You are on page 1of 26

Recruitment and Selection of

Human Resources

- Prof. Hema Kapoor


Overview

 What is Recruitment

 Recruitment Process

 Factors affecting Recruitment

 Sources of Recruitment

 Selection Process
Recruitment – What does it mean?

 Organizations need qualified employees to


succeed
 Attracting suitable candidates
 “the process of seeking & attracting a
pool of people from which qualified
candidates for job vacancies can be
chosen.” (Byers & Rue)
Recruitment

 Recruitment is a 2-way process

Recruitment

Selection filter
Recruitment Process
Factors Affecting Recruitment

?
Company reputation

Time Relations with


constraint ORGANIZATIONAL labor unions

FACTORS

Cost involved Organization culture


Factors Affecting Recruitment

Condition of labor market

Regulations Competition from


other companies
ENVIRONMENTAL
FACTORS

Social attitudes about Economic trends


particular jobs
Sources of Recruitment

Sources of
Recruitment

Internal search External sources

 Sources should match the position to be


filled
 The Internet is providing many new
opportunities to recruit and causing
companies to revisit past recruiting
practices
Sources of Recruitment

 Internal recruiting is the search for in-


house employees who have the abilities and
the attitudes to fulfill the requirements
needed and to help the organization achieve
its objectives
 HRIS forms the basis of internal search

 Internal Sources:
• Present , Permanent employees
• Present Temp/ Casual
• Employee referrals
• Dependents of diseased , disabled , retired
and present employees
Advantages & Disadvantages of
Internal Recruitment
Recruiting Advantages Disadvantages
Source
Internal  Morale of promotee  Possible morale
problems of those not
 Better assessment of promoted
the abilities
 “Political” infighting
 Lower cost for some for the promotions
jobs
 Talent pool within the
 Motivator for the good organization might
performance stagnate, so the need to
bring in fresh flow of
 Causes a succession of ideas & opinions
the promotions

 Need to hire only at


the entry level
Sources of Recruitment

 External recruiting is done when the


company lacks the internal supply of the
employees for promotions or when it is
staffing entry level positions, managers
must consider the external supply of the
manpower
Sources of Recruitment
Educational &
training institutes

Public employment Pvt. Employment


exchanges agencies/ Consultancies
External
ExternalSources
Sources

Advertisements
Advantages & Disadvantages
of External Recruitment
Recruiting Advantages Disadvantages
Source

External  New “Blood” brings new  May not select


perspectives someone who will “fit”
the job or the
 Cheaper and faster than organization
training professionals
 May cause the morale
 Less groups of the problems for the internal
political supporters in the candidates not selected
organization already
 Longer “ adjustment”
 May bring new industry or orientation time
insights
Selection

 Involves choosing the person best suited


for a given job from a pool of candidates,
resulting from the recruitment process

 Attempt to get a “fit” between what the


applicant can and wants to do, and what the
organization needs (knowledge, skills, and
abilities)
 Fitting the person to the right job is called
‘Placement.’
Person-Organization Fit
The Selection Process

The selection process typically consists of eight


steps:
1. initial screening interview

2. completion of the application form

3. employment tests

4. comprehensive interview

5. background investigation

6. conditional job offer

7. medical/physical exam

8. permanent job offer


The Selection Process

 Initial Screening
 Involves screening of inquiries and
screening interviews
 Job description information is shared
along with a salary range
OR
• Initial Screening with resume/application
The Selection Process

Employment Tests
 Estimates say 60% of all organizations use
some type of employment tests
 Performance simulation tests: requires the
applicant to engage in specific job behaviors
necessary for doing the job successfully
 Work sampling: Job analysis is used to develop
a miniature replica of the job on which an
applicant demonstrates his/her skills
 Assessment centers: A series of tests and
exercises, including individual and group
simulation tests, is used to assess managerial
potential or other complex sets of skills
The Selection Process

Comprehensive Interviews:
 Interviews involve a face-to-face meeting
with the candidate to probe areas not
addressed by the application form or tests
 They are a universal selection tool
The Selection Process

Comprehensive Interviews:
 Interview Effectiveness
 Interviews are the most widely used
selection tool
 Often are expensive, inefficient, and not
job-related
 Possible biases with decisions based on
interviews include prior knowledge about
the applicant, stereotypes, interviewee
order
The Selection Process

Comprehensive Interviews:
 Interview Effectiveness
 Impression management, or the
applicant’s desire to project the “right”
image, may skew the interview results
 Interviewers have short and inaccurate
memories: note-taking and videotaping
may help
The Selection Process

Background Investigation:
 Verify information from the
application form
 Typical information verified includes:
 former employers
 previous job performance
 education
 legal status to work
 criminal records
The Selection Process

Job Offers
 Actual hiring decision generally made by
the department manager
 Candidates not hired deserve the
courtesy of prompt notification
Difference between Recruitment
& Selection
1. Recruitment is the process of searching the
candidates for employment and stimulating them to
apply for jobs in the organization WHEREAS
selection involves the series of steps by which the
candidates are screened for choosing the most
suitable persons for vacant posts.

2. The basic purpose of recruitment is to create a


talent pool of candidates to enable the selection of
best candidates for the organization, by attracting
more and more employees to apply in the
organization WHEREAS the basic purpose of
selection process is to choose the right candidate
to fill the various positions in the organization.
Difference between Recruitment
& Selection
3. Recruitment is a positive process i.e.
encouraging more and more employees to apply
WHEREAS selection is a negative process as
it involves rejection of the unsuitable
candidates.
4. Recruitment is concerned with tapping the
sources of human resources WHEREAS
selection is concerned with selecting the most
suitable candidate through various interviews
and tests.
5. There is no contract of recruitment established
in recruitment WHEREAS selection results in
a contract of service between the employer and
the selected employee
Remember . . .

. . . An organization is known by the


quality of its people.