECTION PROCESS

Criteria for selection devices:
Reliability


The selection device is consistent in measurement.

Validity


There is a demonstrable relationship between a persons score or rating on a selection device and his/her eventual job performance.

STEPS IN THE SELECTION PROCESS



Behaviorally-oriented employment tests:

Assessment center


Evaluates a persons performance in simulated work situations.

Work sampling


Evaluates a persons performance on actual job tasks.

STEPS IN THE SELECTION PROCESS

 Step 4 reference and background checks Inquiries to previous employers, academic advisors, coworkers and/or acquaintances regarding applicants:
  

Qualifications. Experience. Past work records.

Can better inform potential employer. Can enhance candidates credibility.

STEPS IN THE SELECTION PROCESS

 Step 5 physical examinations
Ensure applicants physical capability to fulfill job requirements. Basis for enrolling applicant in life, health, and disability insurance programs. Drug testing is done at this step.

STEPS IN THE SELECTION PROCESS

Step 6 final decision to hire or reject
Best selection decisions will involve extensive consultation among multiple parties. Selection decision should focus on all aspects of the candidates capacity to perform the designated job.

SOCIALIZATION & ORIENTATION

 Socialization Process of influencing the expectations, behavior, and attitudes of a new employee in a way considered desirable by the organization.  Orientation Set of activities designed to familiarize new employees with their jobs, coworkers, and key aspects of the organization.

Induction
Induction is the process that introduces an employee to the organization It is usually the responsibility of the HR department to conduct induction process

Immediate supervisor might introduce the following steps: Welcomes the newcomer Explains the overall objectives of the company and his role Shows the location or place of work Hands over the rule book or job descriptions Provides details about training and promotional advancements Discusses working conditions

Topics that are usually covered are: Organizational issues: History of that company Layout and physical facilities Products/services offered Overview of the company procedures Disciplinary procedures Probationary period

Employee benefits
Pay scales Vacations, holidays Schedules Counseling Other benefits Training opportunities