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Recruitment and Selection

Once an organization identifies its human resource needs through employment planning, it can begin the process of recruiting potential candidates for actual or anticipated organizational vacancies. It brings together those with jobs to fill and those seeking jobs.

DeCenzo and Robbins: it is the process of discovering potential candidates for actual or anticipated organisational vacancies. Edwin Flippo: it is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organisation.

Sources of Recruitment
Internal Sources:
Promotions Transfers Job postings Recall of retired and ex-employees Employee referrals Skills inventories HRIS

Continued .
Advantages of Internal Source:
Familiarity Saving on costs and time Greater motivation Morale Reduced employee turnover Loyalty and commitment Fresh talent Restricted choice Unavailability of talent Favoritism Discontent


External Sources:
Campus recruitment Advertisements Employment agencies Employee recommendations Professional bodies Deputation Poaching Unsolicited or casual applications E-recruitment/online recruitment

Advantages of Internal Source:
New talent and approach Wider choice Maintain balance Start-ups Expensive Time consuming Affects morale Training and orientation




Selection the process by which an organization chooses from a list of applicants the person or persons who best meet the selection criteria for the position available, considering current environmental conditions

Dale Yoder: it is the process in which candidates for employment are divided in to two classes- those are to be employment and those who are not. Thomas Stone: it is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success on the job.

Internal Environmental Factors Influencing Selection

Organization characteristics that can influence the selection process: Size Complexity Technological ability

External Environmental Factors Influencing Selection

Government employment laws and regulations Size, composition, and availability of local labor markets

The Selection Procedure

Preliminary interview Application blank Selection test Employment interview Medical Examination Reference Checks Final Selection

Preliminary Interview
It is the first step in the selection procedure Objectives of this interview is to discard those candidates who are totally unqualified for the job Candidates who seem suitable are given application blanks to fill

Application Blanks
Purposes of Applications
Record of applicant s interest in the job Provides a profile of the applicant Basic record for applicants who are hired Helps in formulation questions for the interview

Sample Application Form

Sample Application Form (cont d)

Selection Tests
Mechanism that attempts to measure certain characteristics of individuals, Types of tests
Aptitude Ability Interest Personality

Employment Interviews
It serves three purposes:
It is an opportunity to obtain additional information about the candidate and determine his suitability for the job It provides information to the candidate about the organization, the specific job for which he has applied and personnel policies It helps to establish a friendly relationships with the candidate and motivate suitable candidates to join the organization.

Interviews involve a face-to-face meeting with the candidate to probe areas not addressed by the application form or tests Two strategies for effective use of interviews:
1. Structuring the interview to be reliable and valid 2. Training managers on best interview techniques

Types of Interviews: Unstructured interview Structured interview Behavioral Interviews
Candidates are observed not only for what they say, but how they behave. Role playing is often used.

Stress Interviews.

Medical Examination
It helps to determine whether the candidate is mentally and physically fit to perform the job. It prevents employment of employees suffering from contagious diseases. It saves expenditure that the organization may have to incur for medical treatment of the candidate.

Reference Checks
Applicants are frequently asked to provide the names and addresses of two or three persons who know them well. These persons are commonly referred to as referees or references. The organization contacts the referees through mail or by telephone. These persons may be previous employers, heads of educational institutions or other public figures

Final Selection

Formal Education

Experience and Past Performance

Physical Characteristics

Personal Characteristics and Personality Type

Use of Group Discussions in Selection

It is an important selection tool. It involves a free exchange if ideas among group members of the group The number of participants varies but typically from 8-15 people The usual time for a GD is between 20-30 minutes GD is useful for assessing:
Social Skills Intellectual Skills Attitudes



It is the process of receiving and welcoming employees when they first join the company and giving them the basic information they need to settle down quickly and happily start work.

Objectives of Induction
Smooth entry Favorable attitude Quick adjustment Reduce employee turnover Increasing commitment Understand organizational norms Develop relationships Other relationships

Contents of the induction program

Information about the organization Learning arrangements and opportunities Performance management processes Health and safety Conditions of service Pay and benefits Policies, procedures and working arrangements Trade unions and employee involvement

Orientation program
General information Specific orientation Follow-up