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Recruitment & Selection
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Recruitment & Selection
Document Transcript
1. RECRUITMENTMeaning Of RecruitmentAccording to Edwin B. Flippo, recruitment is the process of
searching the candidatesfor employment and stimulating them to apply for jobs in the organisation".
Recruitmentis the activity that links the employers and the jobseekers. A few definitions of recruitment
are: A process of finding and attracting capable applicants for employment. Theprocess begins when
new recruits are sought and ends when their applications aresubmitted. The result is a pool of
applications from which new employees are selected. It isthe process to discover sources of
manpower to meet the requirement ofstaffing schedule and to employ effectivemeasures for attracting
that manpower in adequate numbers to facilitate effective selectionof an efficient working
force.Recruitment of candidates is the function preceding the selection, which helps create apool of
prospective employees for the organisation so that the management can select theright candidate for the
right job from this pool. Themain objective of the recruitment process is to expedite the selection
process.Recruitment is a continuous process whereby the firm attempts to develop a pool ofqualified
applicants for the future human resources needs even though specific vacanciesdo not exist. Usually, the
recruitment process starts when a mangerinitiates an employee requisition for a specific vacancy or an
anticipated vacancy.RECRUITMENT NEEDS ARE OF THREEPLANNEDi.e. the needs arising from
changes in organization and retirement policy. ANTICIPATEDAnticipated needs are those movements
in personnel, which an organization can predict bystudying trends in internal and external
environment.UNEXPECTEDResignation, deaths, accidents, illness give rise to unexpected needs.The
Purpose and Importance of Recruitment are given below: Attract and encourage more and more
candidates to apply in the organisation. Create a talent pool of candidates to enable the selection of best
candidatesfor the organisation. Determine present and future requirements of the organization in
conjunctionwith its personnel planning and job analysis activities.
2. recruitment is the process which links the employers with the employees. Increase the pool of job
candidates at minimum cost. Help increase the success rate of selection process by decreasing number
ofvisibly under qualified or overqualified job applicants. Help reduce theprobability that job applicants
once recruited and selected willleave the organization only after a short period of time. Meet the
organizations legal and social obligations regarding the compositionof its workforce. Begin identifying
and prepa ring potential job applicants who will be appropriatecandidates. Increase organization and
individual effectiveness of variousrecruitingtechniques and sources for all types of job applicantsThe
recruitment and selection is the major function of the human resource departmentand recruitment
process is the first step towards creating the competitive strength andthe recruitment strategic advantage
for the organisations. Recruitment processinvolves a systematic procedure from sourcing the candidates
to arranging and conductingthe interviews and requiresmany resources and time. A general recruitment
process is as follows:Identifying the vacancy:The recruitment process begins with the human resource
department receivingrequisitions for recruitment from any department of the company. These
contain:•Posts to be filled•Number of persons•Duties to be performed •Qualifications require • Preparing
the job description and person specification. • Locating and developing the sources of required number
and type of employees (Advertising etc). • Short-listing and identifying the prospective employee with
required characteristics. • Arranging the interviews with the selected candidates. • Conducting the
interview and decision making
3. 1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy 4.
Managing the response 5. Short-listing 6. Arrange interviews 7. Conducting interview and decision
makingThe recruitment process is immediately followed by the selection process i.e. the finalinterviews
and the decision making, conveying the decision and the appointmentformalities.Sources Of
Milind Makde at Computer Engineering
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RecruitmentEvery organisation has the option of choosing the candidates for its recruitment
processesfrom two kinds of sources: internal and external sources. The sources within theorganisation
itself (like transfer of employees from one department to other, promotions)to fill a position are known as
the internal sources of recruitment. Recruitmentcandidates from all the other sources (like outsourcing
agencies etc.) are known as theexternal sources of The recruitment.
4. SOURCES OF RECRUITMENTInternal Sources Of RecruitmentSome Internal Sources Of
Recruitments are given below:1. TRANSFERSThe employees are transferred from one department to
another according to theirefficiency and experience.2. PROMOTIONSThe employees are promoted from
one department to another with more benefits andgreater responsibility based on efficiency and
experience.3. Others are Upgrading and Demotion of present employees according to theirperformance.4.
Retired and Retrenched employees may also be recruited once again in case of shortageof qualified
personnel or increase in load of work. recruitment such people save time andcosts of the organisations as
the people are already aware of the organisational culture andthe policies and procedures.5. The
dependents and relatives of Deceased employees and Disabled employees arealso done by many
companies so that the members of the family do not become dependenton the mercy of others.External
Sources Of Recruitment
5. Advertisements of the vacancy in newspapers and journals are a widely usedsource of recruitment.
The main advantage of this method is that it has a wide reach.2. EDUCATIONAL INSTITUTESVarious
management institutes, engineering colleges, medical Colleges etc. are a goodsource of recruiting well
qualified executives, engineers, medical staff etc. They providefacilities for campus interviews and
placements. This source isknown as Campus Recruitment.3. PLACEMENT AGENCIESSeveral private
consultancy firms perform recruitment functions on behalf of clientcompanies by charging a fee. These
agencies are particularly suitable for recruitment ofexecutives and specialists. It is also known as RPO
(RecruitmentProcess Outsourcing) 4. EMPLOYMENT-EXCHANGES Government establishes public
employment exchanges throughout the country. These exchanges provide job information to job seekers
and help employers in identifying suitable candidates. 5. LABOUR-CONTRACTORS Manual workers can
be recruited through contractors who maintain close contacts with the sources of such workers. This
source is used to recruit labour for construction jobs. 6. UNSOLICITED-APPLICANTS Many job
seekers visit the office of well-known companies on their own. Such callers are considered nuisance to
the daily work routine of the enterprise. But can help in creating the talent pool or the database of the
probable candidates for the organisation. 7. EMPLOYEE-REFERRALS-/-RECOMMENDATIONS Many
organisations have structured system where the current employees of the organisation can refer their
friends and relatives for some position in their organisation. Also, the office bearers of trade unions are
often aware of the suitability of candidates. Recruitment Management can inquire these leaders for
suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the
candidates recommended by the trade union.RECRUITMENT AT FACTORY GATEUnskilled workers
may be recruited at the factory gate these may be employed whenever apermanent worker is absent.
More efficient among these may be recruited to fill permanentvacancies.Factors Affecting
RecruitmentThe recruitment function of the organisations is affected and governed by a mix ofvarious
internal and external forces. The internal forces or factors are the
6. factors that can be controlled by the organisation. And the external factors arethose factors which
cannot be controlled by the organisation. The internal andexternal forces affecting recruitment function
of an organisation are: FACTORS AFFECTING RECRUITMENTRecruitment Policy Of a CompanyIn
todays rapidly changing business environment, a well defined recruitment policy isnecessary for
organizations to respond to its human resource requirements in time.Therefore, it is important to have a
clear and concise recruitment policy in place, whichcan be executed effectively to recruit the best talent
pool for the selection of the rightcandidate at the right place quickly. Creating a suitable recruitment
policy is the firststep in the efficient hiring process. A clear and concise recruitment policy helps ensure
asound recruitment process.It specifies the objectives of recruitment and provides a framework for
implementationof recruitment programme. It may involve organizational system to be developed
forimplementing recruitment programmes and procedures by fillingup vacancies with best qualified
people.COMPONENTS OF THE RECRUITMENT POLICY • The general recruitment policies and terms
of the organisation • Recruitment services of consultants • Recruitment of temporary employees • Unique
recruitment situations • The selection process • The job descriptions
7. • The terms and conditions of the employmentA recruitment policy of an organisation should be such
that: • It should focus on recruiting the best potential people. • To ensure that every applicant and
employee is treated equally with dignity and respect. • Unbiased policy. • To aid and encourage employees
in realizing their full potential. • Transparent, task oriented and merit based selection. • Weight age during
selection given to factors that suit organization needs. • Optimization of manpower at the time of selection
process. • Defining the competent authority to approve each selection. • Abides by relevant public policy
and legislation on hiring and employment relationship. • Integrates employee needs with the organisational
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needs.FACTORS AFFECTING RECRUITMENT POLICY • Organizational objectives • Personnel policies
of the organization and its competitors. • Government policies on reservations. • Preferred sources of
recruitment. • Need of the organization. • Recruitment costs and financial implications.Recent Trends in
RecruitmentThe following trends are being seen in recruitment: OUTSOURCINGIn India, the HR
processes are being outsourced from more than a decade now. A companymay draw required personnel
from outsourcing firms. The outsourcing firms help theorganisation by the initial screening of the
candidates according to the needs of theorganisation and creating a suitable pool of talent for the final
selection by theorganisation. Outsourcing firms develop their human resource pool by employing
peoplefor them and make available personnel to various companies as per their needs. In turn,the
outsourcing firms or the intermediaries charge the organisations for their services.
8. Advantages of outsourcing are: 1. Company need not plan for human resources much in advance. 2.
Value creation, operational flexibility and competitive advantage 3. turning the managements focus to
strategic level processes of HRM 4. Company is free from salary negotiations, weeding the unsuitable
resumes/candidates. 5. Company can save a lot of its resources and time • POACHING/RAIDING
"Buying talent" (rather than developing it) is the latest mantra being followed by the organisations today.
Poaching means employing a competent and experienced person already working with another reputed
company in the same or different industry; the organisation might be a competitor in the industry. A
company can attract talent from another firm by offering attractive pay packages and other terms and
conditions, better than the current employer of the candidate. But it is seen as an unethical practice and
not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt
of poaching today. It has become a challenge for human resource managers to face and tackle poaching,
as it weakens the competitive strength of the firm. • E-RECRUITMENT Many big organizations use
Internet as a source of recruitment. E- recruitment is the use of technology to assist the recruitment
process. They advertise job vacancies through worldwide web. The job seekers send their applications or
curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CVs in
worldwide web, which can be drawn by prospective employees depending upon their requirements.
Advantages of recruitment are: o Low cost. o No intermediaries o Reduction in time for recruitment. o
Recruitment of right type of people. o Efficiency of recruitment process.The buzzword and the latest
trends in recruitment is the "E-Recruitment". Also known as"Online recruitment", it is the use of
technology or the web based tools to assist therecruitment processes. The tool can be either a job
website like naukri.com, theorganisations corporate web site or its own intranet. Many big and small
organizations areusing Internet as a source of recruitment. They advertise job vacancies through
worldwideweb. The job seekers send their applications or
9. curriculum vitae (CV) through an e-mail using the Internet. Alternatively jobseekers place their CVs in
worldwide web, which can be drawn by prospective employeesdepending upon their requirements.The
internet penetration in India is increasing and has tremendous potential. According toa study by
NASSCOM - "Jobs is among the top reasons why new users will come on to theinternet, besides e-mail."
There are more than 18 millionresumes floating online across the world.The two kinds of e-recruitment
that an organisation can use is -Job portals - i.e. posting the position with the job description and the
jobspecification on the job portal and also searching for the suitable resumes posted on the
sitecorresponding to the opening in the organisation. Creating a complete online recruitment/application
section in the companiesown website. - Companies have added an application system to its website,
where thepassive job seekers can submit their resumes into the database of the organisation
forconsideration in future, as and when the roles become available.Resume Scanners: Resume scanner is
one major benefit provided by the job portals to theorganisations. It enables the employees to screen and
filter the resumes through pre-defined criterias and requirements (skills, qualifications,experience, payroll
etc.) of the j ob.Job sites provide a 24*7 access to the database of the resumes to the employees
facilitatingthe just-in-time hiring by the organisations. Also, the jobs can be posted on the site
almostimmediately and is also cheaper than advertising in the employment newspapers.Sometimes
companies can get valuable references through the "passers-by" applicants.Online recruitment helps the
organisations to automate the recruitment process, save theirtime and costs on recruitments.Online
recruitment techniques • Giving a detailed job description and job specifications in the job postings to
attract candidates with the right skill sets and qualifications at the first stage. • E-recruitment should be
incorporated into the overall recruitment strategy of the organisation. • A well defined and structured
applicant tracking system should be integrated and the system should have a back-end support. • Along
with the back-office support a comprehensive website to receive and process job applications (through
direct or online advertising) should be developed.Therefore, to conclude, it can be said that e-recruitment
is the "Evolving face ofrecruitment."Advantage & Disadvantage Of E-Recruitment
10. Recruitment Vs SelectionBoth recruitment and selection are the two phases of the employment
process.The differences between the two are:1. The recruitment is the process of searching the
candidates for employment andstimulating them to apply for jobs in the organisation WHEREAS selection
involves theseries of steps by which the candidates are screened for choosing themost suitable persons
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for vacant posts.2. The basic purpose of recruitments is to create a talent pool of candidates to enable
theselection of best candidates for the organisation, by attracting more and more employees toapply in the
organisation WHEREAS the basic purpose of selection process is to choose theright candidate to fill the
various positions in the organisation.3. Recruitment is a positive process i.e. encouraging more and more
employees to applyWHEREAS selection is a negative process as it involves rejection of theunsuitable
candidates.4. Recruitment is concerned with tapping the sources of human resources
WHEREASselection is concerned with selecting the most suitable candidatethrough various interviews
and tests.5. There is no contract of recruitment established in recruitment WHEREAS selectionresults in
a contract of service between the employer and the selected employee.Types Of Job Seekers1. Quid Pro
QueThese are the people who say that " I can do this for you, what can you give me" Thesepeople value
high responsibilities, higher risks, and expect higher rewards, personaldevelopment and company profiles
doesnt matter to them.2. I-will-be-with-youThese people like to be with big brands. Importance is given
to brands. They are notbothered about work ethic, culture mission etc.3. I-will-do-you-what-you-
wantThese people are concerned about how meaningful the job is and they definemeaning parameters
criteria known by previous job.4.-Where-do-you-want-me-to-comeThese people observe things like
where is your office, what atmosphere do you offer.Career prospects and exciting projects dont entice
them as much. It is the responsibility ofthe recruiter to decide what the employee might face in given job
and thus take decision. Agood decision will help cut down employee retention costs and future
recruitment costs.
11. Internal Factors Affecting RecruitmentThe internal factors or forces which affecting recruitment and
can becontrolled by the organisation are 1. RECRUITMENT POLICYThe recruitment policy of an
organisation specifies the objectives of recruitment andprovides a framework for implementation of
recruitment programme. It may involveorganizational system to be developed for implementing
recruitmentprogrammes and procedures by filling up vacancies with best qualified people.FACTORS
AFFECTING RECRUITMENT POLICY• Organizational objectives• Personnel policies of the organization
and its competitors.Government policies on reservations.• Preferred sources of recruitment.• Need of the
organization.• Recruitment costs and financial implications. 2. HUMAN RESOURCE
PLANNINGEffective human resource planning helps in determining the gaps present in the
existingmanpower of the organization. It also helps in determining the number of employees to
berecruited and what qualification they must possess. 3. SIZE OF THE FIRMThe size of the firm is an
important factor in recruitment process. If the organization isplanning to increase its operations and
expand its business, it will think of hiring morepersonnel, which will handle its operations. 4.
COSTRecruitment incur cost to the employer, therefore, organizations try to employ that source
ofrecruitment which will bear a lower cost of recruitment to the organization for
eachcandidate.GROWTH AND EXPANSIONOrganization will employ or think of employing more
personnel if it is expanding its operations.
12. SELECTIONIntroductionThe size of the labour market, the image of the company, the place of
posting, the nature of job, thecompensation package and a host of other factors influence the manner of
aspirants are likely torespond to the recruiting efforts of the company. Through the process of
recruitment the company triesto locate prospective employees and encourages them to apply for
vacancies at various levels.Recruiting, thus, provides a pool of applicants for selection.Definition To
select means to choose. Selection is the process of pickingindividuals who have relevant qualifications to
fill jobs in an organisation. The basic purpose is tochoose the individual who can most successfully
perform the job from the pool of qualifiedcandidates.PurposeThe purpose of selection is to pick up the
most suitable candidate who would meet the requirements ofthe job in an organisation best, to find out
which job applicant will be successful, if hired. To meet thisgoal, the company obtains and assesses
information about the applicants in terms of age,qualifications, skills, experience, etc. the needs of the job
are matched with the profile of candidates.The most suitable person is then picked up after eliminating
the unsuitable applicants throughsuccessive stages of selection process. How well an employee is
matched to a job is very importantbecause it is directly affects the amount and quality of employees
work. Any mismatch in this regardcan cost an organisation a great deal of money, time and trouble,
especially, in terms of training andoperating costs. In course of time, the employee may find the job
distasteful and leave in frustration.He may even circulate negative information about the company,
causing incalculable harm to thecompany in the long run. Effective election, therefore, demands constant
monitoring of the fitbetween people the job.The ProcessSelection is usually a series of hurdles or steps.
Each one must be successfully cleared before theapplicant proceeds to the next one. The time and
emphasis place on each step will definitely vary fromone organisation to another and indeed, from job to
job within the same organisation. The sequence ofsteps may also vary from job to job and organisation to
organisation. For example some organisationsmay give more importance to testing while others give more
emphasis to interviews and referencechecks. Similarly a single brief selection interview might be enough
for applicants for lower levelpositions, while applicants for managerial jobs might be interviewed by a
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13. 1. ReceptionA company is known by the people it employs. In order to attractpeople with talents,
skills and experience a company has to create afavourable impression on the applicants right from the
stage of reception. Whoever meets theapplicant initially should be tactful and able to extend help in a
friendly and courteous way.Employment possibilities must be presented honestly and clearly. If no jobs
are available at that pointof time, the applicant may be asked to call back the personnel department after
some time.2. Screening InterviewA preliminary interview is generally planned by large organisations to
cut the cost of selection byallowing only eligible candidates to go through the further stages in selection.
A junior executive fromthe Personnel Department may elicit responses from the applicants on important
items determining thesuitability of an applicant for a job such as age, education, experience, pay
expectations, aptitude,location, choice etc. this courtesy interview as it is often called helps the
department screen outobvious misfits. If the department finds the candidate suitable,a prescribed
application form is given to the applicants to fill and submit.3.Application Blank
14. Application blank or form is one of the most common methods usedto collect information on the
various aspects of the applicants academic, social, demographic, workrelated background and
references. It is a brief history sheet of employees background.Usefulness of Application Blank or
FormApplication blank is highly useful selection tool, in that way it servesthree important purposes:1. It
introduces the candidate to the company in a formal way.2. It helps the company to have a cross-
comparison of the applicants;the company can screen and reject candidates if they fail to meet the
eligibility criteria at this stageitself.3. It can serve as a basis to initiate a dialogue in the
interview.4.Selection TestingSelection tests or the employment tests are conducted to assess intelligence,
abilities, andpersonality trait.A test is a standardized, objective measure of a persons behaviour,
performance or attitude. It isstandardised because the way the tests is carried out, the environment in
which the test isadministered and the way the individual scores are calculated- are uniformly applied. It is
objectivein that it tries to measure individual differences in a scientific way givingvery little room for
individual bias and interpretation. Some of them are1. Intelligence Tests: These are mental ability tests.
They measure theincumbents learning ability and the ability to understand instructions and make
judgements. Thebasic objective of such test is to pick up employees who are alert and quick at learning
things sothat they can be offered adequate training to improve their skills for the benefit of the
organization.2. Aptitude Test: Aptitude test measure an individuals potential to learncertain skills- clerical,
mechanical, mathematical, etc. These tests indicate whether or not anindividual has the capabilities to
learn a given job quickly and efficiently. In order to recruitefficient office staff,aptitude tests are
necessary3. Personality Test: The definition of personality, methods of measuringpersonality factors and
the relationship between personality factors and actual job criteria has beenthe subject of much
discussion. Researchers have also questioned whether applicants answer all theitems truthfully or
whether they try to respond in a socially desirable manner. Regardless of theseobjections, many people
still consider personality as an important component of job success.4. Simulation Tests: Simulation
exercise is a tests which duplicate manyof the activities and problems an employee faces while at work.5.
Graphology Test: Graphology involves using a trained evaluator toexamine the lines, loops, hooks, stokes,
curves and flourishes in a persons handwriting to assessthe persons personality and emotional make-
up.6. Polygraph (Lie-Detector) tests: the polygraph records physicalchanges in the body as the tests
subject answers a series of questions. It records fluctuations inrespiration, blood pressure and
perspiration on a moving roll of graph paper. The polygraphoperator forms a judgement as to whether the
subjects response was truthful or deceptive byexamining the biological movements recorded on the
15. TEST AS SELECTION TOOL:Tests are useful selection devices in that they uncover qualifications
and talents that cant bedetected otherwise. They can be used to predict how well one would perform if
one is hired, whyone behaves the way one does, what situational factors influence employee productivity,
etc. Testsalso provide unbiased information that can be put to scientific and statistical analysis.However,
tests suffer from sizeable errors of estimate. Most psychological tests also have onecommon weakness,
that is, we cant use scales which have a known zero point and equal intervals.An intelligence test, for
example starts at an arbitrary point, where a person may not be able toanswer question properly. This
does not mean that the person is totally lacking in intelligence.Likewise, a person who is able to answer
all the 10 questions correctly cannot be called twice asintelligent as the one who was able to answer only
5.SELECTION INTERVIEW: Interview is the oral examination of candidates for employment.This is the
most essential step in the selection process. In this step the interviewer matches theinformation obtained
about the candidates through various means to the job requirements and tothe information obtained
through his own observations during the interview.Interview gives the recruiter an opportunity To size up
the candidate personally; To ask question that are not covered in the tests; To make judgments on
candidates enthusiasm and intelligence; To assess subjective aspects of the candidate - facial
expressions,appearance, nervousness and so forth; To give facts to the candidates regarding the
company, its policies,etc. and promote goodwill towards the company.Types of interviews:Several types
of interviews are commonly used depending on the nature and importance of theposition to be filled
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within an organization.In a non directive interview the recruiter asks questions as they come to mind.
There is no specificformat to be followed.In a patterned interview, the employer follows a pre-
determined sequence of questions. Here theinterviewee is given a special form containing questions
regarding his technical competence,personality traits, attitudes, motivation, etc.In a structured or
situational interview, there are fixed job related questions that are presented toeach applicant.In a panel
interview several interviewers question and seek answers from one applicant. The panelmembers can ask
new and incisive questions based on their expertise and experience and elicitdeeper and more meaningful
expertise from candidates.
16. Interviews can also be designed to create a difficult environment where the applicants confidencelevel
and the ability to stand erect in difficult situations are put to test. These are referred to as thestress
interview. This is basically an interview in which the applicant is made uncomfortable by aseries of,
often, rude, annoying or embarrassing questions.Steps in interview process:Interview is an art. It
demands a positive frame of mind on part of the interviewers. Interviewersmust be treated properly so as
to leave a good impression about the company in their minds. HRexperts have identifiedcertain steps to be
followed while conducting interviews:PREPARATION:• Establishing the objective of the interview•
Receiving the candidates application and resume• Keeping tests score ready, along with interview
assessment forms• Selecting the interview method to be followed• Choosing the panel of experts who
would interview the candidates• Identifying proper room for environment1.RECEPTION: The candidate
should be properly received and led intothe interview room. Start the interview on
time.2.INFORMATION EXCHANGE:• State the purpose of the interview, how the qualifications are
goingto be matched with skills needed to handle the job.• Begin with open-ended questions where the
candidate gets enoughfreedom to express himself.• Focus on the applicants education, training, work
experience, etc.Find unexplained gaps in applicants past work or college record andelicit facts that are
not mentioned in the resume.3.EVALUATION: Evaluation is done on basis of answers and justification
given by the applicantin the interview.4. PHYSICAL AND MEDICAL EXAMINATION: After the
selectiondecision and before the job offer is made, the candidate is required to
17. undergo a physical fitness test. A job offer is often contingent upon the candidate being declared
fitafter the physical examination.5.REFERENCE CHECKS: Once the interview and medical examination
of the candidate isover, the personnel department will engage in checking references. Candidates are
required to givethe names of 2 or 3 references in their application forms. These references may be from
theindividuals who are familiar with the candidates academic achievements or from the
applicantsprevious employer, who is well versed with the applicants job performance and sometimes
fromthe co-workers.HIRING DECISION:The line manager has to make the final decision now - whether
to select or reject a candidate aftersoliciting the required information through different techniques
discussed earlier. The line managerhas to take adequate care in taking the final decision because of
economic, behavioral and socialimplications of the selection decisions. A careless decision of rejecting a
candidate would impairthe morale of the people and they suspect the selection procedure and the very
basis of selection ina particular organization.A true understanding between line managers and personnel
managers should be established so asto facilitate good selection decisions. After taking the final decision,
the organization has tointimate this decision to the successful as well as unsuccessful candidates.
Theorganization sends the appointment order to the successful candidateseither immediately or after
sometime depending upon its time schedule.Interviewing Mistakes: May have been influenced by cultural
noise, snap judgments, haloeffect, stereotyping, first impression etc.STRATEGIES FOR SUCESSFUL
date job description is crucial to ensuring a good person-job fit. It isworthwhile spending some time
making sure that the job description matches the everyday realityof the job.STEP 2: EVALUATE THE
RECRUITMENT STRATEGYPeriodically evaluating the effectiveness of your recruitment strategy, such
as the type of sourcesused for recruiting, can be a useful activity. For instance, a cost-benefit analysis
can be done interms of the number of applicants referred, interviewed, selected, and hired. Comparing
theeffectiveness of applicants hired from various sources in terms of job performance and absenteeismis
also helpful. One could also examine the retention rates of workers who were hired fromdifferent
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24/9/2014 Recruitment & Selection
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