Unit 4

Employee Recruitment and Selection

Concept of Recruitment

Recruitment is a vital function of an organization because it brings together

manager and worker. An essential part of the gaining component of human
resource management, it is the procedure of judgment right people for right
positions at the right time. It is concerned with classifying and attracting a pool of
capable candidates to fulfill human resource requirements of an organization.

Recruitment is a positive process of searching for prospective employees and

stimulating them to apply for the jobs in the organization. When more persons
apply for jobs then there will be a scope for recruiting better persons. Recruitment
is a linkage activity bringing together those with jobs and those seeking jobs. In
simple words, the term recruitment refers to discovering the source from where
potential employees can be selected. The scientific recruitment process leads to
higher productivity, better wages, high morale, reduction in labor turnover and
enhanced reputation. It stimulates people to apply for jobs; hence, it is a positive
process.

Recruitment refers to the overall process of identifying, attracting, screening,

shortlisting, and interviewing, suitable candidates for jobs (either permanent or
temporary) within an organization. Recruitment can also refer to processes
involved in choosing individuals for unpaid roles. Managers, human resource
generalists and recruitment specialists may be tasked with carrying out recruitment,
but in some cases public-sector employment, commercial recruitment agencies, or
specialist search consultancies are used to undertake parts of the process. Internet-
based technologies which support all aspects of recruitment have become
widespread, including the use of Artificial Intelligence (AI).

Defined by

Edwin recruitment is the process of searching the candidates for

B. employment and stimulating them to apply for jobs in
Flippo the organization.

DeCenz It is the process to discover potential candidates for future

o and actual or anticipated job vacancies. Another perspective is
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Robbins that it is a linking activity which brings together

organizations those with jobs to fill and people those are
seeking jobs.

“Recruitment means searching finding and recruiting the best talent for an
open job vacancy within the organization in specific time and cost.”

Thus, it is the process of finding and attracting capable applicants for employment.
The process begins when new recruits are sought and ends when their applications
are submitted. The result is a pool of applications from which new employees are
selected.

Recruitment is the continuous process whereby the firm attempts to develop a pool
of qualified applicants for the future human resources needs even though specific
vacancies do not exceeds. It is the function preceding the selection, which helps to
create a pool of prospective employees for the organization so that the
management can select the right candidate for the right job from this pool.

Sources of Recruitment

The searching of suitable candidates and informing them about the openings in the
enterprise is the most important aspect of recruitment process. The candidates may
be available inside or outside the organization. There are two sources of
recruitment i.e., internal and external sources.

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(A) Internal Sources:

Best employees can be found within the organization. When a vacancy arises in
the organization, it may be given to an employee who is already on the pay roll.
Internal sources include promotion, transfer and in certain cases demotion. When a
higher post is given to a deserving employee, it motivates all other employees of
the organization to work hard. The employees can be informed of such a vacancy
by internal advertisement.

Methods of Internal Sources:

The Internal Sources Are Given Below:

1. Transfers:

Transfer involves shifting of persons from present jobs to other similar jobs. These
do not involve any change in rank, responsibility or prestige. The numbers of
persons do not increase with transfers.

2. Promotions:

Promotions refer to shifting of persons to positions carrying better prestige, higher

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responsibilities and more pay. The higher positions falling vacant may be filled up
from within the organization. A promotion does not increase the number of persons
in the organization. A person going to get a higher position will vacate/empty his
present

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position. Promotion will motivate employees to improve their performance so that

they can also get promotion.

3. Present Employees:

The present employees of a concern are informed about likely vacant positions.
The employees recommend their relations or persons intimately known to them.
Management is relieved of looking out prospective candidates.

The persons recommended by the employees may be generally suitable for the jobs
because they know the requirements of various positions. The existing employees
take full responsibility of those recommended by them and ensure of their proper
behavior and performance.

Advantages of Internal Sources:

The Following are The Advantages of Internal Sources:

1. Improves morale:

When an employee from inside the organization is given the higher post, it helps
in increasing the morale of all employees. Generally, every employee expects
promotion to a higher post carrying more status and pay (if he fulfills the other
requirements).

2. No Error in Selection:

When an employee is selected from inside, there is a least possibility of errors in

selection since every company maintains complete record of its employees and
can judge them in a better manner.

3. Promotes Loyalty:

It promotes loyalty among the employees, as they feel secured because of chances
of advancement.

4. No Hasty/quick Decision:

The chances of hasty decisions are eliminated as the existing employees are well
tried and can be relied upon.
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5. Economy in Training Costs:

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The existing employees are fully aware of the operating procedures and policies of
the organization. The existing employees require little training and it brings
economy in training costs.

6. Self-Development:

It encourages self-development among the employees as they can look forward to

occupy higher posts.

Disadvantages of Internal Sources:

(I) it discourages capable persons from outside to join the concern.

(ii) It is possible that the requisite number of persons possessing qualifications

for the vacant posts will not be available in the organization.

(iii) For posts requiring innovations and creative thinking, this method of
recruitment cannot be followed.

(iv) If only seniority is the criterion for promotion, then the person filling the
vacant post may not be capable.

(B) External Sources:

All organizations have to use external sources for recruitment to higher positions
when existing employees are not suitable. More persons are needed when
expansions are undertaken.

The external sources are discussed below:

Methods of External Sources:

1. Advertisement:

It is a method of recruitment frequently used for skilled workers,

clerical/accounting and higher staff. Advertisement can be given in newspapers
and professional journals. These advertisements attract applicants in large number
of highly variable quality. Preparing good advertisement is a specialized task.

2. Employment Exchanges:

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Employment exchanges in India are run by the Government. For unskilled, semi-
skilled, skilled, clerical posts etc., it is often used as a source of recruitment. In
certain cases, it has been made obligatory for the business concerns to notify their
vacancies to the

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employment exchange. In the past, employers used to turn to these agencies only
as a last resort. The job seekers and job-givers are brought into contact by the
employment exchanges.

3. Schools, Colleges and Universities:

Direct recruitment from educational institutions jobs (i.e. placement) which

require technical or professional qualification has become a common practice. A
close link between the company and educational institutions helps in getting
suitable candidates. The students are spotted during the course of their studies.
Junior level executives or managerial trainees may be recruited in this way.

4. Recommendation of Existing Employees:

The present employees know both the company and the candidate being
recommended. Hence, some companies encourage their existing employees to
assist them in getting applications from persons who are known to them.

In certain cases, rewards may also be given if candidates recommended by them

are actually selected by the company. If recommendation leads to favoritism, it
will impair the morale of employees.

5. Factory Gates:

Certain workers present themselves at the factory gate every day for employment.
This method of recruitment is very popular in India for unskilled or semi-skilled
labor. The desirable candidates are selected by the first line supervisors. The major
disadvantage of this system is that the person selected may not be suitable for the
vacancy.

6. Casual/unplanned Callers:

Those personnel who casually come to the company for employment may also be
considered for the vacant post. It is most economical method of recruitment. In the
advanced countries, this method of recruitment is very popular.

7. Central Application File:

A file of past applicants who were not selected earlier may be maintained. In order
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to keep the file alive, applications in the files must be checked at periodical
intervals.

8. Labor Unions:

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In certain occupations like construction, hotels, maritime industry etc., (i.e.,

industries where there is instability of employment) all recruits usually come from
unions. It is advantageous from the management point of view because it saves
expenses of recruitment.

9. Labor Contractors:

This method of recruitment is hiring unskilled and semi-skilled workers in

industry. The contractors keep themselves in touch with the labor and bring the
workers at the places where they are required. They get commission for the number
of persons supplied by them.

10. Former Employees:

In case employees have been laid off or have left the factory at their own, they may
be taken back if they are interested in joining the concern (provided their record is
good).

11. Other Sources:

Apart from these major sources of external recruitment, there are certain other
sources, which are exploited by companies from time to time. These include
special lectures delivered by recruiter in different institutions, though apparently
these lectures do not relate to recruitment directly.

Then there are video films, which are sent to various concerns and institutions to
show the history and development of the company. These films present the story of
company to various audiences, thus creating interest in them.

Various firms organize trade shows, which attract many prospective employees.
Many a time advertisements may be made for a special class of work force (say-
married women) who worked prior to their marriage.

Merits of External Sources:

1. Availability of Suitable Persons:

Internal sources, sometimes, may not be able to supply suitable persons from
within. External sources do give a wide choice to the management. A large number
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of applicants may be willing to join the organization. They will also be suitable as
per the requirements of skill, training and education.

2. Brings New Ideas:

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The selection of persons from outside sources will have the benefit of new ideas.
The persons having experience in other concerns will be able to suggest new things
and methods. This will keep the organization in a competitive position.

3. Economical:

This method of recruitment can prove to be economical because new employees

are already trained and experienced and do not require much training for the jobs.

Demerits of External Sources:

1. Demoralization:

When new persons from outside join the organization then present employees feel
demoralized because these positions should have gone to them. There can be a
heart burning among old employees. Some employees may even leave the
enterprise and go for better paths in other concerns.

2. Lack of Co-Operation:

The old staff may not co-operate with the new employees because they feel
that their right has been snatched away by them. This problem will be serious
especially when persons for higher positions are recruited from outside.

3. Expensive:

The process of recruiting from outside is very expensive. It starts with inserting
costly advertisements in the media and then arranging written tests and conducting
interviews. In spite of all this if suitable persons are not available, then the whole
process will have to be repeated.

4. Problem of Maladjustment:

There may be a possibility that the new entrants have not been able to adjust in the
new environment. They may not temperamentally adjust with the new persons. In
such cases, either the persons may leave themselves or management may have to
replace them. These things have adverse effect on the working of the organization.

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Concept of Selection

The Selection is the process of choosing the most suitable candidate for the vacant
position in the organization. In other words, selection means clearing out
unsuitable applicants and selecting those individuals with essential qualifications
and capabilities to fill the jobs in the organization.

Most often, the selection and recruitment are used interchangeably but both have
different scope. The former is a negative process that rejects as many unqualified
applicants as possible to hire the right candidate while the latter is a positive
process that attracts more and more candidates and stimulates them to apply for the
jobs.

Byers and Rue: “Selection is the process of choosing from those available
individuals who are most likely to perform successfully in a job”.

A selection test is a systematic and standardized procedure of sampling human

behavior in order to obtain qualified applicants for organizational activities. It is
used to assess the ability, aptitude and personality of prospective candidates.
Selection test is conducted in order to select a right person for the right job who
will be capable of performing organizational activities if hired. Selection test is a
device that reveals the information about the candidate, which is not obtained
through other steps of selection. It screens the employee's ability, knowledge, and
decides whether he/she can perform well in the organization.

Importance of Selection

Selection means to choose the person from among the prospective candidates to fill
in the vacant posts in the organization. The success of the organization depends
upon the quality of personnel selected for the job. Thus, selection of personnel is
the most important function of the personnel management. The importance of
selection may be judged from the following facts:

(1) Procurement/Gaining of Qualified and Skilled Workers

Scientific selection facilitates the procurement of well-qualified and skilled
workers in the organization. It is in the interest of the organization in order
to maintain the sovereignty over the other competitive firms. Selection of
skilled personnel reduces the labor cost and increases the production.
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Selection of skilled personnel also facilitates the expansion in the size of the
business.

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(2) Reduced Cost of Training and Development

Proper selection of candidates reduces the cost of training because qualified

personnel have better grasping power. They can understand the technique of the
work better and in no time. Further, the organization can develop different training
programs for different persons based on their individual differences, thus reducing
the time and cost of training considerably.

(3) Absence of Personnel Problems

Proper selection of personnel reduces personnel problems in the organization.

Many problems like labor turnover, absenteeism and monotony shall not be
experienced in the organization. Labor relations will be better because workers will
be fully satisfied by the work. Skilled workers help the management to expand the
business and to earn more profits and management intern compensate the workers
with high wages, benefits etc.

(4) Reduce Applicant Numbers

Recruitment attracts many applicants to a particular job, which may prove difficult
to manage, but selection reduces applicants to a manageable number. Candidates
who have applied for a job during the recruitment stage are screened in the
selection stage. Those who prove suitable for the job are selected, and unsuitable
ones are rejected.

(5) Low Employee Turnover

Appropriate selection procedures applied in the recruitment process ensure that

only the most qualified individual is chosen to fill a vacancy. Recruited employees
who are satisfied with their jobs lead to a low employee turnover rate. Employee
retention is important to an organization, as the costs of hiring and training new
employees are very high.

(6)The Time Dimension

A good selection procedure saves time in the recruitment and orientation processes
because the applicant is expected to have been introduced to some aspects of the
organizational culture, such as the dress code. No time is wasted trying to train the
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new recruit with various aspects of the organization's culture and norms. The
employee is given an adequate picture of what the new job entails, thus eliminating
wasting time doing unnecessary tasks that are not part of his job description.

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Selection Process

The criterion finalized for selecting a candidate for a particular job varies from
company to company.

Receiving
Physical Final selection
&evaluating
Examination decision
application forms

Preliminary References Employment

interview analysis Contract

Employment
Selection Test
interview

Brief details of the various steps in selection procedure are given as follows:
1. Receiving &evaluating application forms

The prospective candidates from within the organization or outside the

organization are called for applying for the post. Job description and job
specification are provided in the advertisement for the job. It attracts a large
number of candidates from various areas. Detailed applications are collected from
the candidates, which provide the necessary information about personal and
professional details of a person. These applications facilitate analysis and
comparison of the candidates. As the limit of the period within which the company
is supposed to receive applications ends, the applications are sorted out.
Incomplete applications are rejected; applicants with un-matching job
specifications are also rejected.

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2. Preliminary interview

Scrutiny enables the human resource manager to eliminate unqualified candidates

based on the information provided in the application. After the selection of
qualified candidates; those qualified candidates are called for preliminary
interview. These are the first interaction of the organization with the organization,
it is done for short period of time. As the application only shows that side of
candidates that they want to show. But preliminary interview tends helps human
resource manager to know more about the candidates. HR specialist made a brief
interaction with candidates which helps to know their real qualification, skill,
efficiency, and knowledge. It also helps to find misfits for reasons which did not
find in the application forms.

3. Selection Test
Candidates those who have passed preliminary interview are called for selection test,
these are written test conducted by the organization to collect different information about
candidates. On the basis of nature of job and task to be accomplished there are different
types of tests can be conducted by the organization; which are aptitude test, ability test,
personality test etc. which helps HR manager to know either the candidates have got
potential of being selected or not
4. Employment Interview:

Candidates proving them successful through tests are interviewed. The

interviewers may be individual or a panel. It generally involves officers from the
top management. Like wise in preliminary interview here face to face interaction is
done, but it is conducted to evaluate the applicant’s acceptability. It is in-dept
conversation where two-way exchange of information between human resource
manager and candidates is done. They share each other views, norms, value, and
necessity. On the basis of requirement, it can be structure, unstructured, semi
structure etc.

The candidates are asked several questions about their experience on another job,
their family background, their interests, etc. They are supposed to describe their
expectations from the said job. Their strengths and weaknesses are identified and
noted by the interviewers, which help them to take the final decision of selection.

5. Reference analysis:
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Generally, at least two references are asked for by the company from the candidate.
Reference check is a type of crosscheck for the information provided by the
candidate through their application form and during the interviews. Reference
analysis involves examining previous employment records, educational record,
credit record, civil record, union affiliation record, character, value, attitude,
criminal and other records. It is necessary to gain necessary insight about the potential
employee from the people.

6. Physical examination:

Physical strength and fitness of a candidate is must before they takes up the job. In-
spite of good performance in tests and interviews, candidates can be rejected based
on their ill health.

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7. Final selection decision:

Final selection is done from the pool of candidates who have passed from the
above all selection process. Only those candidates who perform better then others
are selected by the human resource specialist. After the selection, the candidate is
given the appointment letter to join the organization on a particular date. The
appointment letter specifies the post, title, salary and terms of employment.
Generally, initial appointment is on trial and after specific time it becomes
permanent.

8. Employment Contract:

This is a final step, after issuing appointment letter certain documents are to be
signed by the organization and employee. Generally, employment contract is the
list of information about rules, regulations, duties, salary, benefits, working hours,
mode of payments, provision of leaves, work holiday etc. it is done to benefit both
the organization and employee. It generally tends to bound both organization and
employee, until and unless the changes are to be made it is valid till the date
mention in the contract.

Selection Test

Organizations may use a variety of tests to assist them in assessing the suitability
of applicants, as well as their potential for success in the tasks that will be
expected. A test is a standardized objective measure of the behavior of a candidate
for the selection purpose. Organization needs to select the qualified and competent
candidates. There are different types of selection tests can be administered
depending on the needs of organization and the nature of job. An organization can
perform test as:

1. Ability Test
2. Aptitude Tests
3. Attitude Test
4. Situational Tests
5. Interest Tests
6. Personality Test
7. Graphology Test
8. Polygraph Test
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Ability test: These tests measure whether an individual has the capacity or hidden ability to
learn a given job if given adequate training. c focuses on theoretical and practical ability of a
person to perform a certain task effectively and efficiently.
Aptitude test: It helps to determine individual’s potential of detail learning in assigned
area of job. Aptitude test can be classified as intelligence test, mechanical test,
psychomotor test and visual test. Intelligence Tests: These tests in general measure
intelligence quotient of a candidates. In detail, these tests measure capacity for
comprehension, reasoning, word fluency, verbal comprehension, numbers, memory and
space. Though these tests are accepted as useful ones, they are criticized against
deprived sections of the community. Further, it is also criticized that these tests may
prove to be too dull as a selection device. Mechanical Aptitude Tests: These tests
measure the capacities of 4-D visualization, perceptual speed and knowledge of
mechanical matter. These tests are useful for selecting apprentices, skilled, mechanical
employees, technicians etc. Psychomotor Tests: These tests measure abilities like
motor ability and eye-hand coordination of candidates. These tests are useful to select
semi-skilled workers and workers for repetitive operations like packing, watch
assembly. Visual test: focuses on eye-sight strength of individuals
Personality Test: It tends to measures the employee’s motivation to do activities in a
specified working environment. The personal ability of a person such as self-sufficient,
sociability, introversion, extroversion, locus of control, self-confidence is also checked
in this test. These tests prove deeply to discover clues to an individual value system,
his emotional reactions and maturity and characteristic mood. They are expressed in
such traits like self-confidence, tact, emotional control, optimism,
decisiveness/certainty, sociability, conformity, objectivity, patience, fear, distrust,
initiative, judgment dominance or submission, impulsiveness, sympathy, integrity,
stability and self-confidence.
Interest Test: Individual preferences in job is known by the help of this test. It helps to
know individual willingness to do work in that environment. These tests are inventories
of the likes and dislikes of candidates in relation to work, job, occupations, hobbies and
recreational activities. The purposes of this test is to find out whether a candidate is
interested or disinterested in the job for which he is a candidate and to find out in which
area of the job range/occupation the candidate is interested. The assumption of this test
is that there is a high correlation between the interest of a candidate in a job and job
success.

Attitude Test: It shows the judgmental ability of a person. It might be favorable

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unfavorable; it helps to know how an individual feels about something in the

organization.
Graphology Test: It seeks to predict future of an individual by the help of
handwriting. As handwriting helps to know degree of energy, reserve and spontaneity.
Polygraph Test: It is the test to detect lie of an individual. It is used to test honesty of
the candidates. Usually, it is used in criminal cases.

Reliability and Validity in Selection Test

While taking any selection test the following measures should be taken into
consideration:
Reliability
Reliability in general means the quality of being trustworthy or of performing
consistently well. It is concerned with the maintaining the standard of the procedures
and scoring the selection test outcomes. There are three types of reliability: coefficient
of stability, is assessed by the test method. Here a group of individuals are asked to
perform two test the result of these two are corelated. Coefficient of equivalence, the
two test are taken to a candidate the results if the correlation is taken out of those two it
is coefficient of equivalence. Index of internal consistency, it is the test taken by
dividing into two halves, each test scored by the two halves for randomly choosing
there is the chance of score of being corelated.

Validity

Validity in general means that a test can measure the strength part of result of test.
Validity test helps to predict whether an individual will be successful in a job. There
are four types of types of validity test: content validity; it is done to find how
effectively the content of test represents the job requirements. If the content of test
represents the job requirement, then it can be said that test is content validity.
Predictive validity; it is done to indicate how effectively prediction can be made by the
test. It is the process of knowing future behavior of candidates towards job.
Concurrent validity; it is done to know how would the candidate behave in present.
Construct validity; it is the extend to which a candidate behave to hypothesis
constructed by the help of test.

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Concept of Interview

Interview is the widely used election method. It is a face-to-face interaction

between interviewee and interviewer. If handled carefully, it can be a powerful
technique in having accurate information of the interviewee otherwise unavailable.
At the same time, if the interview is not handled carefully, it can be a source of
bias, restricting or misleading the flow of communication.

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According to
Scott and An interview is a purposeful exchange of ideas, the answering of
others questions and communication between two or more persons
Bingham conversation with a purpose
and
others

It is a process of collecting some information whether the candidates like the job or not.
Under these processes, job seekers invited to appear at the interview board with their
relevant academic and other qualification records. Interview is generally taken by one
member committee several managers at different places, and several persons sitting in a
board.

Process of Interview

Preparatio
Conduction Completion Evaluation
n

Preparation

It is the first step in the interview process. Here the initial preparation of interview, what
are the questions to be asked, where to be conducted, who would be taking the interview
etc. are prepared by the organization. It will help the organization to collect more
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information from the candidates.

Conduction

It is the step of interacting with the candidates. Here actual and factual information is
collected from the candidates. The main purpose of this is to know overall personality of
candidates and to evaluate the suitability for specified posts. It helps in knowing the
complete ability of candidates which ultimately helps in final judgments.

Completions

It is the end of completion of interview, it should be closed by thanking candidate. It

should be done without creating uncomfortable situation. Interview should be completed
with in the predetermine time. Desirable candidates are given hints about their selection.

Evaluation

After the completion of interview, another step is to evaluate the candidates by the group
of human resource manager, top level executives etc. For this purpose it is necessary to
maintain balance between both strength and weakness of candidates.

Methods/Techniques of Interviews

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One to
One

Methods
/techniques of
Interviews

Group Panel

One to One Interview: This is designed to ask well prepared questions to the
candidates. Here generally human resource manager ask different question and collect
information from the candidate.

Panel Interview: This is done by members of the interview board or a selection

committee. This is done usually for supervisory and managerial positions. It pools the
collective judgment and knowledge of members of the panel. The candidate may be
asked to meet the panel individually for a lengthy interview.

Group Interview: This is designed to see how the candidates react to and against each
other. All the candidates may be brought together in the office and they may be
interviewed. The candidates may, alternatively, be given a topic for discussion and be
observed as to who will lead the discussion, how they will participate in the discussion,
how each will make his presentation and how they will react to each other’s views and
presentation.

Types of Interviews

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Structured

Unstructure

Semi-Structure

Stress

Unstructured Interview
Questions are not prepared in advance. They are made up during the interview
moment. Questions are unpredictable and differ as per candidates. It encourages
applicant to talk as much as possible. It is straight method and may over looked
important aspects of job or applicant’s background. Here the questions are asked to
know either the candidates have knowledge about their surroundings or not.

Semi-structured Interview
Major questions to be asked are broadly planned. However, the interviewer has
flexibility in asking specific questions for detail enquiry purpose. The candidate’s
response is generally lengthy. These techniques of structures the questions will
help to get information of the candidates. It provides comparable data of
candidates. It is a realistic approach. It is the mixture of both structure and
unstructured interviews. Here questions are about the general knowledge as well as
about qualifications, knowledge, skills etc.

Structured Interview
In this interview, interviewer uses a list of pre- determined standardized questions
related with Job knowledge question, situational, questions and, job
requirement questions.
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Stress Interview: This is designed to test the candidate and his conduct and
behavior by putting him under conditions of stress and tension. This is very useful
to test the behavior of individuals under disagreeable and trying situations.

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Standardized evaluation forms are used to rate the candidates. It is useful for large
number of candidates. This method has high validity and reliability.

Recruitment and Selection Practices in Nepalese Organizations

Existing scenario

A lot factors determine the recruitment and selection practices in any country or in
locality. Conditions of labor market, political ideology and management philosophy
largely affects the recruitment. Following are the major characteristics of Nepalese job
market.

We have a strange paradox in our country. There is large-scale unemployment on the one
hand at the same time shortage of skilled labor on the other hand. Here unemployment
refers to the people who are:

- Not affiliated to any political parties

- Not good in terms of English and computer literacy
- University degree holders who do not possess any specific skills.

Lot of negative and undesirable practices can be seen in the market. In other words, all
the evils related to the recruitment and selection such a corruption, nepotism/partiality
and favoritism, political influence etc. are found in hiring people. We should try to avoid
such situation.

Factors affecting Recruitment and Selection practices in Nepal

Both internal and external factors have affected recruitment and selection process:

- External factors: Important factors in this category are demand and supply of
specific skills, unemployment rate, labor-market conditions, legal and political
conditions and company’s image and so on.
- Internal factors: Important factors in this category are recruitment and selection
policy of the organization, decision to have temporary and part time employees,
size of the organization, cost of recruitment and selection, growth and expansion
phase and so on.

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Existing Practices

Recruitment and selection practices in Nepalese organization are discussed below-

1. Government organization
Recruitment and selection activities of these offices are conducted by public
service commission in Nepal.
-they use a mix of internal and external sources.
-the Civil Service Act and rules specify the procedure and composition of sources.
-recruitment is done by public service commission for all open competition
oriented position.
-the concerned ministry should request demand for specified post with minimum
qualification required.
-generally, public service commission publishes vacancies in ‘Gorkhapatra’ in
Wednesday.
-the selection process followed are: evaluation of application form, written test,
semi structured interview by group experts, publication of result, medical report,
appointment, orientation and so on.

2. Semi-Government organization/Public enterprises

Before the restoration of democracy in the year 2046 B.S. were bound to follow
general principles prescribed by public service commission. They were more or
less similar to civil service. However, after the restoration of democracy, public
enterprises started conducting their whole recruitment and selection
independently- announcing vacancies for promotion and for the new vacancies as
well.

3. Government school/colleges
Most of the government-funded schools/universities also suffer from the similar
type of problems as it is found in public enterprises. They have well established
policy and procedures to conduct recruitment and selection practices. As
compared to universities school sector lack proper freedom. They are very
dependent on political decision and top-down approach.

4. Private sector organization

Organized private sector organization rarely goes through formal recruitment and
selection process. Usually they prefer to hire their relatives, friends and near and
dear ones. If they do not get capable person within the circle then only they hire

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 Unit 4
Employee Recruitment and Selection

independent and capable person. However, the public companies and

organized private sector used to seek capable candidates from open
market. They have their own policies and procedures guided by
Company Act 2053 B.S.

5. Private Banks and Financial Institutions

They must go through formal practices of recruitment and selection.
For most of the positions, they go through all the steps discussed
earlier. They also go through selection test, orientation, and training
programs. The final approval of newly selected candidate is made by
selection committee.

6. Non-Government organization (non-profit sector)

There are two types of NGOs namely local and international (NGOs and INGOs). Recruitment and
selection practice in NGOs is more or less similar to the private sector organization but the practices of
INGOs are different. In general, they go through formal recruitment and s

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