Recruitment and Selection

Presented by: Esha Acharya 1 Nikhil Budhkar 4 Gautam Choudhary 5 Neha Kateja

Poor Recruitment and Selection Creates Problems
Inadequate human resource Increased training costs to overcome deficiencies More supervisory problems Higher turnover rates Difficulty in establishing enduring relationships with customers Not maximum utilization of human potential

.Recruitment Recruitment is the process of searching the candidates for employment and simulating them to apply for jobs in the organization. It is a linking activity that brings together those offering jobs and those seeking jobs.

Recruitment and Selection Objectives Determine present and future needs in terms of numbers and types of employee Meet the company s legal and social responsibilities regarding composition of the workforce Reduce the number of under qualified or overqualified applicants Increase the number of qualified applicants at a specified cost Evaluate the effectiveness of recruiting sources and evaluation techniques .

Factors affecting Recruitment Size of the organization Effect of past recruitment efforts Nature of Labour market of the region Extent and strength of unionization in the region Working Condition Social and political environment Legal obligations created by various states. .

Sources of recruitment Internal source External source .

Internal Sources Transfer Promotion Job Posting Former Employees Employee s reference .

External source Direct Recruitment (Recruitment at factory gate) Casual Callers Media advertisement Employment Consultants Educational Institutions or Campus Recruitment Recommendations Labour Contractors Telecasting .

Selection Selection involves a series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. The process of selection leads to employment of persons who possess the ability and qualification to perform the jobs which have fallen vacant in the organisation .

Recruitment Vs. It is a negative process . Selection Recruitment It is the process of searching candidates for vacant jobs and making them apply for the same. It is a positive process Selection It is the process of selection of right types of candidates and offering them jobs.

employment test. . The firm asks the candidates to pass through a number of stages such as filling of form. etc. interview. medical exam.Its aim is to attract more and more candidates for vacant jobs The firm notifies the vacancies through various sources and distributes application forms to candidates Its aim is to reject unsuitable candidates and pick up the most suitable people for the vacant jobs.

No contractual relation is created. Recruitment implies communication of vacancies only. Selection follows recruitment and leads to a contract of service between the employer and the employee. .

Checking Reference 7. Employment Interview 6. Preliminary Screening 2. Receiving Application 3. Employment Tests 5. Screening Application 4. Final Selection and Appointment letter .Selection Process 1. Medical Examination 8.

Alternative to recruitment Overtime Subcontracting Temporary Employees Employee Leasing Outsourcing .

Selection Tests Intelligence Test Aptitude Test Personality Test Achievement Test Simulation Test Assessment Center .

Types of Interviews Non-directive Interview Structured or directive Interview Situational Interview Behavioral Interview Stress Interview Panel Interview .

Recruitment Policy: Indian Experiences .

highly structured and very high quality process into a common mould of professionally competent. sharp dressing. highly competitive. Hindustan Lever Hires very few people directly in middle and senior management positions. and then develops all of them through a uniform. convent school English speaking.1. It recruits either fresh graduates or young professional with a few years in another company. good debating skills and clubability. The company loves to hire all the toppers from all IIMs and IITs . yet loyal and decent executives with high ethical standards. It emphasizes professionalism.

technical skills and ingrained capacity for hard work. These are the people brought up in tradition conservative homes but have superior academic records. Infosys Technologies Emphasizes on recruiting the people who find the company s middle-class values satisfying. both in term of willingness and ability. . Its interview process is not highly structured and is designed to eliminate overly ambitious and competitive stars who tend to both create and thrive amid internal competition. Infosys primarily relies on a written test to identify individuals with high learninability.2.

motivation. They must have the ability to deal with ambiguity and informality.3. . cutting the cake of conventional barriers whenever and wherever necessary. They must have a winner s mindset and a passion for creating a dynamic change. There are a maximum of four reporting levels. Executive here emphasize achievement. Pepsi Pepsi is a flat organization. the ability to deliver come what may. Recruitees must be capable of thinking outside the box. As the Personnel Manager of Pepsi Foods remarked we hire people who are capable of growing the business rather than just growing with the business .

Employees are expected to have a passion for fitness business and reflect the company s aspiration. the company places emphasis on youth. Reebok As Reebok s customer are young. The average age at Reebok is 26 years.4. The willingness to get one s hands dirty is important. . a flat organization and be able to take decisions independently and perform consistently with their clearly defined goals. They must also have an ability to cope with informality. Recruitees should be willing to do all kinds of jobs operations.

. mobility. attention to personal appearance and assertiveness without aggression.5. Other criteria include: communication skills. Taj Group The Taj group expects the job aspirants to stay with the organization patiently and rise with the company. the ability to work long and stressful hours. Employees must be willing to say yes sir to anybody.