Recruitment and selection


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Organizational activities that provide a pool of applicants for the purpose of filling job openings.Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations.

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Recruitment and selection

  1. 1. Recruitment and Selection AND YES..!! SOCIAL MEDIA ALSO HELP YOU… Prepared By: Milan Padariya Co-Founder
  2. 2. Recruitment • Organizational activities that provide a pool of applicants for the purpose of filling job openings. • Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations.
  3. 3. • Tata owned Jaguar-Land Rover (JLR) has announced a major drive to recruit 600 engineers and technical staff to work on its 700million-pounds project. • Besides, there are a "significant number" of vacancies in its purchasing, finance and human resources departments. It is also launching a programme aimed at recruiting
  4. 4. Purposes and Importance • To provide a pool of potentially qualified job candidates. • Increase the pool of job candidates at minimum cost. • Help increase the success rate of the selection process by reducing the number of visibly under-qualified or overqualified job applicants. • Help reduce labor turnover in the future.
  5. 5. • Determine the present and future requirements of the organization in conjunction with its personnel planning and job-analysis activities. • Begin identifying and preparing potential job applicants who will be appropriate candidates. • Increase organizational and individual effectiveness in the short term and long term. • Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.
  6. 6. Factors Governing Recruitment A. External Factors : (1) The supply and demand of specific skills in the labor market. (2) When the unemployment rate in a given area is high, the company's recruitment process may be simpler. (3) Labor-market conditions in a local area are of primary importance in recruiting for most non-managerial, supervisory and middle-management positions. However, so far as recruitment for executive and professional positions is concerned, conditions of all India market are important. (4) Legal consideration: We have central and state Acts dealing with labor. They cover working conditions, compensation, retirement benefits, and safety and health of employees in industrial establishments. There are Acts which deal with recruitment and selection. (5) The company's image is also important in attracting large number of job seekers.
  7. 7. B. Internal Factors (1) Recruiting policy : One such internal factor is the recruiting policy of the organization whether internal or external. (2) Temporary and part-time employees : Another related policy is to have temporary and part-time employees. An organization hiring temporary and part-time employees may not be able to attract sufficient applications. (3) Local citizens : In multinational corporations (MNCs), there is the policy relating to the recruitment of local citizens. (4) Human Resource Planning : A company must follow the programme of Human Resource Planning for the purpose of quick and easy recruitment. Effective HRP greatly facilitates the recruiting efforts. (5) Size : Size is another internal factor having its influence
  8. 8. 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
  9. 9. Steps Of Recruitment Process Decision is made as to whether recruitment is necessary Job description is prepared Specification is prepared Plans are made on how and when to advertise Applicants are short-listed References are requested Candidates are invited for interviews and selection tests The successful candidate is offered the job and signs the contract of employment
  12. 12. Basic Diff. Between Recruitment and Selection • Recruitment- searching for and attracting applicants qualified to fill vacant positions • Selection- Analyzing the qualifications of applicants and deciding upon those who show the most potential
  13. 13. Selection • The process of making a ‘hire’ or ‘no hire’ decision regarding each applicant for a job. • The mechanism that determine overall quality of the human resource in an organization. • A formal definition of Selection is:• ‚ It is the process of differentiating between applicants in order to
  14. 14. • Factors affecting selection process: 1. Related to the applicant • • • • • Aptitude of the candidate Education and training Basic knowledge of psychology Physical, mental, social qualities Family background 2. Related to the organization • Role of management • Norms of selection • Flexible method as per situation
  15. 15. • Selection procedure: 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. Inviting a blank application P.I. Reference check Physical examination Psychological test Intelligence Personality Aptitude and skills Determination of terms of service Appointment Initial orientation
  16. 16. INTERVIEWS Interviews Preliminary Interview Formal Structured Interview Unstructured Interview Selection Interview Stress Interview Decision-making Interview Group Interview Method Panel Interview In-depth Interview
  17. 17. 1. Application forms: • Invite application forms prospective candidates from the various sources identified by the recruitment • Primary objective is to collect and evaluate the information about candidate… • Screening is necessary when large number of applications are available • Detailed statements are made and interview call letters are sent to the candidates.
  18. 18. 2. Personal interview: 1. To gain an insight into an mental abilities and personality of an applicant 2. Unstructured interview ‚tell me something about yourself…‛ 3. Enhance the effectiveness of an interview by following the structured interview. 4. Situational questions to know how they respond to the particular work situation 5. Stress interview by putting an applicant in a stress by embarrass or frustrate him
  19. 19. In-basket method for sales people: • Includes problems, messages, reports that might be a part of the job. • Applicant asked to deal with this type of issues and measured by their response
  20. 20. 3. Reference check: • Information of application is not always true, so reference check is required about job experience and collage degree 4. Physical examination: • Medical test before selection is required by some organizations • It includes weight, height, B.P., heart beat, E.N.T. testing, neuro-psychiatric test and previous medical treatment history • Many companies conduct drug test to know the level of drug use by the applicant
  21. 21. 5. Psychological test: • Variety off tests are used to measure ability includes verbal, qualitative and cognitive skills • Test of measuring general cognitive ability (g), used as a predictor of job performance • Higher level of ‘g’ indicates that the person can learn faster and be a top
  22. 22. 6. Intelligence: • Used to determine mental ability • It measures intellectual capacity like memory power, word fluency, and inductive learning 7. Personality: • To measure non-intellectual characteristic like motivation interest, ability to adapt and adjust, desire for level of interpersonal relationship • Test to identifies the traits of Edward Personal Preference Schedule
  23. 23. 8. Aptitude: • Measure the persons’ current level of skills at certain tasks • Rejecting applicants is wrong as they can trained in the companies training program 9. Determination of terms of service: • Terms are related to compensation pattern, salary, commission structure, travel and medical allowance, leaves with pay etc. • Determine before issuing the appointment letter
  24. 24. 9. Appointment: • End of the selection exercise • Includes terms and conditions, last date to join, signed by appointing authority • Person is required to join before expiry date 9. Initial orientation: • Process to provide the information about job and the organization • Includes origin and growth of the firm, information about the department, duties and
  25. 25. Social Media as a Recruitment Tool  Source of candidates  Builds and leverages off networks  Employee/employer branding  Research tool  Complements a company’s careers site (not to be used instead of a corporate careers site)  Employer transparency  Engage in conversation with customers, suppliers and internal stakeholders
  26. 26. Twitter as a Recruitment tool •Advertise job opportunities • Network with industry leaders • Source of candidates • Employer branding tool • Reach a wider and passive audience “ Respond to comments, requests, feedback, complaints in real time • Follow discussion on various recruitment topics • Engage in conversation and headhunt talent
  27. 27. Company presence on Twitter
  28. 28. Facebook Ernst & Young, Deloitte, Hallmark, Apple and the CIA all have dedicated Facebook recruitment strategies  Facebook is being used as a strategy to connect with passive candidates and to build long term talent pools “Facebook is more than social networking, it’s a force for social action” Mark Zuckerberg, founder  Aussie iconic brand Bushells have successfully created a group with a following of 8500 people
  29. 29. LinkedIn Seen by users as a credible extension of their resume and a way to research relevant industry information:  Search employees and target organisations  Join Groups to join in discussions and have access to industry information  Network with other industry professional  Reference check
  30. 30. LinkedIn Researching through Groups Contributing in discussion Advertising job opportunities Networking with prospective candidates/ clients/ colleagues
  31. 31. Slideshare “An online forum to share or browse Power Point Presentations or Word Documents either publicly or privately. “Information source: “ Search for webinar presentations
  32. 32. Slideshare …But what makes Slideshare Social Media? “ It is a highly measurable online tool “ It allows you to become part of an online community to share information “ You can comment and create discussions on topics of interest “ Allows you to
  33. 33. YouTube YouTube is the leader in online video, allowing people to easily upload and share video clips on and across the Internet through websites, mobile devices, blogs, and email. Founded in February 2005 • Channels created as a portal for recruitment videos, resumes • Available measurable data to calculate ROI
  34. 34. Did You Know? 93% of business owners are not skilled at interviewing 50% of hiring decisions are wrong Most decisions are made within 3 minutes Most decisions are made on emotion Men are influenced by female candidates’ appearance 50% of employees have admitted to being in the wrong job
  35. 35. Dishonest People 37% of resumes are phony 25% of work histories are falsified 85% of university students have admitted to cheating
  36. 36. So What Are The Consequences? 42% of a manager's time is spent addressing conflict 33% of employees admit to stealing 30% of business failures are directly related to employee theft A corporation fails every 3 minutes 96% of all companies fail within 10 years "A Bad Beginning Makes a Bad Ending" Euripides Greek Writer