Recruitment: Organizational activities that provide a pool of

applicants for the purpose of filling job openings.
 It is a process of searching for prospective

employees .
 Stimulating & Encouraging them to apply for jobs

in the org.

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 Catagories Company’s Image Perception by the Job Seekers.

Sources Of Recruitment:
 Present Employees
 Unsolicited Applicants  Educational and Professional Instituitions  Public Employment Offices  Private employment Agencies  Employee Referrals  Help wanted Advertising  Walk-Ins

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

3. Preliminary Interview Selection Tests Employment Interview Reference and Background Analysis Physical Examination Job Offer Employment Contract . 7. 4. 5.Selection Process 1. 2. 6.

Use of psychological test in selection .

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

devised tests to measure differenced in specific human abilities.  Hippocrates – (400BC) attempted to theoretically define four basic temperament types: sanguine (optimistic).  . melancholic (depressed).Brief history of tests Comparisons of human attributes and differences have a very long history.  Galton .(19th century) measured human individual differences in terms of ability to discriminate between stimuli. choleric (irritable) and phlegmatic (listless and sluggish). Now numerous tests measure specific abilities. strengths and competencies. Binet .

 . Today – Psychological tests widely used in selection practices. Army Alpha and Beta tests (WW1) – developed out of an urgent need to select personnel with specific aptitudes for training in specialist and strategic roles.

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

with 100 being the average. IQ=Mental Age/Actual Age*100 For example. a six year old child with a mental age of 9 would have an IQ of 150.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. is a measure of a potential.  Achievement tests: It helps to measure the proficiency that a person has been able to achieve.”[1] Intelligence. “it enables the individual to profit by error without being slaughtered by it. and so it is supposed to be independent of culture. Or. a six year old child with a mental age of 6 would have an IQ of 100 (the “average” IQ score). Today. assimilate its functioning. as Alfred Whitehead said about intelligence. and apply this knowledge to enhance the quality of your life. intelligence is measured according to individual deviation from standardized norms. therefore. .  Intelligence tests: It attempts to measure the intelligence—that is. not a measure of what you’ve learned (as in an achievement test). basic ability to understand the world around you.

your ability to think..  Specific clinical tests :It attempts to measure specific clinical matters.  Occupational tests : It attempts to match your interests with the interests of persons in known careers. speak.) that may result from some sort of brain damage. the things that interest most school teachers. reason. etc. then you might make a good school teacher yourself. such as a stroke or a brain injury. and 2.  Personality tests : It attempts to measure your basic personality style and are most used in research or forensic settings to help with clinical diagnoses.e. Minnesota Multiphasic Personality Inventory (MMPI). Rorschach (the “inkblot test”). such as your current level of anxiety or depression. .Cont…  Neuropsychological tests: It attempts to measure deficits in cognitive functioning (i. composed of several cards of inkblots—you simply give a description of the images and feelings you experience in looking at the blots. say. Two of the most wellknown personality tests are 1. The logic here is that if the things that interest you in life match up with. composed of several hundred “yes or no” questions. or the revised MMPI-2.

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

now a days in most of the places candidates are evaluated on the basis of the psychological test. .Navy etc.Places Where Psychological Testing Is Used Institutes  Colleges or Educational       Army. Bank Airlines Companies Schools So.

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's abilities and interests can identify interpersonal traits that may be needed for certain jobs .

Disadvantages       difficult to measure personality traits that may not be well defined applicant's training and experience may have greater impact on job performance than applicant's personality responses by applicant may may be altered by applicant's desire to respond in a way they feel would result in their selection lack of diversity if all selected applicants have same personality traits cost may be prohibitive for both the test and interpretation of results lack of evidence to support validity of use of personality tests .

Not used exclusively: Personality tests should not be the sole instrument used for selecting applicants. they should be used in conjunction with other procedures as one element of the selection process. Applicants should not be selected on the basis of personality tests alone. 'independence'. and 'self-confidence' may end up excluding females significantly more than males which would result in adverse impact.Tips   Select traits carefully : An employer that selects applicants with high degree of 'assertiveness'. Rather. Select tests carefully: Any tests should have been analyzed for (high) reliability and (low) adverse impact.  .

Types of Interviews  Structured  Unstructured  Mixed  Behavioral  Stressful .

BARRIERS TO EFFECTIVE SELECTION  Perception  Fairness  Validity  Reliability  Pressure .

Ability.Stages In Selection Process: • • Stage 1: Screening Of Application Forms. Aptitude. Stage 4: Selection Decision • • . Stage 3: Selection Interview. Technical. Interest. Stage 2: Tests--Intelligence. Psychometric.


Steps Of Recruitment Process Decision is made as to whether recruitment is necessary Job description is prepared Specification is prepared Plans are made on how and when to advertise Applicants are short-listed References are requested Candidates are invited for interviews and selection tests The successful candidate is offered the job and signs the contract of employment .




.  Budget.  Retention of employees.Difficulties in Recruitment process  Talent Acquistion.  Managing low attrition rate.  Expensive.  Time Constraint.

Policies  Remoteness of Job  Scrutinity of employee’s credentials .Challenges in Recruitent & Selection:  Talent Shortage  Attrition Rate  Reservations and other Gov.

Analyzing the qualifications of applicants and deciding upon those who show the most potential . Between Recruitment and Selection:  Recruitment.searching for and attracting applicants qualified to fill vacant positions  Selection.Basic Diff.

Case Study: Selection And Recruitment Practices in Wipro Tech Wipro Tech is an information technology service company established in India in 1980.000 as of September 2007 . Headquarter Rank Employees Strength Bangalore Third largest IT services company in India 78.

Project manager. as per needs of PM. .TL. How do you come to know about technology on which the workforce have to be recruited.& required technical competencies.Q & A Session with WIPRO HR: How requiremnt arises in Wipro?  Acquisition of Projects. technical lead handover(or mail) HR team about Job description as well as little bit project description .

of candidate to be recruited... How do you come to know about no. of candidates to be recruited? First do check about current workforce which is on bench and having the required skill then we decide about no..Cont. . What's the first process of recruitment? If the recruitment is on small level and the skillset is easily available then we scan our database for candidates but if the recruitment is very large and skillset is presice (or scarcity of skillset ) then we give the advt in news papers.

Group Discussion.. then we invite them for further process like Aptitude Test . .. Interview.Cont. What is the next step you follow ? We shortlisted the resume on the basis of skill and experience and availability of skill set in market..

 In addition to a good education. What kind of professionals can find job opportunities with the company? We have a rigorous recruitment process to ensure that we hire the best talent in the industry. interested in building a career with Wipro and who bring a new perspective to the organisation..  Educational qualifications are function dependent. All our HR processes are competency based.Cont. integrity and the ability to lead the organisation in future. we look for candidates with high  Our main focus is on `internal growth' and hence we look for potential. . candidates who are steady...

exciting work environment and opportunity to make a difference through entrepreneurial ventures. exciting challenges and       opportunities for career advancement are our key retention tools. We also have a compensation design. Each employee has a career growth plan in place. amongst other things.. We also purge the bottom 10% on a regular basis so that they do not become a liability for others. employees seek fast growth. Based on the career plan we give each of them opportunity to work in various functions to get a wide and varied exposure. which aggressively differentiates between performers and non-performers..Cont. What kind of retention policies do you implement to fight attrition? Our values and culture. We were arguably the first FMCG company in India to offer stock options to employees. We believe that apart from salaries. . freedom and autonomy. We work in a highly charged environment with talented and successful people that motivate one and all.

Role of recruitment consultants .

communication. finance. human resources. medicine. public affairs. . the environment. law. or waste management. engineering.  A consultant is self-employed or works for a consultancy firm. usually with multiple and changing clients. marketing. graphic design.What is Consultant  A consultant (from the Latin consultare means "to discuss" ) is a professional who provides advice in a particular area of expertise such as accountancy. technology.

 Technology Consultant.  Human Resource Consultant  Marketing Consultant  Law Consultant  Medicine Consultant  Finance Consultant and many more….Types of Consultant  Environmental consultants. .

The key skill of a recruitment consultant is to meet the needs of both the client and the candidate to ensure the best mutual fit. They also work for candidates to find a role that is suitable for them. this is not simply a case of skills matching but of truly understanding the business and its culture.What Is Recruitment Consultant  "Recruitment consultants work with companies to help them find the right people for their positions." . as well as the aspirations of the candidate.

These vacancies can be permanent or temporary roles. .Recruitment Consultant Activities  A recruitment consultant is responsible for helping employer clients to recruit staff for job vacancies. . tests and background checks.  Recruitment consultants develop an understanding of their client's requirements.  Consultants also provide advice to both clients and candidates on salary levels. training requirements and career opportunities. Developing solid relationships with clients is integral to the role. then identify potential staff (candidates) through existing contacts or by advertising roles/headhunting (executive search). then make recommendations to their client. They assess candidates' skills through interviews.

 using marketing and business knowledge to extend company contacts.  negotiating terms of employment. .  monitoring candidates once placed.  headhunting .  maintaining current records and personal statistics for review against performance targets.identifying and approaching suitable candidates.  collecting feedback from employers on the performance of candidates who have previously been placed with them.» Typical work activities  A recruitment consultant's role is demanding and diverse.  identifying and evaluating employers' recruitment needs.  documenting clients' details and vacancy requirements in a brief.  interviewing potential candidates  clarifying and negotiating salary and benefits relating to the role.

ABC International Placement Services Active Consultant Beta Consultancy HR Services Browse Consulting Career Graph CareerIndia Dynamic Consultant Enterprise Consulting HUDDAR Human Ware India JCG Associates and many more…… . Ltd.Various Players In Recruitment Consultancy At National Level             3P Consultant Pvt.

 At Global Level  ADD Resources  BLT  Camron James  Osiris Connections  Prism Executive Recruitment .

What makes a Good Recruitment Consultant To be successful in the recruitment industry you must:           be ambitious and confident be goal orientated have good interpersonal and communications skills be a good team player be able to handle multiple priorities be tenacious be a problem solver be able to work to deadlines and targets enjoy responsibility and working in a high-pressure environment have a good sense of humour .

 A role that could provide you with a solid future within Recruitment.Opportunity as a Recruitment Consultant  A chance to work with a large successful organization.  An opportunity to develop within the Recruitment Industry with one of the most supportive and resourceful organizations.  A competitive annual salary and excellent commission packages  Fantastic training and mentoring opportunities .

2)Business development. . 3) evaluation technique. and Quality assurance. the long-term objectives of the consulting firm is to operate in a wide range of sections/functions. Three key areas which every consultant should be well conversant 1)knowledge and skills related to Man-management. where the consultants have not developed     expertise when firm is focused and the consultant is a generalist. Expose the consultants to all upcoming sectors/functions in a non-focused firm with generalist consultant . Here. Provide the consultants exposure to areas where they do not have expertise in a non focused firm with expert consultant. Reinforce and update knowledge and skills in the areas of focus of the firm when the firm is focused and the consultant is an expert.Challenges Faced By Recruitment Consultant  Develop expertise in those strategic areas.

 To maintain Effectiveness and Efficiency.  Innovation and Quality Assurance are two key elements in the success of any consulting

firm.  Maintain the customer relationship.

 Fast Response  Broad customer base in private and public sectors  Improved attraction and recruitment strategies

 Identifies and prepares potential job applicants

who will be appropriate candidates.
 Higher succession rate of the selection process by

reducing the number of visibility under-qualified or overqualified job applicants.

 Non -ethical strategies.  It won't always work.  Cost.

What are Advertisements…..


51 .ADVERTISEMENT  What is advertisement? Advertising is a one-way communication whose purpose is to inform potential customers about products and services and how to obtain them For Recruitment – To provide information that will attract a significant pool of qualified candidates and discourage unqualified ones from applying.

Sale Promotion.Various kinds of Advertisement Media (E. billboards. Outdoor. printed flyers . posters) 1.g. magazines. radio. web banners. newspapers. 2. web popups. exhibitions 52 . merchandizing. human directorial. and radio ( recognized ad agencies get commission from these media) Below-the-line Media: Direct mail. Above the line Media: Press. posters. TV.

Various kinds of Advertisement  Price Advertisement  Covert Advertisement  Local Service advertisement  Business to Business Advertisement  Direct Response Advertisement 53 .

Human capital…)  Newspapers (e. Winning Edge. Times classified etc. Blind Box Ads. Commercial ads like Accenture & many more)  Radio (e..g. Business Today.)  Internet (…)  Direct Mail 54 .Medium for Recruitment Advertising  Television (e. News pop-ups.g. Radio Mirchi… )  Magazines (e. Web portal like Naukri. Business Monster.

COST 55 .

COST 56 .

Graphical Comparison 57 .

Walkins 250 200 150 Walkins 100 50 0 Advertisement Consultant 58 .

Joined 30 25 20 15 Joined 10 5 0 Advertisement Consultant 59 .

Amount per candidate 5000 4500 4000 3500 3000 2500 2000 1500 1000 Amount per candidate 500 0 Advertisement Consultant 60 .

Convertion Ratio 25 20 15 Convertion Ratio 10 5 0 Advertisement Consultant 61 .

Avg of Total Hiring 60 50 40 30 Avg of Total Hiring 20 10 0 Advertisement Consultant 62 .

 Quality of a Product is determined.Success Factors  Customer realization of Product.  Exposes company’s Culture  Ramp Up Awareness of Brand among masses and hence increase Demand 63 .

 Advertisement is the fastest way to spread recruitment hiring information.Use of Advertisements in Recruitment Process.  Creating awareness of Job Opportunities in the specified field of Interest.  Finding Desirable Candidates  Keeping an competitive edge over competitors as more advertisements attracts best of the job seekers. 64 .

merchandising service. coordination with national advertising. lack of creativity.  Disadvantages -. 65 . community prestige. segment consumer by geography. flexible. intense coverage. may be expensive relative to other media. reach large audience.Evaluation and Effects  Newspapers  Advantages – Short lead time. poor reproduction.short life span. reader control of exposure. hasty reading.

short lead time. extra services.selectivity for demographic and geographic segments. high in quality reproduction. lack of flexibility in gaining attention. prestigious advertisement is credibility of magazine is high. temporary nature of message. issue may be read by more than one person.  Disadvantages – don’t have visual capacity. fragmented and inflexible. reach demographic and geographic segmented audience. often limited control over location of advertisement.  Disadvantages – long lead time.  Magazines and Journals  Advantages -. reach large audience. low cost relative to other media. Radio  Advantages – audio capacity. 66 . lasts as long as magazine is kept.

lack of selectivity. evidence of public distrust. requires production specialists 67 .temporary nature of message. high mortality rate for commercials. visual and audio capabilities.  Disadvantages -. hard to target customer. high cost relative to other media. prestige. flexibility in getting attention of consumer. Television  Advantages -. short lead time.impact mass coverage. repetition.

short exposure time. ability to promote products available for sale nearby  Disadvantages -. public concern over aesthetics. quick communication of simple ideas. 68 . cannot target customer.brevity of the message. Outdoor Advertising  Advantages – inexpensive relative to other media. repetition of exposure to customers.

consumer resistance.high cost per person. Internet & Direct Mail  Advantages – flexibility in reaching target audience. short lead time. easy to personalize  Disadvantages -. intense coverage. complete information. dependency on quality of mailing list. may be considered as junk mail. may be difficult and expensive to access mailing lists 69 . flexibility of format.

 Induction is the process of acquainting the new employees with the existing culture and practices of the new organization. the job. the surroundings.What is induction?  Induction is process meant to help the new employee to settle down quickly into the job by becoming familiar with the people. the firm and the industry. 70 .

 Introduction to the company/department and its personnel structure. 71 .What all anxiety of recruited person. is induction for?  To sort out  To ensure the effective integration of staff.  History and introduction of founders.  Understand the standards and rules (written and unwritten) of the organisation.

. such as training.  Relevant personnel policies..  To clear doubtful situation between new employee and existing one.Contd. 72 ... promotion and health and safety.

 Management trainees.Who needs special attention?  Institute leavers.  Disabled employees.  People returning to work after a break. 73 .  Employees with language difficulties.

Formal Individual Serial Investiture 74 Informal Collective Disjunctive Divestiture .Induction Programme Before designing induction programme firm need to decide four strategic choice.

Who is responsible for the induction process?  HR manager  Health and safety advisor  Training officer  Department or line manager  Supervisor  Trade union or employee representative 75 .

HR Representative Organisational Issues Employee Benefits Introduction Special Anxiety Reduction Seminars To Placement Supervisor Specific Job Location and Duties Formal Induction Programme 76 .

Points while implementing Induction  Identify the business objectives and desired benefits.  Secure early commitment  Agree roles and responsibilities of different players in the process  Think of induction as a journey 77 .

Contd...  Engage staff prior to joining  Have clear learning objectives for training sessions  Respect the induction needs of different audiences  Keep induction material up to date 78 ...

Evaluation  Feedback from whom who completed induction  Retention rates  Exit interviews  Monitoring queries 79 .

Trends in Induction  Chalk and talk session  Questionnaire  From practicalities to discussion about culture  Using technologies like e-learning  Team building exercise 80 .

of forms  Employee is thrown into action too soon  Wrong perception develop in short span 81 .Problem in induction  To keep it simple  Supervisor is not trained enough  Employee get so much of information in short span of time  Large no.

Advantages of Good Induction  Employee retention.  Create good impression  It creates good adhesion  It take less time to familiarise  Less turnover ratio  Increase productivity  No chaos  Cost reduction 82 .

 Uneasiness of new employee in the environment of the In absence of Induction org.  Poor integration in team  Low morale  Loss of productivity  Failure to work with their highest potential  Company image goes down 83 .

 Leads to Early leaving.Contd.. It leads many problems like:- a) High employee turnover b) Lowering the morale of remaining staff c) Additional cost for re-recruiting d) Damage the company reputation e) Affect new recruitment f) Leaver’s record is affected 84 ....

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