INTRODUCTION

 RECRUITMENT IS THE FIRST STEP OF HIRING

PROCESS & A PART OF ACQUISITION FUNCTION.
 IT BRINGS TOGETHER EMPLOYEE TO
EMPLOYER.
 IT IS THE MAJOR FUNCTION OF HRM,
DEPENDING ON THE SIZE OF ORGANIZATION HR
DEPARTMENT SPEND 50% TO 70% OF THEIR
TIME IN RECRUITMENT.
Organization forecasts for its workforce
requirement, according to its production
estimates.
Once the need is identified the next
step is to build a pool of qualified
candidates through recruitment
What you thinking recruitment is?

and why should organizations

go for recruitment?
 THE MORE APPLICATION RECEIVED, THE BETTER THE
RECRUITER’S CHANCE FOR GETTING BEST FITTED HR.
 RECRUITERS MUST PROVIDE ENOUGH INFORMATION ABOUT
JOB SO THAT THE UNQUALIFIED CANDIDATES CAN SELECT
THEMSELVES OUT OF JOB CANDIDANCY.
 ENOUGH INFORMATION ATTRACT THE QUALIFIED &
DISCOURAGE THE DISQUALIFIED, CAUSES THE COST
MINIMIZATION IN PROCESS.
 RECRUITMENT IS ALSO NEEDED TO FULFILL THE VACANCY
OCCURE DUE TO MOBILITY OF HR( DEATH, PROMOTION,
RESIGNATION, RETIREMENT, DISMISSAL, TRANSFER ETC.) &
GROWTH OF BUSINESS (EXPANSION, MODERNISATION, JOB
REDESIGN, TECHNOLOGY UPGRADATION ETC.).
Recruitment
• Organization exist to attain certain goals. To achieve these goals, it
requires manpower with desired skills. Therefore, if the workforce is
not sufficient or the organization wants to expand its activities, it
recruits people to perform the desired task.

• Recruitment is a process of attracting qualified persons

to apply for jobs that are available.
DEFINITION -
 DAVID A. DECENZO & STEPHEN P. ROBBINS –
“RECRUITING IS THE PROCESS OF DISCOVERING
POTENTIAL CANDIDATES FOR ACTUAL OR
ANTICIPATED ORGANIZATIONAL VACANCIES.”

 EDWIN B. FLIPPO –
“RECRUITMENT IS A PROCESS OF SEARCHING FOR
PROSPECTIVE EMPLOYEES & STIMULATING THEM TO
APPLY THE JOB.”
Factors affecting recruitment

 The size of the organization

 Employment condition of the country
 Organization brand
 Working condition & salary
 Location
 Cultural, economic & legal factor
INTERNAL SOURCES
 PROMOTION – UPWARD ADVANCEMENT IN
ORGANIZATION.
 TRANSFER – HORIZENTAL MOVEMENT FROM ONE JOB TO
ANOTHER SAME LEVEL JOB.
 REHIRE – REHIRE TO RETIRED STAFF. THEY ARE
EXPERIENCE, SKILLED & KNOW ORG.WEL
 JOB ROTATION – MOVING EMPLOYEE FROM ONE JOB TO
ANOTHER FOR A PERIOD.
 OVERTIME – IT IS JOB EXTENSION OR JOB ENLARGEMENT
FOR EXTRA BENEFITS & TIME.
ADVANTAGES & DISADVANTAGES OF INTERNAL
SOURCES
 ADVANTAGES DISADVANTAGES
BETTER SELECTIONLIMITEDCHOICE,
MORAL BUILDING
ADAPTABILITY FAVOURITISM,
ECONOMIC & EASY
COMMITMENT - OPPORTUNITY DEVELOPMENT
SENIORITY BASE.
EXTERNAL SOURCE
 Advertising
 Head hunters
 Job portal
 Employment agencies
 Employee referrals
 Campus placement
 Casual applicants/ unsolicited application
 Contractual staffing
ADVANTAGES & DISADVANTAGES OF EXTERNAL
SOURCES
 ADVANTAGES DISADVANTAGES
 QUALITATIVE HR HIGH COST,
 FRESH HR REDUCE MORAL,
 PROBLEM OF
ADAPTATION.
o HR MIXED POSIBILITY OF
o FAIR RECRUITMENT WRONG CHOISE
o SOCIAL OBLIGATION TIME CONSUMING
INTERNAL METHOD OF RECRUITMENT
 AS SOURCE OF RECRUITMENT, METHOD CAN BE OF TWO
TYPES. INTERNAL & EXTERNAL METHOD
1. INTERNAL METHOD
 JOB POSTING –
 ANNOUNCES REQUIREMENT NOTICE FOR ALL CURRENT
EMPLOYEES,
 INTERESTED EMPLOYEES DROP APPLICATION,
 MEANS OF ANNOUNCING VACANCIES ARE- (I)
BULLETIN(NOTICE) BOARD, (II) CIRCULAR, (III) ELECTRONIC
MAIL, (IV)NEWS PAPER ETC.
 o HR INVENTORY SEARCH -

 IT SEARCHES QUALIFIED HR TO FILL VACANCY.

 GENERALLY HR INVENTORY INCLUDES – PERSONAL,
ACADEMIC, TRAINING & SKILLS DATA, EXPERIENCE,
PERFORMANCE RATING, LANGUAGE JOB &
LOCATION PREFERENCE.
 THIS METHOD IS IMPRESSIVE & MOTIVATIONAL.
EXTERNAL METHODS -
ADVERTISEMENT –
 THE MOST POPULAR & ATTRACTIVE METHOD,
 IT CAN GO WIDER THROUGH VARIOUS MEDIA.
 MEDIA ARE – 1 PRINT MEDIA, 2 AUDIO, 3 VISUAL, AND 4
AUDIO VISUAL.
DIFFERENCES BETWEEN RECRUITMENT AND
SELECTION
 TIMING – RECRUITMENT PROCEEDS SELECTION AND
SELECTION FOLLOWS RECRUITMENT.
 CONCEPT – RECRUITMENT ATTRACTS THE
CANDIDATES, SELECTION SELECT CADIDATES.
 THINKING– RECRUITMENT IS POSITIVE IN ATTRACTING
CANDIDATES WHILE SELECTION REJECT POOR
CANDIDATES.
 GOAL- RECRUITMENT ATTRACT A LARGE POOL OF
APPLICANTS WHILE SELECTION SELECT NEEDED
APPLICANT FROM A LARGE POOL.
 CONTRACT – RECRUITMENT DOES NOT LEAD JOB
CONTRACT BUT SELECTION DOES.
 MEETING – RECRUITMENT DOES NOT MAKE
FACE TO FACE BETWEEN EMPLOYER-
EMPLOYEE, WHICH IS IN SELECTION.
 DECISION – RECRUITMENT DECIDES JOB AND
POSITION TO RECRUIT, SELECTION DECIDE
WHOME TO SELECT FOR JOB.
 PROCESS –RECRUITMENT HAS NO PROCESS,
SELECTION HAS A SERIES OF PROCESS.
 COMPLEXITY – RECRUITMENT IS LESS
COMPLEX IN COMPARISION TO SELECTION.
1. INITIAL SCREENING,
2. COMPLETION OF APPLICATION FORM,
3. PRE-EMPLOYMENT TEST,
4. COMPREHENSIVE INTERVIEW,
5. CONDITIONAL JOB OFFER,
6. BACKGROUND INVESTIGATION,
7. MEDICAL &PHYSICAL TEST,
8. PERMANENT JOB OFFER.
1-Initial screening
 IT IS A TWO STEPS PROCEDURE: (I)SCREENING ,
ENQUIRIES AND (II) SCREENING INTERVIEW.
 HRD CAN ELIMINATE SOME OF THE APPLICANT ON THE
BASIS OF JOB DESCRIPTION & JOB SPECIFICATION.
 HRD DESCRIBE DETAILS TO CANDIDATES AT THE TIME
OF SCREENING INTERVIEW.
 DETAILS HELPS CANDIDATES WHETHER TO APPLY
MORE OR NOT.
 PHONE INTERVIEW IS BEST METHOD TO HOLD
SCREENING INTERVIEW.
 TELL THEM WHEN NEXT STEP WILL OCCURE AND
WHAT TO EXPECT.
2- COMPLETION OF APPLICATION FORM

 APPLICATION FORM MAY BE : (I) ONLY PERSONAL

BACKGROUND INFORMATION (NAME ADDRESS,
CONTACT NO),(II) COMPREHENSIVE EMPLOYMENT
PROFILE ( PERSONAL BACKGROUND INFORMATION,
QUALIFICATION, EXPERIENCE, SALARY, REFERENCE ETC.).
 COMPLETED APPLICATION FORM PROVIDES NECESSARY
INFORMATION TO MAKE DECISION.
 ALL APPLICATION FORMS ARE EVALUATED.
 UNDER QUALIFIED & NOT MEETING JOB SPECIFICATION
ARE REJECTED.
 CANDIDATE PROVIDING WRONG & FALSE INFORMATION
ARE REJECTED.
3- PRE-EMPLOYMENT TEST

 ALL ORG. USE SOME TYPES OF TEST.

 SUCH TEST HELP TO SELECT BEST CANDIDATE.
 SELECTION TEST MEASURE INTELLECT, ABILITY
PERCEPTION, PERSONALITY TRAITS ETC.
 SOME COMMONLY USE TESTS ARE:-
SELECTION TEST METHODS:
(A) ABILITY TEST –
 THIS TEST ASSIST IN DETERMINING HOW WELL AN
CANDIDATE CAN PERFORM TASK.
 THIS TEST IS GENERALLY OF OBJECTIVE TYPE.
 SUCH TEST IS TIME BOUND & NEGATIVE SCORE FOR WRONG
ANSWER MAY BE APPLIED.
 ABILITY CAN BE TESTED BY ANY OF THE FOLLOWING
METHODS THEY ARE:
(I) APTITUDE TEST – THIS TEST MEASURES THE NATURAL
ABILITY OR SKILL AT DOING JOB.
- IT DETERMINES THE CANDIDATE’S POTENTIAL LEARNING
CAPACITY.
(II)ACHIEVEMENT TEST – ACHIEVEMENT TEST MEASURES
PAST ACHIEVEMENT & EXPERIENCE. – SO THIS MEASURE
PROFICIENCY ACHIEVED. – IT IS VERIFICATION OF
KNOWLEDGE & SKILLS WHICH A CANDIDATE LEARNED &
CLAIM TO KNOW. IT
MAY BE:
i- JOB KNOWLEDGE TEST – REQUIRED KNOWLEDGE OF
RESPECTIVE JOB. ii- PERFORMANCE
SIMULATION TEST – TESTS THE SPECIFIC BEHAVIOR
NECESSARY FOR THE JOB.
iii- ASSESSMENT CENTER TEST – DESIGNED TO EVALUATE
THE CANDIDATE’S MANAGERIAL POTENTIALS.
iv- WORK SAMPLING TEST – CANDIDATE IS ASKED TO
PERFORM A PORTION OF JOB (TASK).
(III) INTELLIGENCE TEST – IT
MEASURES THE INTELLIGENCE QUOTIENT
(IQ) OF CANDIDATE
- IQ IS THE TEST TO MEASURE HOW WELL A
CANDIDATE IS ABLE TO UNDERSTAND &
THINK IN A LOGICAL WAY ABOUT MATTERS.
- IT MEASURES THE CAPACITY OF PROBLEM
SOLVING & DECISION MAKING.
(B) PERSONALITY TEST -

- THIS TEST MEASURES THE PERSONALITY DIMENSION

OF A CANDIDATE.
- IT IS FOR THE TEST OF THE QUALITIES OF THE
PERSON’S CHARACTER THAT MAKE THEM
INTERESTING & ATTRACTING.
- IT MAY BE:
i) ASSERTIVENESS –INTROVERT OR EXTROVERT IN
PERSONAL RALATION.
ii) EMOTIONAL STABILITY – SELF CONFIDENCE &
ABILITY TO WITHSTAND STRESS.
iii) AGREEABLENESS- PROPENSITY TO DEFFER TO
OTHERS.
 PERSONALITY TESTS ARE OF THREE TYPES-
1. INTEREST TEST – CANDIDATE’S HOBBY, GROUP
ACTIVITY, LIKE & DISLIKE, INCLINATION TO
PROPOSED JOB & ORG.
2. ATTITUDE TEST – THINKING & FEELING ABOUT
SOMEBODY & SOME THINGS.
3. PROJECTIVE TEST – SHOWING PICTURE, THE
CANDIDATE IS ASKED TO NARRATE A STORY OR
COMPLETE THE INCOMPLETE PICTURE.THIS TEST
MEASURES THE CREATIVENESS OF A
CANDIDATE.
( C) SITUATIONAL TEST -

 ORG. CREATES REAL LIFE SITUATION ABOUT

JOB.
 CANDIDATES ARE ASKED TO RESPOND TO THE
SITUATION – SPECIFIC PROBLEM.
 THE RESPONSES OF SUCH HYPOTHETICAL
SITUATION ARE EVALUATED.
 GROUP DISCUSSION & CASE STUDY ARE
GOOD EXAMPLE OF THIS TEST.
 VIDEO BASED TESTS ARE GAINING
POPULARITY.
4- COMPREHENSIVE INTERVIEW:

 IT IS THE SELECTION DEVICE USED TO OBTAIN

IN-DEPTH INFORMATION ABOUT APPLICANT.
 Types of interview:-
 Unstructured interview
 Structured interview
 Semi structured
5- CONDITIONAL JOB OFFER :

A TENTATIVE JOB OFFER

THAT BECOME PERMANENT AFTER
CERTAIN CONDITIONS ARE MET.
CONDITION MAY BE MEDICAL TEST,
PHYSICAL TEST AND BACK GOUND
INVESTIGATION.
6-BACK GROUND INVESTIGATION :
 IT IS PROCESS TO VERIFY THE INFORMATION
PRESENTED BY THE CANDIDATES.
 HRD MUST ASK TO CANDIDATES TO SIGN A WAIVER
TO CHECK COURT RECORD,REFERENCE,FORMOR
EMPLOYER IF ANY & EDUCATION.
 COMMON SOURCE OF BACKGROUND INFORMATION
ARE:- -REFERENCE,
- FORMER EMPLOYER,
-EDUCATION ACCOMPLISHMENT,
-CREDIT REFERENCE, -CRIMINAL RECORD.
 HRD TRIES TO COLLECT AS MORE AS POSSIBLE
INFORMATION
7- MEDICAL / PHYSICAL EXAMINATION

 AN EXAMINATION TO DETERMINE AN
APPLICANT’S PHYSICAL FITNESS IS ESSENTIAL
FOR JOB PERFORMANCE.
 BUT SUCH TEST SHOULD BE JOB RELATED,
 THE COST OF THE PHYSICAN TEST IS PAID BY
ORG.
 THE TEST IS ADVISED TO TAKE BY PANEL
PHYSICIANS OF THE ORG.
8- JOB OFFER:

 CANDIDATES WHO SUCCESSFULLY PERFORM

THE PRECEEDING STEPS OF TEST ARE
REGARDED AS ELLIGIBLE TO RECEIVE THE
EMPLOYMENT OFFER.
 THE ACTUAL HIRING DECISION SHOULD BE
MADE BY RESPONSIBLE MANAGER.
 THEN THEY ARE DEPUTED THEIR
DEPARTMENT AND JOB.
THE END