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RECRUITMENT

RECRUITMENT: recruitment is the process of attracting qualified applicants for a specific job. The process begins when applications are brought in and ends when the same is finished. The result is a pool of applicants, from where the appropriate candidate can be selected. Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm PURPOSE AND IMPORTANCE OF RECRUITMENT: y Attract and encourage more and more candidates to apply in the organisation y Create a talent pool of candidates to enable the selection of best candidates for the organisation y Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. y Recruitment is the process which links the employers with the employees. y Increase the pool of job candidates at minimum cost. y Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. y Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. y Meet the organizations legal and social obligations regarding the composition of its workforce. y Begin identifying and preparing potential job applicants who will be appropriate candidates. y Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants. The recruitment process has several goals:
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Find the best talents for the vacancies Manage the recruitment sources Manage the vacancies in the organization Run the internal recruitment process Building the strong HR Marketing platform Co-operation with local and international universities Provide feedback about the trends in the job market

RECRUITMENT PROCESS: The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the recruitment strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: 1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy

conveying the decision and the appointment formalities. promotions and Re-employment of exemployees. But a drawback of internal recruitment is that it refrains the organization from new blood. Internal sources of recruitment are readily available to an organization. Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. But it involves lot of time and money. c) Placement Agencies: Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. not all the manpower requirements can be met through internal recruitment.is a recruitment which takes place within the concern or organization. engineers.Transfers. d) The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others. 7. The main advantage of this method is that it has a wide reach. engineering colleges. Hiring from outside has to be done. Recruitment such people save time and costs of the organisations as the people are already aware of the organisational culture and the policies and procedures. SOURCES OF RECRUITMENT: 1. Also. Internal Recruitment . Managing the response Short-listing Arrange interviews Conducting interview and decision making The recruitment process is immediately followed by the selection process i. c) Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. medical staff etc. a) Press Advertisement: Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. These agencies are particularly . a) Transfers: The employees are transferred from one department to another according to their efficiency and experience. the final interviews and the decision making. External Recruitment . It also saves time. 2. External sources are external to a concern.e. There are situations when ex-employees provide unsolicited applications also. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment.4. medical Colleges etc. b) Educational Institute: Various management institutes.External sources of recruitment have to be solicited from outside the organization. 5. are a good source of recruiting well qualified executives. Internal sources are primarily three . b) Promotions: The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. 6. Internal recruitment may lead to increase in employee¶s productivity as their motivation level increases. money and efforts.

This source is used to recruit labour for construction jobs. These exchanges provide job information to job seekers and help employers in identifying suitable candidates. do you have the required enthusiasm and motivation? Finally. thoughts. in terms of your personality. But can help in creating the talent pool or the database of the probable candidates for the organisation. are you going to fit in. Unsolicited Applicants: Many job seekers visit the office of well-known companies on their own. Labour Contractors: Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. Such callers are considered nuisance to the daily work routine of the enterprise. attitude and general work style? Personality has a significant role to play in providing answers to the second and third of these questions. More efficient among these may be recruited to fill permanent vacancies. Recruitment at Factory Gate: Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. and feelings There are only three questions the employer really has to answer during the selec tion process: Firstly. Also. the office bearers of trade unions are often aware of the suitability of candidates. . Personality tests: It aims to describe aspects of a person's character that remain stable throughout that person's lifetime. 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. the individual's character pattern of behavior.d) e) f) g) h) suitable for recruitment of executives and specialists. do you have the right skills and experience? Secondly. In most working situations it¶s the personality of your co-workers and managers that affect the day-to-day success of the organization. then productivity and quality of service will suffer. It is also known as RPO (Recruitment Process Outsourcing) Employment Exchange: Government establishes public employment exchanges throughout the country. 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. If the team doesn't work well together or a manager can¶t motivate their staff.

Psychometric testing is employed during the recruitment stage to support the organisation to make the best choice in selecting the most suitable applicants. During selection for recruitment. which combine to make us unique. or elements of their personality. These aspects. They represent just one approach that employers can use in the selection process. There are typically two key uses for psychometric testing in the work environment: selection and development. personality is explained as those aspects of a person that are considered relatively fixed and enduring and therefore can be measured using a test. is conceived by Occupational Psychologists. Indeed. This is because assessments need to be composed carefully to make sure that they are fair to all candidates undertaking them. Psychometric assessments essentially fall into two groups. Largely all accredited psychometrics that seek to measure aspects of personality. Within psychology. from personality inclinations to working preferences. or to assist decision-making when selecting candidates for advancement. The effects of these changes means that your personality is seen by a potential employer as more important now than it was in the past. Psychometric Tests or Psychological Tests: They are structured assessments that seek to objectively measure aspects of an individual's mental ability. or their ability to reason with figures. In addition. which are known to contribute to . Personality is not seen as something we possess but instead how we connect to the environment and the world around us. or to follow directions precisely. also enable us to distinguish ourselves from other people and permit a comparison between individuals. the word 'psychometric' comes from the Greek words for mental (psyche) and measurement (metron). And then there are personality tests. Psychometric testing can be very valuable during the recruitment of an individual as they can help to identify personalities/values/abilities. the move is towards more knowledge based and customer focused jobs means that individuals have more autonomy even at fairly low levels within organizations. and many tests of ability.There are usually fewer levels of management than there were and management styles tend to be less autocratic. psychometric tests should not be used on their own. There are many different types of psychometric test available to employers. assessing everything from motivation to values. There are those that evaluate a person's ability to comprehend the written word.

For example. but hiring managers often do not comprehend what the results mean in terms of whether the results should contribute to a yes/no decision or not. In the simplified version. and even today it is quite difficult to attempt to understand Jung's writings on personality. and developed a psychometric called the "MyersBriggs Type Indicator" for measuring their revised system of personality typing. An occupational psychologist can also advise on ethical test use.How a person decides 4. it is always advisable to seek the advice of an Occupational Psychologist who can explain how the results should be used. This makes for a t tal of 16 o different combinations. Energizing . Within each scale we have a preference for one of two opposites that define the scale. Such measures can be considerably more predictive than other selection approaches such as the unstructured interview. Personality typing was first developed by Carl Jung in the early 1920's. deciding. the MBTI is only one test instrument among several for determining personality types. Psychometrics can be extremely powerful when used for personal development. Jungian personality typing is perhaps the most complex view of human nature ever described. The MBTI is the most well-known personality model in the world. For this reason. and living.How a person is energized 2. Myers and Briggs resurrected Jungian personality typing. including how to explain the use of psychometric tests and good practice surrounding how to provide feedback to candidates. personality typing as defined by Myers and Briggs assumes that much of our personality can be defined by dividing it into four independent preference areas or scales: energizing. Deciding . Psychometrics is also very useful in the context of team development. measures of cognitive ability are correlated with success in a managerial position. The four scales are: 1. One of the most frequent problems with using psychometric tests during the recruitment stage is that tests are often used.assessment is a personality test designed to measure preferences in how people see the world and make decisions. modified it somewhat. In the 1950's. Understanding more about your personality and values can be very informative when trying to establish what occupation and type of organization will bring out the best in you. when designing a recruitment process which uses psychometric tests. The Myers-Briggs Type Indicator (MBTI) . each of which defines one particular and unique personality archetype.Lifestyle a person prefers .What a person pays attention to 3. The MBTI test and associated model has become so famous that today many people refer to personality typing as the "MBTI". simplified its description. though it is by far the most widely used.success in the role. Living . It can be useful to have a framework and language to explore similarities and differences between team members and how this can impact positively and negatively on day-to-day working relationships. In its purest form. attending. Attending . but in a rigorous sense this is not true. Common uses include psychometric testing when you are making a life-changing career choice.

Preference for living a spontaneous and flexible life.Preference for organizing and structuring information to decide in a logical. 3. or impressions. or ideas. can be established by research and put to practical use. If people differ systematically in what they perceive and in how they reach conclusions. People enjoy completing it and find it useful.Preference for using the imagination to envision what is possible to look beyond the five senses.Preference for using the senses to notice what is real. Attending .  Introversion (I) . Judgment involves all the ways of coming to conclusions about what has been perceived. from self-report of easily recognized reactions.  Perception (P) .Following are the preferences for each of the four scales: 1. Jung calls this "unconscious perceiving".  Appreciate others so as to make constructive use of individual differences. The MBTI is based on Jung's ideas about perception and judgment.Life style a person prefers:  Judgment (J) . Advantages of the MBTI instrument y y Easy to understand and explain to others. interests. The aim of the MBTI is to identify.Preference for organizing and structuring information to decide in a personal. skills.Preference for drawing energy from the outside world of people. being due to basic differences in the way individuals prefer to use their perception and judgment. Energizing .How a person decides:  Thinking (T) . Perception involves all the ways of becoming aware of things.Preference for drawing energy from one's internal world of ideas. motivations.What a person pays attention to:  Sensing (S) . activities or things.  Intuition (N) . value-oriented way. Living . Deciding . happenings. The essence of the theory is that much seemingly random variation in behavior is actually quite orderly and consistent. values. then it is only reasonable for them to differ correspondingly in their reactions. emotions. 2. and interests. The MBTI functions as a tool that helps people in organizations to:  Understand themselves and their behaviors. and the attitudes in which these are used in different types of people.  See that approaching problems in different ways can be healthy and productive for an organization.  Make a start with personal development.How a person is energized:  Extroversion (E) . the purpose of the MBTI is to make the theory of psychological types understandable and useful in people's lives. so that the effects of each preference. people.Preference for living a planned and organized life. 4. the basic preferences of people in regard to perception and judgment. singly and in combination. Today. . objective way.  Feeling (F) .

It is a valid and reliable instrument that works. the method is statistically reliable and has produced consistently beneficial results for companies world-wide. Thomas Personal Profile Analysis: The Thomas System is a method of assessing the personality types of individuals. their development needs and how to place people with different personality types together for: . The Thomas System assesses the four personality characteristics that we all possess. Investment in the Thomas System means that company owners can choose the ³best fit" for their teams.increased productivity when better motivated .Improved teamwork when recognizing different individuals abilities . The Thomas System has been used by companies world-wide for over 70 years. As it is so widely used there is a wealth of information and research available for the MBTI instrument. It also shows how people need to develop . .y y y Adopts a positive approach to differences between people . predict management potential or rule out applicants who will not fit the job or company profile. It provides companies and individuals with a unique method of assessing personality and to assess the contribution the individual can make to the company.how they could change their personality profiles to work more effectively in a team and to boost profitability. The beauty of the system is that it reveals where the individual fits on each of the four dimensions of the scale and how an individual can fit with others in a working environment.improved company profits.all personality types are equally favourable.personal development through better understanding . PRIME Recruitment is proud to say that we have been a selected partner to administer the Thomas System since 2001.

) to administer than most other methods.  Use trained raters. role-players. creativity. At the end of the assessment centre. and evaluate behaviours. assessment centres often include other kinds of tests such as cognitive ability tests. and job knowledge tests. The assessment centre typically consists of exercises that reflect job content and types of problems faced on the job.g. planning and organizing. classify. and interests to predict success on the job. the raters meet to make overall judgments about people¶s performance in the centre. . promotion rates).  Require more time to administer than most other methods. Advantages:  Can be administered via paper and pencil or computerized methods easily to large numbers. but are often used to assess interpersonal skills.. work experience. and analytical skills. specific job knowledge and specific skills (e. individuals might be evaluated on their ability to make a sales presentation or on their behaviour in a simulated meeting. specific mechanical tool use). assessors.g.. and may include such areas as leadership. promotion or training that possesses the needed skills and abilities.g. Some biographical data instruments also ask about an individual¶s attitudes. communication skills. Disadvantages:  Can be costly to create and administer.. In addition to these simulation exercises. For example. 2. and personality. The assessment centre typically uses multiple raters who are trained to observe. Advantages:  Have been demonstrated to produce valid inferences for a number of organizational outcomes (e. interpersonal skills. teamwork skills.  Focus more heavily on behaviour demonstration than simply assessing characteristics.  Can be cost effective to administer. extraversion. etc.  Can provide useful feedback to test takers regarding needed training and development. training. personal assessments of skills. knowledge of certain software. etc. Biographical Data: The content of biographical data instruments varies widely. Assessment Centres: Assessment centres can be designed to measure many different types of job related skills and abilities.  May be viewed positively by test takers who see the close relationship between the test and the job.  Can be difficult to keep calibrated or standardized across time and locations. personality inventories.  Can reduce business costs by identifying individuals for hiring. Biographical data typically uses questions about education.1.  Require more labour (e.

logic. dependability. These tests typically ask direct questions about previous experiences related to ethics and integrity OR ask questions about preferences and interests from which inferences are . Cognitive Ability Tests: Cognitive ability tests typically use questions or problems to measure ability to learn quickly.e.  Can reduce business costs by identifying individuals for hiring.  Are typically less likely to differ in results by gender and race than other types of tests..Have been demonstrated to produce valid inferences for a number of organizational outcomes (e.  Does not require skilled administrators.  Can be cost effective to administer.  Can be time-consuming to develop if not purchased off-the-shelf.. trustworthiness. performance). Advantages:  Have been demonstrated to produce valid inferences for a number of organizational outcomes (e.  Will not be influenced by test taker attempts to impression manage or fake responses. success in training).g.  Does not typically require skilled administrators. reading comprehension and other enduring mental abilities that are fundamental to success in many different jobs. Disadvantages:  Are typically more likely to differ in results by gender and race than other types of tests. promotion or training who possess the needed skills and abilities. Cognitive ability tests assess a person¶s aptitude or potential to solve job-related problems by providing information about their mental abilities such as verbal or mathematical reasoning and perceptual abilities like speed in recognizing letters of the alphabet.e. individuals cannot change their past). Integrity Tests: Integrity tests assess attitudes and experiences related to a person¶s honesty. they may try to positively manage their impression or even fake their response).. promotion or training that possesses the needed skills and abilities.  Have been demonstrated to predict job performance particularly for more complex jobs.  Can be time-consuming to develop if not purchased off-the-shelf..g. and pro-social behaviour.  Can reduce business costs by identifying individuals for hiring. reliability. turnover. performance. Disadvantages:  May lead to individuals responding in a way to create a positive decision outcome rather than how they really are (i. reasoning.  Can be administered via paper and pencil or computerized methods easily to large numbers.  3. 4.  Do not always provide sufficient information for developmental feedback (i.

Advantages:  Have been demonstrated to produce valid inferences for a number of organizational outcomes (e.  Does not require skilled administrators. Job Knowledge Tests: Job knowledge tests typically use multiple choice questions or essay type items to evaluate technical or professional expertise and knowledge required for specific jobs or professions. 5. and blueprint reading.  Will not be influenced by test taker attempts to impression manage or fake responses.  Can provide useful feedback to test takers regarding needed training and development.g.  Send the message to test takers that integrity is an important corporate value. Advantages:  Have been demonstrated to produce valid inferences for a number of organizational outcomes. Can be costly and time-consuming to develop. performance. unless purchased off-the-shelf.  Are typically less likely to differ in results by gender and race than other types of tests.  .  May be disliked by test takers if questions are intrusive or seen as unrelated to the job.  May be viewed positively by test takers who see the close relationship between the test and the job.  Can reduce business costs by identifying individuals for hiring. Integrity tests are used to identify individuals who are likely to engage in inappropriate. dishonest. A+/Net+ programming. and antisocial behaviour at work.  Can reduce business costs by identifying individuals who are less likely to be absent.  Can be cost effective to administer.e. Disadvantages:  May lead to individuals responding in a way to create a positive decision outcome rather than how they really are (i. inventory shrinkage difficulties in dealing with supervision). promotion or training who possess the needed skills and abilities. they may try to positively manage their impression or even fake their response).  Are typically less likely to differ in results by gender and race than other types of tests.  Can be administered via paper and pencil or computerized methods easily to large numbers. such as job performance. Disadvantages:  May require frequent updates to ensure test is current with the job. Examples of job knowledge tests include tests of basic accounting principles. or engage in other counterproductive behavior..  May be inappropriate for jobs where knowledge may be obtained via a short training period.drawn about future behaviour in these areas..