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1. Define what “Hiring” means

2. Explain why “Hiring” is important for an organization
3. Understand the process of “Hiring”
4. Describe importance of probationary period
5. Define what “ induction” means
6. Understand the importance of “ Induction”
7. Understand the process of induction
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Hiring is the process of appointing the selected candidate/s
to the post/ job which is vacant.

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After hiring, job seekers become new employees.

Before recruitment Job seekers

At recruitment Job applicant

At selection Job candidates

After selection Appointees

At hiring New employees

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 Preparation of appointment letter

Notification to appointees

Follow - up

Rejection Acceptance

Enter into the contract of employment

Appoint from the waiting list

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The organization should prepare a letter of appointment that contains terms and
conditions of employment and give it to every job candidate who has been selected for a
certain post. It includes,
• Wage
• Hours of work
• Holidays and leave
• Overtime work
• Probation
• Transferability
• Retirement age
• Termination of employment
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Decision of selection and appointment is to be notified to the
successful applicants by the relevant authorized manager on
behalf of the organization.

It is important to notify candidates those who were not

selected for the vacancy. It will help to create and maintain a
good image as a good organization. 7
Follow up means an attempt to ensure whether the appointee is going to accept or
reject the job offer.

It is important to get to knowing in advance. The reason is that to appoint another

suitable person to the job vacancy without delay if a certain appointee rejects the
job offer.

A special letter can be prepared in order to meet this necessity and can be sent
along with the letter of appointment to the appointee. This letter requires the
appointee to inform to the organization on or before a certain date whether the
offer is accepted or not.

Fourth step will have to be followed if rejection of the job offer occurs. 8
When a certain appointee is going to reject the job offer, organization will
have to decide an alternative suitable candidate to be hired.

The waiting list can be used in this regard.

The alternative job candidate should be the next most appropriate person
according to the order of merit at the selection stage.

After having decided to appoint the next most appropriate job candidate
the above mentioned first, second and third steps will again have to be
carried out. 9
This step have to be followed after the acceptance of the job offer by the candidate.

After the appointee has entered into the contract of employment he/she becomes
really a new employee to the organization.

Once the new employee joined the organization a file on him or her will needed to be
opened. There should be two personal files on behalf of the new employee. One
should be in the HR department and other one is to be in the department where the
employee works.

It is good practice to keep the file of an employee for a minimum of six years even after
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the employee has left the organization. 0
Probationary period is a certain period of time during which a new employee who is
hired for a permanent post, works for an org anization.

During this period the new employee will have to prove that he/she is capable of
performing duties of the job successfully.

At any time during the probationary period and up to the end of the period, the
employment can be terminated by either the employer or the employee or both at
short notice without any further obligation on either party.

There are three possible type of decisions which can take at the end of
the probationary period.
1. Confirmation of employment
2. Extension of probation
3. Non - confirmation
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Induction is the HRM function that systematically and formally introduces
the new employee to the organization, to the job, to the work group to
which new employee will belongs to.
Organizational
induction

Department induction
Types of induction

Job induction

Human induction
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Organizational induction
The new employee is introduced to the organizational set up. Then he or
she will absorb vision, mission, and history of the organization

Department Induction
The new employee is introduced to the particular department where
he/she will have to perform. The new comer should get understanding
about the objectives, functions and structure of relevant departments.
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Job induction
The new employee is introduced to the job he/ she is suppose to
perform. He or she should learn the duties, responsibilities , working
condition of the job.

Human Induction
The new employee is introduced to other employees, with whom he or
she will have to interact frequently. He or she should get familiar with
peers, supervisors and subordinates.

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 Building confidence

Reduce wastage and accidents

Speed up socialization

Reduce the start up cost

Favorable attitude

Increasing loyalty

Creating feeling as a
member

Familiarization with the job quickly

Start to contribute soon

Low absenteeism, turnover 1
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Preparation

Conduct

Evaluation

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The organization should be ready to welcome the new employees who
come to work at the very first day.

Preparation is essential to get accurate and clear answers for the

following questions.

What information should be given?

General information
 Nature of the organization
 Personnel policies, procedures and rules
 Rewards
 Job and job enrichment
 Peer and superiors
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Who should give the information?

Parties who have an accurate and sound understanding about the information should
give the induction to the new employees.

Appropriate resource persons are;

 Chief Executive Officer
 Human resource manager
 Immediate superior
 A buddy

How to give information?

 Employee handbooks
 Video films/ CD/ DVD
 Notes
 Documents
 Lectures
 Presentations
 Visits 1
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Induction programme is implemented actually in this stage.
After new employees come to the organization they should be
welcome and then induction programme has to be put into
actions as planned.

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Evaluation refers to the systematic attempt of asses
the degree of success of the induction programme.

• Questionnaires
• Feedback forms
• Interviews

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