UNIT-II

Recruitment: Recruitment is a search for

appropriate Human resource required by a
company from time to time.
Source of Recruitment
• Recruitment have two type of source:-
• 1) Internal Source
• 2) External Source
4) Backlog of Past applications:
This refers to the list of applications who have shown interest in the
company but who were not selected for the some reasons. Such
applications are referred and are advised to face the recruitment
process once again if they are interested.
External Sources
•The external sources provides wider spectrum of
selection and open up the entry of new blood in
the organization. It is a costly process, but
opens-up a chance to tap best talent in the field
. Some popular external sources are as under:-
6) Websites: The Jobs related website lists jobs
available in India and abroad. It also lists internships
and employment programme vacancies. You can input
your CV to the Jobs online database using the website.
Employers can access these CVs through this database
and contact a jobseeker directly.
8) Notices: Jobs are often advertised in shop and
restaurant windows, in libraries, supermarkets and other
community noticeboards
INTERVIEW
❖ It is a two-way systematic conversation between an investigator
(interviewer) and an informant (interviewee), initiated for obtaining
information relevant to a specific study/Job.
❖ In interview method, data is collected by presentation of oral verbal
stimuli and reply in terms of oral-verbal responses.
❖ We collect data not only from conversation but also learning from the
respondents’ gestures, facial expressions and pauses and his
environment.
Types of Interview

• 1. Structured Interview (Open ended-close ended)

• Here, every single detail of the interview is decided in advance. The questions to be asked, the order in which
the questions will be asked, the time given to each candidate, the information to be collected from each
candidate, etc. is all decided in advance. Structured interview is also called Standardized, Patterned, Directed
or Guided interview. Structured interviews are preplanned. They are accurate and precise. All the interviews
will be uniform (same). Therefore, there will be consistency and minimum bias in structured interviews.
2. Unstructured Interview

• This interview is not planned in detail. Hence it is also called as Non-Directed interview. The question to be
asked, the information to be collected from the candidates, etc. are not decided in advance. These interviews
are non-planned and therefore, more flexible. Candidates are more relaxed in such interviews. They are
encouraged to express themselves about different subjects, based on their expectations, motivations,
background, interests, etc. Here the interviewer can make a better judgement of the candidate's personality,
potentials, strengths and weaknesses. However, if the interviewer is not efficient then the discussions will lose
direction and the interview will be a waste of time and effort.
• 3. Individual Interview

• This method of interviewing involves one participant, and is semi-structured in its style. The interviewer has a
schedule of questions that they use as a guide to draw information out of the participant.

4. Group Interview

• Here, all the candidates or small groups of candidates are interviewed together. The time of the interviewer is
saved. A group interview is similar to a group discussion. A topic is given to the group, and they are asked to
discuss it. The interviewer carefully watches the candidates. He tries to find out which candidate influences
others, who clarifies issues, who summarizes the discussion, who speaks effectively, etc. He tries to judge the
behaviour of each candidate in a group situation.
• Other types of Interview
• Counselling Interview: To help the employee with any particular personal
or on-the-job problem which might be harmful to his performance.
In recent years these interviews have become more frequent for top
executives. Assumption is that executives tend to go onto ‘isolation’, not
willing to discuss their problem and responsibilities with others.

• Assessment or stress interview- These have the objective to evaluate the

interviewee for his ability to perform under a particular set of difficult
circumstances.

• Attitude interview: To obtain information from the interviewee concerning

his attitude about his job, company etc. Such interviews are carried on
during employment or point of termination; called an exit or separation
interview.
• Advantages of the interview method
1. Very good technique for getting the information about the complex, emotionally laden subjects.
2. Can be easily adapted to the ability of the person being interviewed.
3. Yields a good percentage of returns.
4. Yields perfect sample of the general population.
5. Data collected by this method is likely to be more correct compared to the other methods that are used for
the data collection.

• Disadvantages of the interview method

1. Time, power and money consuming process.

2. Involves high cost.
3. Requires highly skilled interviewer.
4. Requires more energy.
Psychological Test
• On the basis of the criterion of administrative conditions

• Individual test: Individual test are tests which can be administrated only one person at a time. For example-
koh block design test, Merrill-Terman Test.

• Group test: group test are tests which can be used among more than one person or in a group at a time. For
example- Bell adjustment Inventory, Army Alpha test.
On the basis of the criterion of scoring
Objective test: objective tests are those whose items are scored by competent examiners or
observers in a way in which there exists some scope for subjective judgement and opinion
exists and thus, the scoring remains unambiguous. Test having multiple-choice, true-false,
and matching items are usually called objective test.
Subjective test: Subjective tests are tests whose items are scored by
competent examiners or observers in such a way that no scope for subjective
judgement and opinion. As a consequence, some element of vagueness and
ambiguity remain in their scoring. These are also called essay test.
On the basis of the criterion of time limit in producing the response
Power test: A power test is one which has a generous time limit so that most examinees are able to
attempt every item. Usually such tests have items which are generally arranged in increasing order of
difficulties. Most of the intelligence tests and aptitude tests belong to the category of power test.

Speed test: Speed test are those that have severe time limits but the items are comparatively easy and the
difficulties involved therein are more or less of the degree. Here, very few examiners are support to make
error, speed test, generally, revel how rapidly. i.e., with what speed the examinees can respond within a
given time limit. Most of the clerical aptitude tests belong to this very category.
On the basis of the criterion of nature or contents of items
Verbal test: A verbal test is one whose items emphasize reading, writing and oral expression as the primary mode of
communication. Herein instructions are printed or written. These are read by the examinees and accordingly, items are
answered. Verbal tests are also called paper- pencil test. For example- Jalota group general intelligence and mehta group test
of intelligence.

Non-verbal test: Non-verbal test are those that emphasize but don’t altogether eliminate the role of language by using
symbolic materials like pictures, figures, etc. such tests use the language in instruction but in items they don’t use language.
Test items present the problem with the help of figures and symbols. For example- raven progressive matrices test.
• Performance test: performance tests are those that require the
examinees to perform a task rather than answer some questions. Such
tests prohibit the use of language in items. Occasionally, oral language
is used to give instruction, or, the instruction may also be given
through gesture and pantomime. Different kinds of performance tests
are available. Some tests require examinees to assemble a puzzle,
place pictures in a correct sequence, pages in the boards as rapidly as
possible, point to a missing part of the picture, etc.
Personality Test
Big Five Test
Openness
Highs: imaginative, creative, and to seek out cultural and
educational experiences.
Lows: more down-to-earth, less interest in art & more
practical.
Conscientiousness
Highs: methodical, well organized and dutiful.
Lows: less careful, less focused & more likely to be
distracted
Extraversion
Highs: energetic and seek out the company of others.
Lows (introverts): tend to be more quiet and reserved.
Agreeableness
Highs: tend to be trusting, friendly and cooperative.
Lows: tend to be more aggressive and less cooperative
Neuroticism
Highs: prone to insecurity and emotional distress.
Lows: more relaxed, less emotional and less prone to
distress.
Projective Techniques
•Projective Techniques involve the presentation of an
ambiguous, unstructured object, activity or person
that a respondent is asked to interpret and explain.
•In Projective Techniques, the respondents are asked
to interpret the behaviour of others and this way they
indirectly reveal their own behaviour in the same
situation. Some of these techniques are discussed
below.
• Word Association Test: Respondents are presented
with a list of words one at a time and they are asked to
respond immediately with the first things that come to
their mind e.g. in a study on book reading habits the
respondents can be presented with words like 2 states
etc.
• Cloud Picture Test: This shows two or more character
conversing with each other and cloud of one character
is left empty as a response to be filled by the
respondents according to his interpretation of what
the other characters are saying.
•Sentence Completion Test: It is similar to a word
association test where instead of a word, a sentence
is left incomplete and the respondent is asked to fill it
with the first thought that comes to his mind e.g.
People who enter politics are……………………..
•Story Completion Study: A step further to sentence
completion, is the story completion study: Under this
a story is created by the researcher which defines the
topic of research and the respondents are asked to
complete the story.
MODELS OF INTELLIGENCE

• Psychologists have attempted to understand the structure of intelligence for which they have
formulated theories. Among the important Model of intelligence, we shall study three of them.

1. Spearman’s Model of Abilities (Two-Factor Theory)

2.Thurston’s Model of Abilities or M.P.A. (Group Factor Theory)
 Spearman’s Two-Factor Theory
The English psychologist, Charles Spearman (1863-1945), in 1904 proposed his theory of
intelligence called two-factor theory. According to him intellectual abilities are comprised of
two factors, namely; the general ability known as G-factor and specific Abilities known as
S-factors. The performance by the individual is determined by the G-factor and the S-factors.
The total intelligence of the individual is the sum total of the G-factor and the S-factors. The
performance of a particular task depends on the ‘G’ factor or general ability and the particular
‘S’ factor or specific ability.
 • Characteristics of ‘G’ Factor:
1. It is universal inborn ability.
2. It is general mental energy.
3. It is constant.
4. The amount of ‘g’ differs from individual to individual.
5. It is used in every activity of life.
6. Greater the ‘g’ in an individual, greater is his success in life.
• Characteristics of ‘S’ Factor:
1. It is learned and acquired in the environment.
2. It varies from activity to activity in the same individual.
3. Individuals differ in the amount of ‘S’ ability.
 Educational Implications and relevance of Spearman’s Two –Factor Theory:
1. The general ability differs from individual to individual.

2. The specific abilities also differ from individual to individual.

3. ‘S’ factor varies in degrees. Therefore, it can be modified by learning or

habitual training

4. A child requires different amounts of ‘G’ and ‘S’ factors for achieving
success in different Subjects.

5. We require a high quality of ‘G’ factor for our success in life.

6. Both ‘G’ and ‘S’ have a high correlation.

Kothari, C.R. (2009). Research methodology. New Delhi: New Age International.
Krishhnaswami, O.R., & Ranganatham, M. (2009). Methodology of research in social sciences. Mumbai:
Himalaya Publishing House.
Panneerselvam, R. (2008). Research methodology. New Delhi: Prentice Hall of India.
Ramachandra.. Chandrashekara., & Shivakumar. (2006). Business Research Methods. Mumbai: Himalaya
Publishing House.
Gupta, Shashi., & Rangi, Praneet. (2010). Business Research Methods. New Delhi: Kalyani Publishers.
http://www.public.asu.edu/~kroel/www500/Interview%20Fri.pdf