Purpose of Recruitment
Factors governing Recruitment
Sources of Recruitment
Recruitment VS Selection
Outcomes of Selection
Barriers to Effective Selection
Benefits of Proper Placement
Steps in Induction Programme
HR PROCESSES – AN EMPLOYEE LIFE
RECRUITMENT & SELECTION
In simple terms, recruitment is understood as the
process of searching for & obtaining applicants for jobs,
from among whom the right people can be selected.
“It is the process of finding & attracting capable
applicants for employment. The process begins when
new recruits are sought and ends when their
applications are submitted. The result is a pool of
applicants form which new employees are selected.”
William F Glueck – Recruitment acts set of activities
and organization uses to attract job candidates
possessing appropriate characteristics to help the
organization reach its objectives.
Byars & Rue – Recruitment involves seeking &
attracting a pool of people from which qualified
candidates for job vacancies can be chosen
PURPOSE & IMPORTANCE
1. Determine the present & future requirements of the
2. Identifying potential job applicants.
3. Increase the pool of job candidates at minimum
4. Help increase the success rate of the selection
process by reducing the number of visibly under
qualified or overqualified job applicants.
5. Help reduce the probability of candidates leaving
6. Meet the organization’s legal & social obligations
regarding the composition of its workforce.
7. Increase organizational & individual effectiveness
Prepare job description and person specification
Advertising the vacancy
Managing the response
Conducting interview and decision making
The recruitment process is immediately followed by the
selection process i.e. the final interviews and the decision
making, conveying the decision and the appointment
•Supply & Demand
•Political – social
•Size of the Firm
Headhunting refers to the approach of finding and attracting the
best experienced person with the required skill set. Headhunting
is also a recruitment process involves convincing the person to join
SOURCES OF RECRUITMENT
INTERNAL SOURCES OF RECRUITMENT
Persons who are already working in an organization
constitute the ‘internal sources’. It includes the existing
employees, the retrenched & retired employees &
dependents of deceased employees.
The way of internal recruitment is generally through
transfers, promotions, & other job changes.
- Economical - Limited Choice
- Suitable - Inbreeding
- Reliable - Inefficiency
- Satisfying - Bone of Contention
1.PROMOTIONS & TRANSFERS
• Promotion involves the movement of employees from a
lower level to a higher level with changes in duties,
responsibilities, status & value.
• Transfer, however, involves lateral or horizontal
movement within the same grade from one job to
another. It might lead to changes in duties &
responsibilities & sometimes the working conditions but
the status & salary are not affected.
2. EMPLOYEE REFERRALS:
• It means making use of recommendations from a current
employee regarding a job applicant. The logic is that they
serve as a reliable source.
• Companies offer rich rewards to employees whose
recommendations are accepted.
• For E.g.: Citibank offers Rs. 50,000 to its employees for
every vacancy filled up by the bank on the basis of their
3. JOB POSTING
It means notifying the vacant positions, circulating
publications, or announcing at staff meetings inviting the
employees to apply for the positions available within the
It offers a chance to highly qualified candidates working
with the organization to look for growth opportunities
within the organization itself.
EXTERNAL SOURCES OF
These include employees working in other organizations,
job aspirants registered with employment exchanges,
students from reputed educational institutions,
candidates forwarded by search firms & contractors,
candidates responding to advertisements issued by the
organizations, unsolicited applications/walk-ins.
- Wide Choice - Expensive
- Injection of Fresh Blood - Time Consuming
- Motivational Force - De motivating
- Long Term Benefits - Uncertainty
1. CAMPUS RECRUITMENT
It is a way of recruitment by visiting & participating
in college campuses & their placement centers to
pick up job aspirants having the requisite technical
& professional skills.
A preliminary screening is done within the campus
& the short listed candidates are then subjected to
the remainder of the selection process.
For Instance: Companies like Asian Paints, TCS, LG,
Google are nowadays following this type of method
where they select students from reputed educational
institutions like IIT's & IIM's.
This source includes advertisements in newspapers;
trade, professional & technical journals; radio & television
This method is appropriate when:
(a) organization intends to reach a large target group
(b) organization wants a fairly good number of talented
people who are geographically spread out.
• It is an office setup by the government under the
Employment Exchanges Act or compulsory Notification
of Vacancies Act, 1959.
• These are created all over the country for helping the
unemployed youth, ex-military personnel & physically
• According to the Act, the employer's are supposed to
notify the vacancies arriving in their establishments
from time to time to the prescribed employment
exchanges before they are filled.
4. PRIVATE EMPLOYMENT SEARCH
A search firm is a private employment agency which
maintains a computerized list of qualified applicants &
supplies these to employers willing to hire people from
such a source.
These agencies charge some fees from both the applicant
& the employer.
Firms like Arthur Anderson, ABC Consultants, KPMG,
Noble & Hewitt, SB Billimoria & Ferguson Associates
offer specialized employment-related services to corporate
5. UNSOLICITED APPLICATIONS/WALK-INS
• Companies receive unsolicited applications from the job
seekers which are generally maintained in a data bank or
database & whenever suitable vacancy arises, the company
would intimate the candidates to apply through a formal
• They can prove a valuable source in times of need for the
RECENT TRENDS IN RECRUITMENT
The following trends are being seen in recruitment:
A company may draw required personnel from outsourcing
firms. The outsourcing firms help the organization by the initial
screening of the candidates according to the needs of the
organization and creating a suitable pool of talent for the final
selection by the organization. Outsourcing firms develop their
human resource pool by employing people for them and make
available personnel to various companies as per their needs. In
turn, the outsourcing firms or the intermediaries charge the
organizations for their services.
Advantages of outsourcing are: Company need not plan for
human resources much in advance. Value creation, operational
flexibility and competitive advantage turning the management's
focus to strategic level processes of HRM Company is free from
salary negotiations, weeding the unsuitable
resumes/candidates. Company can save a lot of its resources
“Buying talent” (rather than developing it) is the latest
mantra being followed by the organizations today. Poaching
means employing a competent and experienced person
already working with another reputed company in the same
or different industry; the organization might be a
competitor in the industry.
A company can attract talent from another firm by offering
attractive pay packages and other terms and conditions,
better than the current employer of the candidate. But it is
seen as an unethical practice and not openly talked about.
Indian software and the retail sector are the sectors facing
the most severe brunt of poaching today.
Many big organizations use Internet as a source of
recruitment. E-recruitment is the use of technology to
assist the recruitment process. They advertise job
vacancies through worldwide web. The job seekers send
their applications or curriculum vitae i.e. CV through e
mail using the Internet. Alternatively job seekers place
their CV’s in worldwide web, which can be drawn by
prospective employees depending upon their requirements.
Advantages of recruitment are:
Reduction in time for recruitment.
Recruitment of right type of people.
Efficiency of recruitment process.
Selection is the process of picking individuals with
requisite qualifications & competence to fill jobs in the
It is the process of differentiating between applicants in
order to identify (and hire) those with a greater likelihood
of success in a job
RECRUITMENT VS. SELECTION
Positive in approach.
Attracts as many candidates as possible
Negative in approach
Seeks to eliminate as many unqualified applicants as
TYPES OF TESTS
1) Intelligence Tests:
Mental ability tests
Measure the learning ability
e.g. Stanford-Binet test, Binet - Simon test
2) Personality Tests:
Measure basic aspects of an applicant’s personality
like motivation, emotional balance , self confidence
Include tests like projective tests, interest tests and
TYPES OF TESTS (CONTD…)
3) Achievement Tests:
Designed to measure what the applicant can do the job
Extended work sample
Exercise designed to simulate the type of work which
the candidate is expected to do
5) Polygraph Tests:
Recording physical changes in the body in response to
TESTS AS SELECTION TOOLS
Uncover hidden talents
Provides unbiased information that can be put to
No scales which have a known ZERO POINT
Fail to elicit truthful responses from testees
Results depend a lot on the testers
TYPES OF INTERVIEWS
1)Non Directive Interview:
No specific format
Broad , open ended questions
Eliminate bias and errors
Pre established benchmark standards
Focuses on actual work incidents
Behavior during a particular incident
How applicants react to embarrassing insulting
Stress producing situations
A panel of interviewers from different fields
Limits the personal bias
May not be asking right questions
Influenced by unfavorable information rather than
Placement is the process of assigning a specific job to
each one of the selected candidates.
It is the actual posting of an employee to a specific job.
It involves assigning a specific rank and responsibility to
BENEFITS OF PROPER PLACEMENT
The employees is able to :-
• Show good results on the job.
• Get along with people easily.
• Keep his spirits high, report for duty regularly.
• Avoid mistakes and accidents.
Thus, Placement is an important Human Resource
Induction or Orientation is:
“the process of receiving and welcoming an employee when
he/she first joins a company and giving him/her the basic
information s/he needs to settle down quickly & happily
and start work.”
It is the process of indoctrination, welcoming and
OBJECTIVES OF INDUCTION
An Orientation programme is designed to serve the
following purposes :-
To explain duties & responsibilities, company policies &
rules and other relevant information to the newcomer.
To help the person overcome his natural shyness &
To make the new entrant feel at home & develop a sense
of pride in the organization.
OBJECTIVES OF INDUCTION
To develop among the newcomers a sense of belonging &
loyalty to the organization.
To foster a close & cordial relationship between the
newcomer and the old employees, supervisor.
To give necessary information such as location of
cafeteria, restrooms, leave rules etc.
• History of company
• Organizational structure
• Names & titles of key executives
• Employee’s title & department
• Company policies & rules
• Disciplinary procedures
• Safety measures
2. Employee benefits:
- Pay scales, pay days
- Training & development avenues
- Grievance handling procedure
- Insurance, medical, recreation, retirement benefits.
- To supervisors - To trainers
- To co-workers - To employee counselor
4. Job duties:
- Job location
- Job tasks
- Overview of jobs
- Job objectives
- Relationship with other jobs