Talent Acquisition Process

Step 1 • Identify a Vacancy

Step 2 • Source and Attract

Step 3 • Screen and Assess

Step 4 • Interview and Offer

Step 5 • Check and on Board

 Recruitment
What comes to your mind?
 Recruitment

• Process of searching for and obtaining applicants

for jobs, from among whom the right people can be
selected.

• Generating a pool of qualified applicants for

organizational jobs.
Recruitment yield Pyramid
5o
Ne
w
Himade
Offers
res
(2:1)
Candidates interviewed
(3:2)
Candidates Invited (4:3)

Leads Generated (6:1)

Definitions
 Internal External

Size of Demographic
Organization factor

Recruitment
Labor market
policy

Image of Org Unemployment

Image of Job Labor laws

Legal
considerations
Factors affecting Recruitment
 Sources of recruitment
Internal
• Present Employees (HRIS)
• Employee Referrals
• Job postings
• Moonlighting
• Promotions and Transfer
• Former Employees
• Previous Applicants
• Succession Planning
 Internal Sources

Advantages
• Familiarity with own
employees
• Better use of talent
• Economical
• Aids succession planning
• Improves morale
• Better motivator
Disadvantage
• Inbreeding leads to less
diversity
• Limited choice
• Discourages competition
• Stagnation of skills
• Create conflicts
• Breeds Politics
 Sources of recruitment
External
• E-Recruiting • Job Fairs
• Media Sources • Campus Recruitments
• Deputation
• Employment
• Word-of-mouth
Exchanges
• Raiding/ Poaching
• Employee Agencies • Labor Unions
• Professional • Outsourcing and Offshoring
Associations • Executive recruits (Head Hunters)
• Customers • Internships
 External Source

Advantages Disadvantages
• Brings in new perspective • Expensive and Time
• Open Process consuming
• Availability of talented • Unfamiliarity with the
candidates organization
• Opportunity to select the best • Discourages existing
candidate employees
• Provides healthy competition • Loss of time to settle
 Trends seen in Recruitment

• Outsourcing
• E-Recruitment
• Job boards
• Career websites
• Employer websites
• Social Networking sites
• Blogging

• Poaching
 Recruitment evaluation and
metrics
Recruitment
Metrics Recruitment
Satisfaction Analysis
Time to fill
openings (55%)

Cost per hire (44%) Recruits: Time to offer

. Vendor costs (70%), Quantity and (37%)
background Quality (29%)
verification (66%), . ‘Early attrition’
referral cost (65%) (30%) and
and assessments ‘Manager Success Base Rates
(50%) feedback’ (20%)
 How do you improve
recruitment effectiveness
• Resume mining
• Applicant tracking
• Employer career websites
• Internal mobility
• Realistic job previews
• Responsive recruitments
 Selection defined

• Process of choosing from among the candidates

from within the organization or from the outside,
the most suitable person for the current position or
for the future position
- Koontz et al.
 Differences between
Recruitment
• Technically precedes selection
• Identifying and encouraging
potential candidates to apply
for jobs in the organizations
• Positive in that it increases the
number of job seekers for
wider choices
• Involves searching
Selection
• Follows recruitment
• Choosing the best out of
those recruited
• Negative such that it
involves rejecting large
numbers to identify best fit
• Involves comparing those
already searched
 Job Analysis

Recruitment
Selection Process
Pre employment screening

Application Form

Background check

Additional Interview

Conditional Job offer

Medical Examination

Job Placement
 Need for scientific search
False True
Successful

Negative Positive
Error
Selection Criterion

True False
Unsuccessful

Negative Positive
Error

Reject Accept
Selection Criterion
 Tests

• “Objective and standardized measure of sample of

behavior”
• “systematic procedure for comparing the behavior of
two or more people”
• Types:
• Objective
• Standardized
• Sample of behavior
 Selection
Test
Types of Tests

Ability Personality
Aptitude Interest
Achievement Personality
Intelligence Projective
Judgmental Attitude
 Biographical
Interviews Interview
Behavioural
Interview
Competency
Interview
More

Situational
Interview
Structure

Stress
Interview
Non Directive
Interview
Less

Low High
Validity
Interviewing
 Avoid Interviewer Bias
• Snap Judgments
• Lack of clarity on competencies or job requirements
• Contrast effect
• Confirmation bias
• Succumbing to Impression Management/ First Impressions
• Stereotyping
• Inconsistencies
• Halo/ Horns effect
• Non verbal bias