Learning Outcomes:

1. Differentiate between recruitment and selection

2. List the steps in the recruitment and selection process.
3. List and discuss the main outside sources of candidates.
4. Name and describe the main internal sources of
candidates.
The Recruitment & Selection Process
Recruitment

 Process of finding and attracting capable applicants

for employment.
 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.
Steps in Recruitment and Selection Process

The recruitment and selection process is a series of hurdles

aimed at selecting the best candidate for the job.
BOARD PLAN
Sourcing

• Internal

• External

• Campus
Internal Candidates: Hiring from Within

Advantages
• Fore knowledge of
candidates’ strengths and
weaknesses
• More accurate view of
candidate’s skills
• Candidates have a stronger
commitment to the
company
• Increases employee morale
• Less training and
orientation required
Disadvantages
• Failed applicants become
discontented
• Time wasted interviewing
inside candidates who will
not be considered
• Inbreeding strengthens
tendency to maintain the
status quo.

Lovely Professional University

Platform for Sourcing

Locating Outside Candidates

1 Recruiting via the Internet: Job Portals

2 Advertising (electronic/print media)

3 Consultants (8.33% of Annual CTC)

4 References

5 Walk-ins
 Microsoft

Microsoft’s employer branding strategy starts with

their Microsoft Careers site. As well as posting job
openings, they feature a JobsBlog and a section of
the site dedicated to ‘life at Microsoft,’ with details
of the company’s values and career development
opportunities.
 Pricewaterhouse Coopers (PwC)

Price Waterhouse Coopers has a dedicated

twitter account for their UK Careers which
keeps potential talent updated on PwC news
and what it is like to work for the
multinational organisation. 
KRA of a Recruiter

• Cycle Time (number of days between publishing a job opening

and hiring the candidate; find and hire)

• Performance review (generally after 3 months)

• Hit Ratio (no. of hired candidates/total no. of candidates)

• Offer acceptance rate (no. of offers accepted/no. of offers

made)

• Open positions vs positions filled

Selection
• Selection is the process of picking individuals who
have relevant qualifications to fill jobs in an
organization.

• According to Weihirch and Koontz,

– ”Selecting manager is choosing among the candidates the
one who best meet the position requirements.”
 Steps in the
Selection Process Selection is
usually a series of
hurdles or steps.
Each one must be
successfully
cleared before the
applicant
proceeds to the
next
Selection Process
Reception
– A warm, friendly and courteous reception is extended to
candidates with a view to create a favorable impression.
Screening interview
– The HR department tries to screen out the obvious misfits
through this courtesy interview. A prescribed application
form is given to candidates who are found to be suitable.
Application blank
– It is a printed form completed by job aspirants detailing
their educational background, previous work history and
certain personal data.
N am e: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
A d d re s s : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
P h o n e N u m b e r (R e s ): _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
E d u c a tio n
C o lle g e / U n iv e r s i t y A t t e n d e d : _ _ _ _ _ _ _ _ _ _ _ _ H ig h e s t D e g r e e ( a ) B A /B S c /M A /M S c /M B A /M C o m
( b ) B E / B Te c h / M T e c h
(c ) A n y o th e r
H ig h S c h o o l A t t e n d e d : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
W o r k E x p e r ie n c e ( L i s t m o s t r e c e n t jo b s f i r s t )
N a m e o f t h e O r g a n is a tio n :
G r o s s S a la r y : _ _ _ _ _ _ _ _ _ _ _ _ _ _ ( a n n u a l; b e s u r e t o in c lu d e a n y b o n u s e s o r c o m m is s io n e a r n e d )
J o b T it le : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
N a m e o f L a s t S u p e r v is o r : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
M a y w e c o n t a c t t h is s u p e r v is o r ? Ye s / N o
R e a s o n ( s ) fo r L e a v in g : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

N a m e o f O r g a n is a tio n : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ D a t e o f E m p lo y m e n t : _ _ _ _ _ _ _ fr o m to _ _ _ _
G r o s s S a la r y : _ _ _ _ _ _ _ _ _ _ _ (a n n u a l; b e su re to in c lu d e a n y b o n u s e s o r c o m m is s io n e a rn e d )
J o b T it le : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
N a m e o f L a s t S u p e r v is o r : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
M a y w e c o n t a c t t h is s u p e r v is o r ? Ye s / N o
R e a s o n ( s ) fo r L e a v in g : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

N a m e o f O r g a n is a tio n : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ D a t e o f E m p lo y m e n t : _ _ _ _ _ _ _ fr o m to _ _ _ _
G ro s s S a la r y : _ _ _ _ _ _ _ _ _ _ _ ( a n n u a l; b e s u r e to in c lu d e a n y b o n u s e s o r c o m m is s io n e a rn e d )
J o b T it le : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
N a m e o f L a s t S u p e r v is o r : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
M a y w e c o n t a c t t h is s u p e r v is o r ? Ye s / N o
R e a s o n ( s ) fo r L e a v in g : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

W o r k s k il ls
1 . L is t a n y jo b - r e la t e d la n g u a g e s y o u a r e a b le t o s p e a k o r w r ite : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
2 . L is t a n y jo b - r e la t e d c le r ic a l ( e . g . , t y p in g ) o r t e c h n i c a l s k il ls ( e . g . , c o m p u t e r p r o g r a m m in g ) t h a t y o u
h a v e :
A . _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ B . _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
C . _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

A d d itio n a l I n fo r m a t io n
In c a s e o f a n e m e r g e n c y, p le a s e c o n ta c t .
N am e: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
A d d re s s : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
Te le p h o n e : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

I u n d e rs ta n d t h a t f a ls if ic a t i o n o f i n f o r m a t i o n is g r o u n d s f o r d is m i s s a l.
I u n d e rs ta n d th a t m y e m p lo y m e n t a t th e c o m p a n y m a y b e d is c o n tin u e d a t a n y t im e f o r a n y r e a s o n
e ith e r b y m y s e lf o r b y th e c o m p a n y.
I a g re e to s u b m i t t o a d r u g a n d / o r a lc o h o l t e s t a s a c o n d i t io n o f e m p l o y m e n t .

S ig n a tu re D a te
Types of interviews
Reality Check

• Did you, at any time, attend any interview?

What was your experience, in particular about
the type of questions shot at you, attitude of the
interviewers and outcome of the interview?
Interview questions from Employer

• Openers

 May I see your resume?

 What can I do for you?

 Why are you interested in joining our company?

 What do you think you can do for us?

 What attracts you to us?

• Regarding Motivation
 Is your present employer aware of your interest in a
job change?
 Why do you want to change your job?

 What caused you to enter your job field?

 What is the ideal job for you?

• Regarding Education
 Describe your educational qualifications.

 Why did you choose your major?

 What were your major grades?

 What extra-curricular activities did you take part in?

 Have you had any special training for this kind of job?
• Regarding experience
 Why should I hire you?

 How do you fit the requirements of the job?

 What duties performed in the past have you liked

best/ least and why?
 What are your greatest strengths/ limitations for this
job?
 Which supervisor do you like most and why?
Medical Examination

• To check the physical fitness for the job

concerned .
• To protect the organization from infectious
disease
Reference Checking

• Contacting previous employers of a job applicant

to determine his or her job history.
Barriers to Effective Selection

• Barriers to selection
– Perception
– Fairness
– Validity
– Reliability
– Pressure

25
Basis Recruitment Selection
Meaning Process of searching the candidates for Involves the series of steps by which the candidates
employment and stimulating them to apply for are screened for choosing the most suitable persons
jobs in the organization for vacant posts.

Purpose To create a talent pool of candidates to enable To choose the right candidate to
the selection of best candidates for the fill the various positions in the organization.
organization

Process Positive process i.e. encouraging more and Negative process as it involves rejection of the
more employees to apply unsuitable candidates.

Contract There is no contract of recruitment established Selection results in a contract of service between the
in recruitment employer and the selected employee. 

Cost Factor Recruitment is not expensive. It mostly involves Selection is very costly. This is because a lot of money
only advertisement cost. is spent on conducting different types of tests,
interviews, medical examinations, etc.