This document discusses the recruitment and selection processes within the human resources function of an organization. It begins by outlining the key steps in recruitment, including identifying vacancies, advertising positions, managing responses, shortlisting candidates, conducting interviews and making hiring decisions. It then discusses factors that influence recruitment strategies like supply and demand. The document also covers internal and external sources of recruitment candidates and trends like outsourcing and e-recruitment. Finally, it distinguishes selection from recruitment by noting that selection seeks to eliminate unqualified applicants while recruitment aims to attract candidates.

1. PROCUREMENT FUNCTION
- RECRUITMENT
- SELECTION
- ORIENTATION

2. AGENDA
1. Recruitment
 Purpose of Recruitment
 Factors governing Recruitment
 Recruitment Process
 Sources of Recruitment
2. Selection
 Recruitment VS Selection
 Outcomes of Selection
 Selection Process
 Barriers to Effective Selection
3. Placement
 Benefits of Proper Placement
4. Induction
 Steps in Induction Programme

3. HR PROCESSES – AN EMPLOYEE LIFE
CYCLE

4. RECRUITMENT
&
SELECTION

5. RECRUITMENT & SELECTION
NEEDS
Human
Resource
Planning
Determine Recruitment
and
Selection Needs
Job Analysis

6. RECRUITMENT
Meaning:
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.
Definition:
 “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.”

7. CONTD……
 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

8. PURPOSE & IMPORTANCE
1. Determine the present & future requirements of the
organization.
2. Identifying potential job applicants.
3. Increase the pool of job candidates at minimum
cost.
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
the organization.
6. Meet the organization’s legal & social obligations
regarding the composition of its workforce.
7. Increase organizational & individual effectiveness

9.  Identify vacancy
 Prepare job description and person specification
 Advertising the vacancy
 Managing the response
 Short-listing
 Arrange interviews
 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
formalities.

10. FACTORS GOVERNING
RECRUITMENT
External Factors
•Supply & Demand
•Unemployment
rate
•Labour Market
•Political – social
•Image
Recruitment
Internal Forces
•Recruitment Policy
•HRP
•Size of the Firm
•Cost
•Growth &
Expansion

11. RECRUITMENT PROCESS
Personnel
Planning
Recruitment
Planning
- Numbers
- Types
Job
Analysis
Job
Vacancies
Employee
Requisition
Screening
Strategy
Development
-Where
-How
-When
Applicant
Pool
Potential
Hires
Selection
Evaluation
&
Control

12. 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
your organization.

13. SOURCES OF RECRUITMENT

14. 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.
Merits: Demerits
- Economical - Limited Choice
- Suitable - Inbreeding
- Reliable - Inefficiency
- Satisfying - Bone of Contention

15. 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.

16. 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
referral.

17. 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
organization.
 It offers a chance to highly qualified candidates working
with the organization to look for growth opportunities
within the organization itself.

18. EXTERNAL SOURCES OF
RECRUITMENT
 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.
Merits: Demerits:
- Wide Choice - Expensive
- Injection of Fresh Blood - Time Consuming
- Motivational Force - De motivating
- Long Term Benefits - Uncertainty

19. 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.

20. 2. ADVERTISEMENTS
 This source includes advertisements in newspapers;
trade, professional & technical journals; radio & television
etc.
 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.

21. 3.EMPLOYMENT EXCHANGES
• 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
handicapped people.
• 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.

22. 4. PRIVATE EMPLOYMENT SEARCH
FIRMS
 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
houses.

23. 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
channel.
• They can prove a valuable source in times of need for the
organization.

24. RECENT TRENDS IN RECRUITMENT
 The following trends are being seen in recruitment:
 OUTSOURCING
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
and time

25.  POACHING/RAIDING
“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.

26.  E-RECRUITMENT
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:
 Low cost.
 No intermediaries
 Reduction in time for recruitment.
 Recruitment of right type of people.
 Efficiency of recruitment process.

27. SELECTION
 Selection is the process of picking individuals with
requisite qualifications & competence to fill jobs in the
organization.
 It is the process of differentiating between applicants in
order to identify (and hire) those with a greater likelihood
of success in a job

28. RECRUITMENT VS. SELECTION
 Recruitment
 Positive in approach.
 Attracts as many candidates as possible
 Selection
 Negative in approach
 Seeks to eliminate as many unqualified applicants as
possible

29. SELECTION PROCESS
External Environment
Internal Environment
Preliminary Interview
Selection Tests
Employment Interviews
Reference And Background Analysis
Selection Decision
Physical Examination
Job Offer
Employment Contract
Evaluation
Rejected
Applicants

30. 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
preference tests

31. TYPES OF TESTS (CONTD…)
3) Achievement Tests:
 Designed to measure what the applicant can do the job
4)Assessment Centre:
 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
certain questions

32. TESTS AS SELECTION TOOLS
Advantages:
 Uncover hidden talents
 Provides unbiased information that can be put to
scientific analysis
Errors:
 No scales which have a known ZERO POINT
 Fail to elicit truthful responses from testees
 Results depend a lot on the testers

33. TYPES OF INTERVIEWS
1)Non Directive Interview:
 No specific format
 Broad , open ended questions
2)Structured Interview:
 Predetermined questions
 Job related
 Eliminate bias and errors

34. CONTD….
3)Situational Interview:
 Hypothetical situation
 Pre established benchmark standards
4)Behavioural Interview:
 Focuses on actual work incidents
 Behavior during a particular incident

35. CONTD….
5)Stress Interview:
 How applicants react to embarrassing insulting
situations
 Stress producing situations
6)Panel interview:
 A panel of interviewers from different fields
 Limits the personal bias

36. INTERVIEWING MISTAKES
 Favor applicants
 May not be asking right questions
 Show leniency
 Cultural Noise
 Stereotyping
 Biasness
 Halo Effect
 Influenced by unfavorable information rather than
favorable information

37. BARRIERS TO EFFECTIVE SELECTION
1. Perception
2. Fairness
3. Validity
4. Reliability
5. Pressure

38. PLACEMENT
&
INDUCTION

39. PLACEMENT
 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
an individual.

40. 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
activity.

41. INDUCTION/ORIENTATION
 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
socialization.

42. 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 &
nervousness.
 To make the new entrant feel at home & develop a sense
of pride in the organization.

43. 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.

44. INDUCTION PROGAMME:STEPS
 CONTENTS
1.Organizational Issues:
• History of company
• Organizational structure
• Names & titles of key executives
• Employee’s title & department
• Company policies & rules
• Disciplinary procedures
• Safety measures

45. 2. Employee benefits:
- Pay scales, pay days
- Leaves
- Training & development avenues
- Counselling
- Grievance handling procedure
- Insurance, medical, recreation, retirement benefits.
3. Introductions:
- To supervisors - To trainers
- To co-workers - To employee counselor
CONTD…

46. CONTD…
4. Job duties:
- Job location
- Job tasks
- Overview of jobs
- Job objectives
- Relationship with other jobs
 SOCIALIZATION
 FOLLOW UP

47. Thank
You