Fundamentals of HRM

Recruitment and Selection Process

Step 1 Step 2 Step 3

Planning for Recruitment: Locating Selection:
Recruitment & Selection Prospective Candidates Evaluation and Hiring
• Screening Resumes
and Applications
• Job Specification
• Initial Interview
• Job Description
• Intensive Interview
• Internal Sources • Testing
• External Sources • Background Invest.
• Physical Exam
• Selection Decision
and Job Offer
 RECRUITMENT
According to Edwin B. Flippo, “Recruitment is the process of
searching the candidates for employment and stimulating them
to apply for jobs in the organization.

• Recruitment of candidates is the function preceding the

selection, which helps 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.
• It is a process of searching prospective employees.

• Attract and encourage more and more candidates to

apply in the organization.

• Create a talent pool of candidates to enable the selection

of best candidates for the organization.

• Help increase the success rate of selection process by

decreasing number of visibly under qualified or
overqualified job applicants.
 Factors effecting recruitment

• The internal factors areSize of Organization The size of the

organization is one of the most important factors affecting the
recruitment process. To expand the business, recruitment
planning is mandatory for hiring more resources, which will be
handling the future operations.
• Recruiting Policy Recruitment policy of an organization, i.e.,
hiring from internal or external sources of organization is also a
factor, which affects the recruitment process. It specifies the
objectives of the recruitment and provides a framework for the
implementation of recruitment programs.
 The recruitment and selection
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Internal Sources of Recruitment
1. TRANSFERS :The employees are transferred from one department
to another according to their efficiency and experience.

2. PROMOTIONS :The employees are promoted from one department

to another with more benefits and greater responsibility based on
efficiency and experience.

3. Retired and Retrenched employees may also be recruited once

again .

4. The dependents and relatives of Deceased employees and Disabled

employees are also done by many companies .
 External Sources
1. PRESS ADVERTISEMENTS :Advertisements of the vacancy in
newspapers and journals are a widely used source of recruitment.
The main advantage of this method is that it has a wide reach.

2. EDUCATIONAL INSTITUTES: Various management institutes,

engineering colleges, medical Colleges etc. are a good source of
recruiting well qualified executives, engineers, medical staff etc.
They provide facilities for campus interviews and placements. This
source is known as Campus Recruitment.

3.PLACEMENT AGENCIES :Several private firms perform recruitment

functions on behalf of client companies by charging a fee. These
agencies are particularly suitable for recruitment of executives and
specialists. It is also known as RPO (Recruitment Process
Outsourcing)
ABC consultant,KPMG
4. EMPLOYMENT EXCHANGES :Government establishes public
employment exchanges throughout the country. These exchanges
provide job information to job seekers and help employers in
identifying suitable candidates.

5. LABOUR CONTRACTORS :Manual workers can be recruited

through contractors who maintain close contacts with the sources of
such workers. This source is used to recruit labour for construction
jobs.

6. UNSOLICITED APPLICANTS: Many job seekers visit the office of

well known companies on their own. Such callers are considered
nuisance to the daily work routine of the enterprise. But can help in
creating the talent pool or the database of the probable candidates
for the organization.
7. EMPLOYEE REFERRALS / RECOMMENDATIONS :Many
organizations have structured system where the current
employees of the organisation can refer their friends and
relatives for some position in their organization.

-Citibank offers incentives for every vacancy filled up by bank

on the basis of their referral.

8. RECRUITMENT AT FACTORY GATE : Unskilled workers

may be recruited at the factory gate and these persons may be
employed whenever a permanent worker is absent.
• Professional Associations:Very often, recruitment for certain
professional and technical positions is made through professional
associations also called ‘ headhunters’. Institute of Engineers, Indian
Medi­cal Association, All Indian Management Association, etc., provide
placement services for their members. For this, the professional
associations prepare either list of job seekers or publish or sponsor
journals or magazines containing advertisements for their members.

• Poaching:Raiding or poaching is another method of recruitment

whereby the rival firms by offering better terms and conditions, try to
attract qualified employees to join them.
Time lapse data:

This is the Time period between the dates

of demand for manpower requirement
from a department to the actual date of
filling the vacancies in that department.
Company can decide the TLD with past
experience also.
 The advantages of internal
recruitment
1. Considerable savings can be made. Individuals with
inside knowledge of how a business operates will need
shorter periods of training and time for 'fitting in'.

2. The organisation is unlikely to be greatly 'disrupted' by

someone who is used to working with others in the
organisation.

3. Internal promotion acts as an incentive to all staff to work

harder within the organisation.

4. From the firm's point of view, the strengths and

weaknesses of an insider will have been assessed.
 Advantages of External
recruitment

• External recruitment makes it possible to

draw upon a wider range of talent, and
• provides the opportunity to bring new
experience and ideas in to the business.
 Recruitment policy of an
organisation
• It should focus on recruiting the best
potential people.
• To ensure that every applicant and
employee is treated equally with dignity
and respect.
• Unbiased policy.
• To aid and encourage employees in
realizing their full potential.
• Transparent, task oriented and merit
based selection.
• Weightage during selection given to factors that
suit organization needs.
• Optimization of manpower at the time of
selection process.
• Defining the competent authority to approve
each selection.
• Abides by relevant public policy and legislation
on hiring and employment relationship.
• Integrates employee needs with the
organizational needs.
 Alternatives

• Overtime
• Temporary Employees
• Employee leasing
• Outsourcing