Recruitment and Selection

 A process of actively searching and hiring applicants for a job role is known as
recruitment.
 Recruitment is the process in which people are offered selection in an organization. It is
when prospective employees are searched for and are then encouraged to apply for jobs
within the organization.
 This is just one step in the process of employment however it is a long process that
involves a series of tasks, starting with an analysis of the job requirements and ending
with the appointment of the employee.
 Recruitment activities are typically performed by Human Resource practitioners, either
internally or externally. Internal recruitment sources are promotion, transfers, contact
or references, ex-employees, retired employees, etc. External recruitment sources are
recruitment through advertisement, campus recruitment, recruitment by employee
exchanges, recruitment by third parties, internet recruitment, etc.
 A process of choosing suitable applicants from the shortlisted candidates is known as
selection.
 Selection is the process of hiring employees among the shortlisted candidates and
providing them a job in the organization.
 Selection is the process of identifying an individual from a pool of job applicants with the
requisite qualifications and competencies to fill jobs in the organization. This is an HR
process that helps differentiate between qualified and unqualified applicants by applying
various techniques.
 The term ‘selection’ comes with the connotation of placing the right person in the right
job. Selection is the process in which various strategies are employed to help recruiters
decide which applicant is best suited for the job.
 The selection process is a largely time-consuming step in an employee’s hiring experience.
HR managers must carefully identify the eligibility of every candidate for the post, being
careful not to disregard important factors such as educational qualification, background,
age, etc.
 Process of Recruitment and Selection
The process of Recruitment include:
• Analyzing job requirements.
• Advertising the vacancy.
• Attracting candidates to apply for the job.
• Managing response.
• Scrutinizing applications .
• Shortlisting candidates.
The process of Selection include:
• Screening.
• Eliminating unsuitable candidates.
• Conducting an examination (aptitude test, intelligence test, performance test, personality test, etc.)
• Interviews.
• Checking references.
• Medical tests.
 Methods of Recruitment and Selection
Here are some methods of Recruitment you can use to attract qualified candidates and meet
the organization's needs.
 Employee referrals: Employee referrals are a cost-effective way to acquire quality
candidates because the existing employees know their skills, personality and qualifications.
An employee referral is when an existing employee recommends their family members,
friends and colleagues for a vacant position.
 Direct advertising: Often, recruiters use direct advertisements to promote open jobs.
Some common methods a recruiter might use include advertisements, television
commercials, billboards and radio to connect with a wide variety of qualified candidates.
 Boomerang recruitment: Boomerang recruitment primarily involves hiring past
employees. These employees require fewer selection and training programmes. During
boomerang recruitment, recruiters hire candidates who share the same value as the
business and are competent in their role. This helps in saving a lot of time and money
because the recruiter is aware of the candidate's skill set.
 Internal promotions: A company might consider internal promotion as a recruitment
option when they have existing employees with the right abilities and qualifications. In
such a scenario, the company might not look outside the company to search for qualified
candidates. By offering internal promotions to deserving employees, a company can retain
its current workforce and improve its morale.
 Online job boards: Listing job responsibilities on an online job board can be an excellent
way to hire new and qualified candidates. A job board ensures your job listing reaches the
right audience. Apart from helping a company connect with potential candidates, these job
boards provide an easy and user-friendly method of applying for vacant positions.
Here are some methods of Selection. Choosing qualified and talented candidates helps in
strengthening a company's workforce and improving work quality.
 Application screening: The primary step of the selection process is screening applications
to ensure candidates fulfil the minimum qualification for the role. For instance, the hiring
manager might check whether the candidate is eligible to work in the country, has
completed the desired certifications and possesses the relevant qualification.
 Skills tests: Apart from a resume, curriculum vitae and cover letter, a company might
require a candidate to pass a skill test. For example, if a candidate is applying for an
analytics position, you might conduct an aptitude test to check their analytical skills and
assess their abilities. Candidates who get passing marks in these skills tests move to the
interview round.
 Psychometric tests: Another selection method that a recruiting manager might use is a
psychometric test. A hiring manager might use psychometric tests to assess a candidate's
personality, cognitive ability and integrity. The psychometric test results help you identify
which candidate qualifies for job-related tasks.
 Preliminary interview: Often, to assess a candidate's skills, hiring managers might
conduct a preliminary interview with candidates with impressive applications. They can
conduct these interviews by video or phone to save time. The primary purpose of
conducting a preliminary interview is to verify whether the candidate fulfils the minimum
qualification criteria.
 Team and the employment interview: The employment and team interview involves
formally meeting candidates to ask them in-depth questions and learn more about their
skills and abilities. It helps a hiring manager know each candidate personally, learn about
their job responsibilities and test their industry knowledge.
 Reference and background checks: The last step of the selection process is conducting
reference and background checks. It helps the employer understand whether the candidates
share the correct information. Background checks can help you verify critical information
and assess the candidate's work ethic.
 Importance of Recruitment and Selection
The primary aim of a recruitment and selection policy is to ensure a transparent and fair hiring process
that can assist the HR personnel to select the right candidate on the basis of merit and relevance with the
job. Recruiting the right people carries supreme importance for the continuation of the success of an
organization.
 It ensures Transparency in the hiring process: A recruitment and selection policy ensures that all
the procedures related to hiring and selection are performed transparently, and all the members
involved (the hiring manager, HR, etc.) are following the recruitment process with having complete
confidence over the end-result. Moreover, being transparent also means that candidates are always
informed about the status of their application and informed if they are awarded a job.
 It helps the way for merit based hiring: An effective recruitment and selection policy ensures that
the overall recruitment process is being conducted in a fair and legitimate manner. It makes sure that
discriminatory behavior is avoided at any stage of the overall recruitment process – a candidate
should never be discriminated on the basis of his gender, race, age, religion, or nationality.
 It provides Consistency: Consistency is another reason for having an effective recruitment and
selection policy. Organizations should make sure not to set different selection criteria for each
candidate as it will not be possible to determine the effectiveness of each individual. To achieve
consistency, a standardized process should be followed.
 It lends credibility to an organization: Another reason for having a set recruitment and
selection policy is to show that an organization is credible enough for applying. Today, there
are several job vacancies that are not genuine and many candidates get trapped into the
hands of fake companies. Hence, for gaining reliability, a company should follow specific
application procedures that will make the candidates feel confident for the position they are
applying.
 It helps to write an appropriate jgob description: Having a good recruitment and
selection policy is essential because it assists the organization in writing an accurate
job description. An appropriate job description is an integral part of the overall recruitment
process as it clearly describes what primary and secondary tasks will be performed along
with the core competencies for a particular role.

An effective recruitment and selection policy not only fulfills the requirements of a
job but also ensures that an organization will continue to maintain its commitment to providing
equal opportunity to employees. Adherence to such a policy will let you hire the best possible
candidates for your organization.
 Challenges in Recruitment
8 common recruiting challenges, and solutions to overcome them:
 Attracting the right candidates: If you’ve ever tried to discover the right candidate in a pool full of
unqualified talent, you’ll know that your options are limited. You’ll choose the best person you can
find at the time—not the best fit for the job. But it’s not always about the number of candidates who
apply; the best way to hire the right people is often from a smaller pipeline of more qualified talent.
 Engaging qualified candidates: Good candidates are often contacted regularly by recruiters,
making it harder for your own email to stand out. In addition, candidates with hard-to-find skills are
often considering several job offers at the same time. You need to put extra effort into
persuading passive candidates to choose your company over your competitors.
 Hiring fast: Hiring teams want to hire as fast as possible, because vacant positions cost money and
delay operations. Yet, depending on your industry, making a hire can take several months putting
pressure on recruiters and frustrating hiring teams. A long time to hire may be a byproduct of a
shortage of qualified candidates. The hiring process may be too long or hiring teams might struggle
to reach a consensus, resulting in the best candidates finding jobs elsewhere.
 Using data-driven recruitment: Companies can use recruitment data and metrics to constantly
improve their recruiting process and make more informed decisions. But collecting and processing
data can be a hassle. Spreadsheets are one way to track hiring data but they require manual work, are
prone to human error—and they’re not compliant. This makes it hard to track data and trends
accurately. Hiring teams need ways to compile and organize data in an efficient and streamlined way.
 Building a strong employer brand: A good employer brand helps you attract and engage better
candidates. Organizations that invest in employer branding are
three times more likely to make a quality hire. Yet, it’s a complex process that includes anything from
ensuring a positive candidate experience to promoting your culture on social media. It’s a continuous,
collective effort that requires you to step out of your usual duties and secure buy-in from your
coworkers.
 Ensuring a good candidate experience: Candidate experience isn’t only important for employer
branding, but it’s also a factor when your best candidates are evaluating your job offers. The way you
treat candidates during the hiring process mirrors the way you’ll treat them after hiring. If they had a
bad experience, they’re less likely to accept. Conversely, positive candidate experiences can enhance
your employer brand and encourage good candidates to apply and accept your job offers.
 Recruiting fairly: Many companies struggle to attract and hire diverse candidates and unconscious
biases are often the reason. Apart from your legal obligations to provide equal opportunities, hiring
objectively is good for business because it helps you hire the best person for the job without
stereotypes interfering. This will result in an inclusive workplace showing potential candidates that
you’re a meritocracy and allowing you to benefit from diversity’s positive effects.
 Creating an efficient recruiting process: Hiring teams need to communicate fast, evaluate
candidates easily and know what’s going on every step of the way. Recruiters are tasked with
coordinating all this communication and it’s not always a breeze. Especially if
recruiters’ relationship with hiring managers is strained. Also, administrative tasks (like scheduling
interviews) often take away valuable time that recruiters could have used in coordinating the hiring
process and ensuring good candidate experience.
 Placement and Induction
Placement is a process of assigning a specific job to each of the selected candidates. It involves assigning
a specific rank and responsibility to an individual. It implies matching the requirements of a job with the
qualifications of the candidate. Placement is understood assigning jobs to the selected candidates.
Assigning jobs to employees may involves a new job or different jobs. Thus, placement may include
initial assignment of job to new employee, on transfer, promotion or demotion of the present employees.
According to Pigors and Myers, “Placement may be defined as the determination of the job to which a
selected candidate is to be assigned, and his assignment to the job.”
Significance of Placement:
1. Reduced labour turnover rate.
2. 2. Reduced absenteeism rate.
3. 3. Increased safety of workers and lower accidents.
4. 4. Increased morale of workers.
5. 5. Better human relations in the organisations.
 Placement and Induction
Once an employee is selected and placed on an appropriate job, the process of familiarizing him with
the job and organization is known as induction. It is the process of receiving and welcoming an
employee when he first joins the company and giving him basic information he need to settle down
quickly and happily to start his work.
According to Edwin B.Flippo, “Induction is concerned with introducing or orienting a new employee to
the organisation. It is the welcoming process to make the new employee feel at home and generate in
him a feeling of belongingness to the organisation”.
It is the first step in a proper communication policy which seeks to build a two-way channel of
information between the management and employees. The new employee, on his joining the
organisation, must be helped to get adjusted and acquainted with the fellow employees and the work
environment.
Significance of Induction:
1. Company’s history, mission, vision and philosophy.
2. Products and services of the company.
3. Company’s organisation structure.
4. Location of departments and employee services.
5. Employee’s activities like clubs, credit society.
6. Personnel policies and procedures.
7. Rules and Regulations.
8. Terms and conditions of services.
9. Grievance procedures.
10. Safety measures.
11. Benefits and services for employees.
12. Training, promotions and transfer facility.
13. Career advancement schemes.
14. Counselling facility.
 TRAINING
 Training is the process of teaching the new and/or present employees the basic skills they need to
effectively perform their jobs. Alternatively speaking, training is the act of increasing the knowledge
and skill of an employee for doing his/her job.
 Thus, training refers to the teaching and learning activities carried on for the primary purpose of
helping members of an organisation to acquire and also to apply the required knowledge, skill and
attitudes to perform their jobs effec­tively.
 According to Edwin B. Flippo, “training is the act of increasing the knowledge and skills of an
employee for doing a particular job.”
 Michael Armstrong points “training is the systematic modification of behaviour through learning
which occurs as a result of education, instruction, development and planned experi­ence”.
 Thus, it can be concluded that training is a process that tries to improve skills, or add to the existing
level of knowledge so that the employee is better equipped to do his present job, or to mould him to
be fit for a higher job involving higher responsibilities. In other words, training is a learning
experience that seeks a relatively permanent change in an individual that will improve his/her ability
to perform his job.
 Need of Training
1. Improves morale of employees- Training helps the employee to get job security and job satisfaction.
The more satisfied the employee is and the greater is his morale, the more he will contribute to
organizational success and the lesser will be employee absenteeism and turnover.
2. Less supervision- A well trained employee will be well acquainted with the job and will need less of
supervision. Thus, there will be less wastage of time and efforts.
3. Fewer accidents- Errors are likely to occur if the employees lack knowledge and skills required for
doing a particular job. The more trained an employee is, the less are the chances of committing
accidents in job and the more proficient the employee becomes.
4. Chances of promotion- Employees acquire skills and efficiency during training. They become more
eligible for promotion. They become an asset for the organization.
5. Increased productivity- Training improves efficiency and productivity of employees. Well trained
employees show both quantity and quality performance. There is less wastage of time, money and
resources if employees are properly trained.
 Importance of training
The main objective of training programme is to enhance the skill and knowledge of trainees and to fill
the gap between the existing and desired pool of knowledge, skill and aptitude.
 To help the trainees to enhance their knowledge and skill in relation to job and organization.
 To prepare the employees to meet the changing requirement of job and organization.
 To develop positive attitudes among the employees towards their superiors, colleagues, subordinates
and towards entire organization.
 To prepare employees for higher level jobs.
 To assist employees to perform well in their present positions or exposing them to the latest concepts
and techniques.
 To assist the employees in maximizing the production and productivity.
 To assist the employees in minimizing industrial accidents and damages to machines.
 To assist the employees in minimizing the operational errors and maximizing the confidence of
handling the work.
 Methods of training
Training can be divided into two broad categories;
 On-the Job Training
 Off-the Job Training
 On-the Job Training: In these methods, the employees learn about their jobs while doing the work.
Here they are assisted by their supervisors or seniors. Such methods encourage self-learning through
practice. Job instruction or coaching, job rotation and learning while working as an apprentice or as
assistant to a senior, are some of the common on-the-job training methods.
 Off-the Job Training: These methods involve training employees away from the workplace. In this
method experts may conduct the training. Employees are freed from their regular duties which
enables them to concentrate on the learning. Lectures with demonstration, conferences, case
discussions, video shows and films are some of the common methods used here.
 On-the Job Training Methods
 Job rotation: This training method involves movement of trainee from one job to another gain
knowledge and experience from different job assignments. This method helps the trainee under­stand
the problems of other employees.
 Coaching: Under this method, the trainee is placed under a particular supervisor who functions as a
coach in training and provides feedback to the trainee. Sometimes the trainee may not get an
opportunity to express his ideas.
 Job instructions: Also known as step-by-step training in which the trainer explains the way of doing
the jobs to the trainee and in case of mistakes, corrects the trainee.
 Committee assignments: A group of trainees are asked to solve a given organizational problem by
discussing the problem. This helps to improve team work.
 Internship training: Under this method, instructions through theoretical and practical aspects are
provided to the trainees. Usually, students from the engineering and commerce colleges receive this
type of training for a small stipend.
 Off-the Job Training
 Case study method: Usually case study deals with any problem confronted by a business which can
be solved by an employee. The trainee is given an opportunity to analyse the case and come out with
all possible solutions. This method can enhance analytic and critical thinking of an employee.
 Incident method: Incidents are prepared on the basis of actual situations which happened in different
organizations and each employee in the training group is asked to make decisions as if it is a real-life
situation. Later on, the entire group discusses the incident and takes decisions related to the incident
on the basis of individual and group decisions.
 Role play: In this case also a problem situation is simulated asking the employee to assume the role
of a particular person in the situation. The participant interacts with other participants assuming
different roles. The whole play will be recorded and trainee gets an opportunity to examine their own
performance.
 In-basket method: The employees are given information about an imaginary company, its activi­ties
and products, HR employed and all data related to the firm. The trainee (employee under training) has
to make notes, delegate tasks and prepare schedules within a specified time. This can develop
situational judgments and quick decision making skills of employees.
 Business games: According to this method the trainees are divided into groups and each group has to
discuss about various activities and functions of an imaginary organization. They will discuss and decide
about various subjects like production, promotion, pricing etc. This gives result in co-operative decision
making process.
 Lectures: This will be a suitable method when the numbers of trainees are quite large. Lectures can be
very much helpful in explaining the concepts and principles very clearly, and face to face interaction is
very much possible.
 Simulation: Under this method an imaginary situation is created and trainees are asked to act on it. For
e.g., assuming the role of a marketing manager solving the marketing problems or creating a new strategy
etc.
 Conferences: A meeting of several people to discuss any subject is called conference. Each par­ticipant
contributes by analyzing and discussing various issues related to the topic. Everyone can express their
own view point.
 Vestibule Training Method: One of the most famous training methods in HRM is the vestibule training
method, especially meant for manual workers. This method involves the arrangement or creation of sets
with similar organizational tools as well as machinery outside the organizational premises. This is done to
avoid the drawbacks of on-the-job training. Training methodologies provided in the workplace may lead
to accidents and other unwanted situations. Working outside the workplace with similar equipment builds
the skills of the employees securing safety at the same time.
 Evaluation of Training
Training Evaluation is the process of examining a training program which ensures whether the
employees are able to implement their learning in their respective workplaces. It is important to assess
the result of any training program.
The objectives of training evaluation:
 Evaluator must be clear about goals and purposes of evaluation.
 Evaluation must be specific.
 Evaluation should be based on objective methods and standards.
Methods of evaluation of training:
1. Pertaining Evaluation:
 It is the process of judging a training program before it is actually implemented.
 Collection of valid and reliable data on the trainees which include their skills, knowledge and
attitude.
 Define goals and objectives of the training program.
2. Formative Evaluation:
 It is a process of judging the value of a Training program while the training activities are taking place.
 Observing the behaviour of the trainees and having talks with them about the training.
 Involving the trainees with group discussions to get feedback.
3. Summative Evaluation:
 It is the process of judging the training program at the end of the training.
 Trainees are asked to do demonstration lessons.
 Other people are asked to observe the behaviour of the trainees and asked to collect information
about the effectiveness of training program through interviews and questionnaires.
According to Kirpatricks, training evaluation consist of four logical steps:
 Response – How the participants feel about the training? Are they satisfied with training? Did they
complete it?
 Learning – To what extent has the participants learnt what was taught to them?
 Behaviour – Any on-the-job changes in behaviour occur (say from rude behaviour to courteous
behaviour) after participating in the training programme?
 Results – What are the tangible results of the programme in terms of reduction in cost, improvement -
in quality etc.? Did improvement in employee performance attributable to training?
Evaluation of Training Programme: For the purpose of evaluation of organisational training, we can
treat evaluation as a process that is carried out before, during and after training.
Pre-Training Evaluation
Evaluation on Training
Post-Training Evaluation