RECRUITMENT AND

SELECTION: Prof Venkatesh

Naga
HIRING THE RIGHT
PERSON
PLACEMENT BYTES
How to prepare for an interview
 Study about the organization on its web sites/media/social media:-
 Company History /Background/leadership
 Market/business domain
 Product or Service portfolio
 Market presence/market share ( refer to E&Y/PWC/Deloitte Sector
reports)
 Financial Performance
 Identify the challenges/issues faced by the organization and
strategies taken by it to counter them
 Anything unique/interesting
Market feedback ( Customers/Employees etc)

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JAD – LEARNING REVIEW
Identified team to present the PAQ & JD

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 LEARNING OBJECTIVES

 Learn about importance of R & S in Organizational & HR strategy

 Learn about Steps involved in R & S Process & Recruitment Life
Cycle (RLC)
 Appreciate Impact of employer Branding on R & S
 Learn about methods used by organizations to recruit and select
employees.
 Understand HR’s role & Line Manager’s Roles in the recruitment
and selection process.
 Recruitment Efficiency – How Design & Implement Process &
metrics

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 WARM-UP
Area Sales Manager from Sun Pharma, when questioned about drop in sales,
retorted back, “ How do I achieve without team? I don’t have a magic wand ?
 Tata Sky customer support centre in Mumbai, received low CSAT and on analysis
it was identified that the skills of new hires and their settling period is the key
reason ?
 A high priority Client of IBM expressed dissatisfaction on the missing deadlines
which has become a phenomenon and on analysis, it was identified that new hires
are not interested in projects to which they are assigned ?
 What are issues in the instances ?
 Is there a commonality ?

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R & S /TA – OBJECTIVES
 Provide Human Capital to support business needs
 Track and build employer brand for the organization
 Identify Talent Needs and create pipeline
 Hire Right Talent in Right Time for Right Price
 Help organizational meet legal obligations
 Provide “Value for Money” to the organization

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RECRUITMENT CYCLE

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R & S – STRATEGIC
OVERVIEW

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R & S STEPS ?

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MILLENNIALS -
EXPECTATIONS

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CANDIDATE EXPERIENCE -
WHAT & WHY BOTHER ?

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RECRUITMENT – ISSUES –
SPOT THINK ?

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RECRUITMENT FUNNEL &
METRICS

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RECRUITMENT SOURCES
External
•Organizational Website
•Walk-ins
•Job Fairs
•SIP( PPI & PPO)
•Social Networks
•Jobs Portals
Internal
•Campus Hiring
•IJP( Promotions)
•News Paper Adverts
•Employee Referrals
•Word of Mouth
•Previous Employees
•Deputation
•Previous Applicants
•Gaming/Hackathon
•Competition
•Consultants
•Professional Networks
•Executive Search Firms
•Conferences
• Contracts
•Temp staff

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 RECRUITMENT
TECHNIQUES/METHODS
 Other Methods
Interview Types Interview Types
1. Hackathon
1. Formal 1. Situation Based Interviews
2. Gaming
2. Informal 2. Stress Interviews
3. Competition
3. Planned (timed) 3. Competency Based Interviews
4. Written test
4. Traditional Interview 4. Lunch Interviews 5. Coding/App
5. Phone/Skype Interview 5. Problem Solving Development
6. Structured 6. Case Interview 6. Social Recruitment
7. Semi-structured 7. Puzzle Interview 7. AI based recruitment
8. Unstructured 8. HR Interview 8. AR/VR based
9. Behavioral 9. Technical recruitment
10. Panel 9. Profile Analytics
RECRUITMENT –
EFFECTIVENESS
 What are the indicators/metrics for measuring
recruitment effectiveness ?

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RECRUITMENT METRICS

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LEARNING ACTIVITY
Pl go through the Google Case study and groups to make PPT
submissions on following Q :-
How is the hiring strategy of Google ?
How did Google leverage Technology in Hiring ?
What is USP of Google Hiring process & Process rigor?
Comment on guidelines given to hiring managers for hiring for
their teams
How is culture fitment of candidates taken care of  ?
How does the success profile of Google look like ?
Review candidate feedback on Google Hiring process on
Glassdoor/Facebook and sum up your finding in 5 words
 

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R & S – TIPS FOR
EFFICIENCY

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LEARNING ACTIVITY –
HOW GOOGLE HIRES ?
 Please go through the document on “  Does recruitment support
How Google Hires” employer branding or
otherwise ?
 Discussion on Google hiring in the  How can social media be
class leveraged for recruitment &
 What is the hiring strategy of Google ? employer branding
 What are the varies sources
 What does Google look for while hiring ? of recruitment
 How do hiring managers evaluate applicants  What are the various
for the identified dimensions ? methods of recruitment
 How does one define &
 Comment on hiring process and stages @
ensure recruitment efficiency
Google
 What can be metrics to
 Key learnings/takeaways from the whitepaper assess recruitment
efficiency

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TA & EMPLOYER
BRANDING
 How does Employer Branding Impact TA
 How does TA support employer branding
 Does branding strategies vary with advertising platforms, and if
yes how ?
 LinkedIn
 Facebook
 Instagram
 flickr
 Youtube
 Slideshare
 Twitter
 Pinterest
 Rediit
 Snapchat

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SOCIAL MEDIA –
EMPLOYER BRANDING

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PREPARING FOR HIRING –
LEARNING ACTIVITY
Microsoft Word
Document

 Students to work in groups on following :-

 Create JD for selected position and organization ( use
template given)
 Prepare a set of questions for screening candidates across
CV Screening, Group Discussion, HR Interview, Technical
Microsoft Excel
Interview stages Worksheet

 Use enclosed templates for assessment /designing

assessment template
 Identified teams to conduct mock interview process
 Group Discussion
 Technical Interview
 HR Interview

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DISCUSSION

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LEARNING ACTIVITY
 Groups 1 – 6 ( Google Case Study )
 Groupds 7 – 12 ( Cognizant White paper on
SMACking TA) : 15 minutes
 Presentation on Appification and Gamification by
team : 10 minutes

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LEARNING ACTIVITY Microsoft Word
Document

 Identified students to form the Interview panel (2) and interview

identified 2 candidates for the job
 Audience to rate the panel on the following dimensions :-
 Briefing about the organization & Comforting the candidate
( Employer branding)
 Ability to assess the technical and soft skills required for the job
 Overall way in which the process was carried out
 Any other observations ?

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CTS WHITE PAPER
QUESTIONS
 How is SMAC impacting TA /Hiring
 How can organizations leverage SMAC while hiring
 Comment on minset of Millennials
 What are the changing trends in TA ?
 Can SMAC be used in employer branding and if yes
how?
 How does SMAC fit in while hiring Millennials

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Recruitment challenges Vs
Solutions ?

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RECRUITMENT ISSUES

Alternatives to recruitment:
 Outsourcing.
 Contingent labor.
 Part-time employees.
 Overtime.
Costs of recruitment and selection:
 Replacing supervisory, technical and management personnel
can cost from 50 percent of salary to several hundred percent
of salary.

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REFERENCES
https://economictimes.indiatimes.com/jobs/job-seekers-value-future-career-
growth-potential-over-salary-survey/articleshow/66118050.cms
https://economictimes.indiatimes.com/jobs/traditional-sectors-hiring-tech-tal
ent-to-stay-in-game/articleshow/64165082.cms

https://economictimes.indiatimes.com/nri/visa-and-immigration/new-job-seek
ers-spouses-of-indian-techies-in-us/articleshow/64801540.cms
Hiring Manager of More Hyper Mart is experiencing attrition

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R & S STRATEGY LINKAGE
What is the linkage between Strategy and R & S ?

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HIRING THE RIGHT PERSON:
RECRUITMENT

 Is hiring a positive or negative process?

The process of attracting individuals in
sufficient numbers with the right skills and at
appropriate times to apply for open positions
within the organization.

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 Millennials and impact on Hiring
Microsoft Word
Document

 What is unique
about Millennials ?
 How is it
impacting Hiring ?

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MILLENNIALS

www.millennnialmarketing.com
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 WARM-UP
Amazon using AI for hiring to stop discriminating against women
https://www.business-standard.com/article/international/amazon-s-sexist-hiring-algorithm-could-still-be
-better-than-a-human-118110200139_1.html
https://economictimes.indiatimes.com/jobs/mckinsey-looks-beyond-iims-iits-adds-doctors-soldiers-
railwaymen-to-hiring-list/articleshow/66421244.cms?
utm_source=Colombia&utm_medium=C1&utm_campaign=CTN_ET_hp&utm_content=26
 How will #MeToo impact Recruitment ?
Area Sales Manager from Sun Pharma, when questioned about drop in sales, retorted back, “ How
do I achieve without team? I don’t have a magic wand ?
 Tata Sky customer support centre in Mumbai, received low CSAT and on analysis it was identified
that the skills of new hires and their settling period is the key reason ?
 A high priority Client of IBM expressed dissatisfaction on the missing deadlines which has become
a phenomenon and on analysis, it was identified that new hires are not interested in projects to which
they are assigned ?

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