RECRUITMENT & SELECTION

Lecture #5
 2

Learning Objectives

At the end of this module, you will be able to:

▫ List the basic steps of the recruitment and selection
process.
▫ Identify tips for making the recruitment and selection
process more effective.
▫ Identify important considerations to hire employees.

FDIC OMWI Education Module: Recruiting and Hiring for Your Business
Recruitment
• Recruitment is the process of searching for prospective
employees and stimulating them to apply for jobs in the
organizations.
• Recruitment is the activity that links the employers and
the job seekers
• Selection starts when recruitment ends
Other definitions
• A process of finding and attracting capable applicants for
employment
▫ process begins when new recruits are sought and end
when their applications are submitted.
▫ The result is a pool of applicant form which new
employees are selected
Purpose and Importance of effective
recruitment
• Good recruitment ensures to attract the right candidates for the jobs
in ample quantity
• High turnover in organizations for some occupations gives need for
frequent recruitment
• Problems in finding the right incumbents which results lesser
growth and output to the organization
• Create a talent pool of candidates to enable the selection of the best
candidates for the organisaion on various stages and times
• Determine present and future requirements of the organisation in
conjunction with its HR planning and job analysis activities as
design.
• Good recruitment minimizes the unwarranted cost of selection
• Good recruitment help increase the success rate of selection process
by decreasing the number visibly under qualified or overqualified
job applicants
Purpose and Importance of
effective recruitment
• Help reduce probability that job applicants once
recruited and selected will leave the organization only
after a short period of time
• Recruitment meets the organisaion legal and social
obligation regarding composition of workforce, equal
opportunity, transfer, posting, layoff and retirement etc.
• Increase organization and individual effectiveness of
various recruitment techniques and sources for all types
of applicants
• Publicity and marketing of organization
A good recruitment policy
• Complies with government policies
• Provides job security
• Provides employee development opportunities
• Flexible to accommodate changes
• Ensures its employees long-term employment
opportunities
• Cost effective for the organization
• Handles equal opportunity in various segments
and classes of society /work force.
 Process of recruitment
Human
Humanresource
resourceplanning
planning

surplus
Identify
IdentifyHR
HRrequirements
requirements Retrench/layoffs
demand
Recruitment policy Determine
Determinenumbers,
numbers,levels
levels&&
Criticality
Criticalityofofvacancies
vacancies

Choose
Choosethe
theresources
resources&&
Methods
MethodsofofRecruitment
Recruitment
Analyze
Analyzethe
thecost
cost&&time
time
Job analysis involved
involved
Start
Startimplementing
implementingthe
the
Recruitment
Recruitmentprogram
program

Select
Selectand
andhire
hire
Constraints & Challenges of Recruitment
• Poor Image of the Organization
• Unattractive job
• Conservative internal policies of organization
• Limited budgetary support
• Restrictive policies of Government
Factors affecting Recruitment
• Organizational / Internal factors

• Environmental / External factors

Factors affecting Recruitment
Internal Factors External Factors
▫ Recruitment policy
▫ Wage policy
▫ Organization environment
and public image
▫ HR planning
▫ Size of the firm
▫ Cost of recruitment
▫ Growth and expansion
targets of organization
▫ Supply and demand
▫ Labour market
▫ Image/goodwill
▫ PEST
 Political Environment
 Economical Environment
 Social /Legal Environment &
 Technological Environment
▫ Unemployment rates
▫ Competitors
Sources of Recruitment
• Internal Sources

Intranet
HRIS Notice portals
Circulars
boards

Internal Search
Sources of Recruitment
• Internal Sources

Merits Demerits
Economical Limited Choice
Suitable Inbreeding
Reliable Inefficiency
Satisfying Bone of contention
Lesser financial No Creativity and Initiative
implication
Sources of Recruitment
• External Sources

Advertise- Employee
ments referrals
Educational Interested
institutions Employment applications
agencies

External Search
Sources of Recruitment
• External Sources

Merits Demerits
Wide choice Expensive
Injection of fresh blood Time consuming
Motivational force Demotivating
Long term benefits Uncertainty
Creativity and Initiative Frustration in existing
employees
Internal Methods of Recruitment
1. HR Information System
2. Posters/ Notice Board
3. Emails
4. Circulars
5. Memos
6. Recommendation of boards,
promotion committees, by head
of department.
External Methods of Recruitment
1. Advertisement
2. Campus Recruitments
3. Employee Referrals
4. Private Recruitment firms
5. Employment Exchanges
6. Unsolicited Applicants / Walk ins
7. Contractors
8. Internet recruiting (Recruitment sites /
Company websites)
▫ Naukri.com, monster.com
External Methods of Recruitment
1. Advertisements
▫ Newspaper
▫ Magazines
▫ Organization website/Online
External Methods of Recruitment
1. Advertisements
Advertising media
• The selection to the media depends on the positions
which the firm is recruiting for
• Local newspapers – for blue collar jobs and jobs whose
labour is in plenty supply
• Specialized jobs will be adverted on linkedin, trade and
professional journals like the economists , etc
• Jobs with an international focus will be advertised in
international dailies or magazines or social /
professional networking sites.
External Methods of Recruitment
1. Advertisements
Constructing an Advertisement
• Should have the following four point guide (AIDA):
 Attention – must attract attention to the Advertisemen or
readers may just miss it or ignore it
 Interest – you can create interest by the nature of the job
itself, or with lines such as “will thrive on challenging work”, or
use other aspects such as location
 Desire – by spotlighting the job interest factors with words
such as travel or challenge
 Action - Make sure the ad prompts action with statements
such as “call today”
External Methods of Recruitment
1. Advertisements
Contents of Job Advertisements
▫ Introduction of the organization
▫ Job content (primary task and responsibilities)
▫ A realistic description of the work conditions
▫ The location of the job
▫ The compensation including fringe benefits
▫ Job specification (e.g. education and experience)
▫ Who should apply (criteria, age, qualification, experience
etc)
▫ Procedure for application submission (online, manual etc)
Advertisement of Position Announcement (21.02.2019)
External Methods of Recruitment
2. Campus recruitment
• Sending an employers representative to campuses of universiities or
relevant colleges to prescreen applicants and create an applicant,
pool from that graduating class is an important source of
management trainees, promotable candidates, and professional and
technical employees
Constraints in campus recruiting:
• Its expensive and time consuming – schedules must be set well in
advance, company brochures printed, record of interview kept, and
much time spent on campus.
• Some recruiters are ineffective and/or show little interest in the
candidates and act as superiors .
External Methods of Recruitment
2. Campus Recruitment
▫ Guidelines for Campus
 Short list campuses
 Choose recruitment team carefully
 Pay smartly, not highly
 Present a clear image
 Do not oversell yourself
 Get in early
External Methods of Recruitment
3. Employee Referral
Employee referral is an external
recruitment method employed by
organizations to identify potential
candidates from their existing employee
social networks. An employee referral
scheme encourages a company's existing
employees to select and recruit the
suitable candidates from their social
networks. As a reward, the employer
typically pays the referring employee a
referral bonus. Recruiting candidates
using employee referral is widely
acknowledged as being the most cost
effective and efficient recruitment
method to recruit candidates and as
such, employers of all sizes, across all
industries are trying to increase the
volume of recruits through this channel.
External Methods of Recruitment
3. Employee Referral
Pros:
• Current employees can and usually provide accurate
information about the job applicants they are referring,
especially since their are putting their own reputation at
risk
• The new employee may come with more realistic picture
of what working in the firm is like after speaking with
friends there
Cons:
• Employees bringing their friends who are not necessity
qualified
External Methods of Recruitment
4. Recruitment Firms / Agencies
• Recruitment agencies are outside firms who go and find
candidates for employers. Recruitment agencies are
different from employment agencies. The main difference
lies in who ends up being your employer.
• Recruitment agencies are heavily paid for this job.
• This method is usually adopted for high tech or top
position jobs.
• This is similar to Head Hunting.
• HRIS, IRS, Global HR are famous recruitment
companies.
• Sometimes, recruitment function is combined with
selection.
External Methods of Recruitment
5.Employee Exchange Program
Definition
• Employee Exchange is program which allows employees of one organization to work
in other for creativity, newer ideas for mutual interest and development.
Purpose
• To enhance an Employee's career and professional development in relation to
innovative ideas
• and methods of their particular discipline through an exchange program with an
outside organization.
Time
• The period of absence from the job on exchange will be subject to negotiation. Some
organization make it on fixed term usually 6 to 12 months. In special cases, it is more
than 12 months.
Eligibility
• An exchange will normally be approved only if the exchangees have similar areas of
• expertise/experience or other arrangements are possible to cover the position's
workload, in case of teaching. Initial arrangements for exchange will normally be
undertaken by the University Employee interested in an exchange, in consultation
with the relevant delegate.
External Methods of Recruitment
5. Employee Exchange
External Methods of Recruitment
6. Unsolicited Applicants / Walk-ins
• The firm posts announcements of openings in its bulleting
and on its wall boards and intranet.
▫ They are for low skills jobs.
▫ Applications should be categorized into different skills or
applications.
▫ They are not treated very seriously by the HR
Department
External Methods of Recruitment
7. Recruitment through Contractors
Recruitment contractors are working to identify, develop and share best practices and
lessons learned to support the construction industry’s workforce development efforts to
connect with local schools, educators and administrators in order to promote careers in
construction.
Generally these contractors work for labour force. But they can also work for other
skilled and semi skilled professionals.
Other countries especially gulf states hire workforce and engineer through contractors;
eg. Pakistan Progressive Association
External Methods of Recruitment
7. Recruitment through Contractors
External Methods of Recruitment
7. Recruitment through Internet Sites Naukri GATE
• There are many employment search engineers which facilitates employees
and employers for recruitment.
• Efficiency of such engines is usally high but depends on job availability in
the market or organizations. Sometimes there sites are not updated and
creates botheration to the job seekers as jobs have already been filled but
still vacancies are visible of job sites. Some common sites are mentioned
below;
1. www.naukri.com
2. www.aerotek.com
3. www.theladders.com
4. www.sarkarinaukriin.com
5. www.recruit.naukri.com
6. www.monster.com
7. www.naukriregister.com
8. www.ziprecruiter.com
9. indeed.com/post
10. www.recruitmentresult.com
11. www.job-sift.com/Job Recruitment Sites
12. www.dice.com
External Methods of Recruitment
7. Recruitment through Internet Sites Naukri GATE
External Methods of Recruitment
7. Recruitment through Internet Sites Naukri GATE
Evaluation of Recruitment Program
• The recruitment policies, sources & methods have to be
evaluated from time to time
• Successful recruitment program shows
▫ Yield Ratio
 No. of successful placements
 No. of offers made
 No. of applicants
▫ Cost involved
▫ Time Lapse Data (TLD)
 Time taken for filling up the position
 RECRUITMENT V/S SELECTION
RECRUITMENT SELECTION
tween recruitment and selection
Process of searching the candidates best Selection involves the series of steps by which
suited candidates for employment and the candidates are screened for choosing the
stimulating them to apply for jobs in the most suitable persons for vacant posts
organisation followed by orientation and placement.

To create a talent pool of candidates to To choose the right candidate and reject
enable the selection of best candidates for unsuitable.
the organisation, by attracting more and
more employees to apply in the
organization.
A positive process i.e. encouraging more A negative process as it involves rejection of
and more employees to apply the unsuitable candidates.
Concerned with tapping the sources of Concerned with selecting the most suitable
human resources. candidate through various interviews and tests
There is no contract of recruitment Results in a contract of service between the
established in the end of recruitment employer and the selected employee.
process.
 Thank You
Questions ???
SELECTION
Lecture 4
Section : 3
Selection
• Selection is the process by which a firm uses specific
instruments to choose from a pool of applicants a person or
persons most likely to succeed in the job(s), given
management goals and legal requirements.
• Selection means whittling down the application pool by
using the screening tools such as shortlisting,
testing, assessment centers, interviewing,
background and reference checks.
• Recruitment tends to be positive in that it seeks to persuade
people to apply for work at a company, whereas selection
tends to be somewhat negative because it rejects good
portion of those who apply.
Selection
Selecting
Selecting POSITIVE OUTCOME Rejecting
Rejecting
the
theright
rightcandidate
candidate the
thewrong
wrongcandidate
candidate

Selecting
Selecting Rejecting
Rejecting
NEGATIVE OUTCOME
the
thewrong
wrongcandidate
candidate the
thecorrect
correctcandidate
candidate

SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION

Approaches to selection
• The most common approach for selection is to choose
individuals who possess the necessary skill set, abilities,
and personality to successfully fill specific job in the
organization.
• Another approach to Selection that admittedly more feasible
for a large than small organization. According to this
approach, basic entrance standards are established
such as minimum education level, minimum age,
minimum score of mental ability test, physical
requirement and so on. All those who meet or exceed this
criteria are further examined for specific aptitudes, abilities
etc. The civil and military services in effect, follow this policy
of selecting first for the organization and then differentiating
placement for men or women where they are best fitted.
The selection process
• Selection process are most properly tailor made to meet the
particular needs of the employee organization.
• The thoroughness of the procedure depends upon various
factors.
• The consequence of faulty selection must be weighted, which is
influenced by length of training, money invested in new
employee, level and complexity of job, and possible damage to
the organization if the incumbent job holder fails to perform.
• Another factor influencing the thoroughness of selection process
is the company policy and top management attitude. Some
organizations deliberately overhire and continuous weedout the
poor performers after a few months.
The selection process
• Reception in Employment office
• Initial screening (Shortlisting / Longlisting)
• Preliminary interview of shortlisted candidates
• Application blank / Proforma
• Selection test
• Technical Interview/Major Employment Interview
• Investigation of applicant’s background and credentials
• Final selection interview
• Medical Examination
• Induction
• Orientation
• Probation.
On posts of requirement of physical stamina and agility, medical
tests may be conducted first and then other aptitude tests may be
conducted.
Auditing recruitment and selection
effort
In order to insure that entire recruitment and selection
program is effective, a complete evaluation is required to
be carried out. The following list of some of the important
areas to be examine in such an audit.
• Do wage rates, employee benefits and level of employee
satisfaction have a positive effect upon the ability to
attract qualified people.
• Does program meet equal opportunity standard
• Is there sufficient pool of candidates from which to
draw?
• Is the recruitment effort selective? Do those who apply
possess the necessary skills?
Auditing Recruitment and
Selection effort
• Which sources provide the most qualified people?
• What percentage of those who apply are hired?
• What percentage of those hired resign or are discharged
during the probation period?
• What is cost of recruitment and selection per person hired?
• How well the predictions derived from each of the selection
techniques correlate with the job performance?
• Has feedback been obtained from applicants regarding
treatment received throughout the employment process.
Accuracy (validity) of selection methods

• If perfect prediction is 1.000:

▫ Development centre is 0.650
▫ Work sample test is 0.550
▫ Ability tests are 0.525
▫ Assessment centre is 0.450
▫ Personality tests are 0.425
▫ Bio-data analysis is 0.375
▫ Structured interviews are 0.350
▫ Typical interviews are 0.166
▫ References are 0.133
The use of graphology, astrology not use at all….
 Questions?

Thank You