Recruitment

Prof. Nishit Sinha

OB – HRM, IIM I
Job Job analysis is an effective
approach to gather information
about jobs
Analysis
JD and JS are the output of Job
analysis

Position-based or Competence-
based
Recruitment and
Selection are the two
usage of Job
Analysis.

In other words, Job

Analysis is the
antecedent of R&S.
The process of attracting individuals in sufficient numbers with the right skills and at appropriate times to apply for open positions within the organization. (SHRM, 2008)
The process of attracting individuals in sufficient numbers with the right skills and at appropriate times to apply for open positions within the organization. (SHRM, 2008)
 Internal Sources

• Employee Referral
• Upskilling
• Re-hiring

Recruitment External Sources

• Social Media
Methods •
•
Online Job portals
Employment Agencies
• Print media advertisement
• College recruiting

Diversity Counts
Source: https://www.linkedin.com/pulse/employer-branding-framework-abdul-razzak-sohail/
Recruitment Metrics
1. Quality of Hire
• Packard’s law : When in doubt, don’t hire.
• Recall Type 1 / 2 error
• Also keep in mind ‘Satisficing Rule’ (Simon, 1956)
• No ‘horns’ present
• Get the right people on the bus, and let them figure out where to
drive – Jim Collins (Author of Good to Great)
• 1st WHO, then WHAT

Scouting for the best talent?

2. Source of Hire

Channel Effectiveness ROI

Google Analytics plugin

Microsoft Excel
Comma Separated Values Fi

Could this be just a chance or significant? Or Fishing?

Time to Hire and Cost of Hire
5. Recruitment Funnel Effectiveness

•15:1 (Applicants : CVs forwarded)

•5:1 (Forwarded : Further action)
•2:1 (Further Action : 1st Interview
•5:2 (First interviews : Final Interviews)
•2:1 (Final interviews to offer)
•1:1 (1 offer to 1 hire)

Source:https://searchhrsoftware.techtarget.com/
feature/5-keys-to-a-killer-recruitment-marketing-strategy