It is a plan showing the demand for labour over a period of time and it contains assumptions about productivity and labour costs. The plan will also include key HR issues and pointers to resolve them, all set within a prescribed time frame and performance standards.To get more such innovative knowledge on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/Y1BAo6

1. RecruitmentRecruitment –– An OverviewAn Overview 11Chapter TwoChapter Two
Learning ObjectivesLearning Objectives
Explain the difference betweenExplain the difference between
Recruitment & SelectionRecruitment & Selection
Understand building blocks of a goodUnderstand building blocks of a good
recruitment process.recruitment process.
Describe the Job Analysis process, withDescribe the Job Analysis process, with
particular emphasis to the recruitmentparticular emphasis to the recruitment
process.process.
Develop a Job Description and PersonDevelop a Job Description and Person
Specification document for a given role.Specification document for a given role.
Discuss competency based approach toDiscuss competency based approach to
recruitment.recruitment.

2. RecruitmentRecruitment –– An OverviewAn Overview 22Chapter TwoChapter Two
StructureStructure
1.1. What is recruitment?What is recruitment?
2.2. What is Human Resource Planning?What is Human Resource Planning?
3.3. What is Job Analysis?What is Job Analysis?
4.4. What is the Job Description?What is the Job Description?
5.5. What is Personal Specification?What is Personal Specification?
6.6. What are competencies?What are competencies?
7.7. Weighting System.Weighting System.
8.8. SummarySummary

3. RecruitmentRecruitment –– An OverviewAn Overview 33Chapter TwoChapter Two
2.1 What is recruitment?2.1 What is recruitment?
Recruitment:Recruitment:
The activity that generates a pool ofThe activity that generates a pool of
applicants, who have desire to be employedapplicants, who have desire to be employed
by the organization, from which thoseby the organization, from which those
suitable can be selected.suitable can be selected.
Recruitment is the phase that immediatelyRecruitment is the phase that immediately
precedes selection.precedes selection.
The objective of recruitment process is toThe objective of recruitment process is to
attract genuinely suitable candidates and toattract genuinely suitable candidates and to
examine their credentials in order toexamine their credentials in order to
produce a short list for selection.produce a short list for selection.

4. RecruitmentRecruitment –– An OverviewAn Overview 44Chapter TwoChapter Two
2.2 What is Human Resource Planning?2.2 What is Human Resource Planning?
HR plan can be defined asHR plan can be defined as ““ A plan showingA plan showing
the demand for labour over a period of timethe demand for labour over a period of time
which incorporates assumptions aboutwhich incorporates assumptions about
productivity and labour costs.productivity and labour costs.””
The supply of labour available within theThe supply of labour available within the
organization and the shortfall that willorganization and the shortfall that will
need to be made good will be revealed.need to be made good will be revealed.
The plan will also incorporate key HRThe plan will also incorporate key HR
issues, pointers to resolve them, all setissues, pointers to resolve them, all set
within a time frame and performancewithin a time frame and performance
standards.standards.

5. RecruitmentRecruitment –– An OverviewAn Overview 55Chapter TwoChapter Two
2.3 What is Job Analysis?2.3 What is Job Analysis?
““A job analysis is the process used toA job analysis is the process used to
collect information about the duties,collect information about the duties,
responsibilities, necessary skills, outcomesresponsibilities, necessary skills, outcomes
and work environment of a particular job.and work environment of a particular job.””
It comprises ofIt comprises of
1. Job Description.1. Job Description.
2. Job Specification and2. Job Specification and
3. Person Specification.3. Person Specification.
Job Description and Person SpecificationJob Description and Person Specification
documents are essential for the recruitmentdocuments are essential for the recruitment
process while Job Specification is used forprocess while Job Specification is used for
training.training.

6. RecruitmentRecruitment –– An OverviewAn Overview 66Chapter TwoChapter Two
2.3 What is Job Analysis?2.3 What is Job Analysis?
Main elements of job analysisMain elements of job analysis ––
1. Job Description :1. Job Description :
TitleTitle
ObjectivesObjectives
ResponsibilitiesResponsibilities
CompetenciesCompetencies
Key Result Areas [KRA]Key Result Areas [KRA]
Reporting relationshipsReporting relationships
Employment conditionsEmployment conditions
Prospects.Prospects.

7. RecruitmentRecruitment –– An OverviewAn Overview 77Chapter TwoChapter Two
2.3 What is Job Analysis?2.3 What is Job Analysis?
Main elements of job analysisMain elements of job analysis --
2. Person Specification:2. Person Specification:
KnowledgeKnowledge
AttitudesAttitudes
Personal attributesPersonal attributes
AgeAge
HealthHealth
QualificationsQualifications
ExperienceExperience
Special conditionsSpecial conditions

8. RecruitmentRecruitment –– An OverviewAn Overview 88Chapter TwoChapter Two
2.4 What is Job Description ?2.4 What is Job Description ?
Job Descriptions are written statements thatJob Descriptions are written statements that
describe the duties, responsibilities, mostdescribe the duties, responsibilities, most
important contribution and outcomes neededimportant contribution and outcomes needed
from a position, required qualifications offrom a position, required qualifications of
candidates and reporting relationships andcandidates and reporting relationships and
coco--workers of a particular job.workers of a particular job.
JDs are based on objective informationJDs are based on objective information
obtained through Job Analysis, anobtained through Job Analysis, an
understanding of the competencies and skillsunderstanding of the competencies and skills
required to accomplish needed tasks and therequired to accomplish needed tasks and the
needs of the organization to produce work.needs of the organization to produce work.

9. RecruitmentRecruitment –– An OverviewAn Overview 99Chapter TwoChapter Two
2.4 What is Job Description ?2.4 What is Job Description ?
The best job descriptionsThe best job descriptions
are living, breathingare living, breathing
documents that aredocuments that are
updated as responsibilitiesupdated as responsibilities
change.change.
They do not limit employees ,They do not limit employees ,
but rather , cause thembut rather , cause them
to stretch their experience,to stretch their experience,
grow their skills andgrow their skills and
develop their abilitydevelop their ability
to contribute within organization.to contribute within organization.

10. RecruitmentRecruitment –– An OverviewAn Overview 1010Chapter TwoChapter Two
Checklist for writing a Job Description .Checklist for writing a Job Description .
1.1. Basic DataBasic Data Job Title, grade, locationJob Title, grade, location
numbers in the job.numbers in the job.
2.2. PurposePurpose Objective and relationshipObjective and relationship
to the aim of theto the aim of the
organizationorganization
3.3. TasksTasks Main & occasional tasks, KeyMain & occasional tasks, Key
Result Areas.Result Areas.
4.4. StandardsStandards For effective performance ofFor effective performance of
tasks, Criteria andtasks, Criteria and
competencies for effectivecompetencies for effective
performance of jobs.performance of jobs.

11. RecruitmentRecruitment –– An OverviewAn Overview 1111Chapter TwoChapter Two
Checklist for writing a Job Description .Checklist for writing a Job Description .
5.5. ResponsibilitiesResponsibilities Position in thePosition in the
organization structure,organization structure,
Managers to whomManagers to whom
accountable, staff foraccountable, staff for
whom responsible.whom responsible.
Responsibilities forResponsibilities for
finance, materials ,finance, materials ,
equipment. Classifiedequipment. Classified
information.information.
6.6. PhysicalPhysical Particular job features.Particular job features.
7.7. Training /Training / Training planned forTraining planned for
EducationEducation the job holder.the job holder.
Induction program, jobInduction program, job
rotation.rotation.

12. RecruitmentRecruitment –– An OverviewAn Overview 1212Chapter TwoChapter Two
Checklist for writing a Job Description .Checklist for writing a Job Description .
8.8. AdvancementAdvancement For promotion,For promotion,
OpportunitiesOpportunities career advancement.career advancement.
9.9. ConditionsConditions Salary and otherSalary and other
of employmentof employment emoluments, benefits.emoluments, benefits.
1010. Trade Union. Trade Union Appropriate association,Appropriate association,
Institution membershipsInstitution memberships
11.11.Job Circumstances Pleasant or otherJob Circumstances Pleasant or other
aspects of the job.aspects of the job.

13. RecruitmentRecruitment –– An OverviewAn Overview 1313Chapter TwoChapter Two
2.5 What is Person Specification ?2.5 What is Person Specification ?
““ A document that outlines the skills theA document that outlines the skills the
job candidate must have to complete thejob candidate must have to complete the
tasks of the job offered by thetasks of the job offered by the
company.company.””
A person specification can outline theA person specification can outline the
educational requirements , trainingeducational requirements , training
experience as well as more personalexperience as well as more personal
qualifications that a candidate mustqualifications that a candidate must
possess.possess.
The person specification provides criteriaThe person specification provides criteria
for assessing effective performance andfor assessing effective performance and
is the basis for job advertisements andis the basis for job advertisements and
candidate details.candidate details.

14. RecruitmentRecruitment –– An OverviewAn Overview 1414Chapter TwoChapter Two
2.6 What are Competencies ?2.6 What are Competencies ?
Competencies are sets of behaviours, whichCompetencies are sets of behaviours, which
define how people use their knowledge anddefine how people use their knowledge and
skills in different situations at work.skills in different situations at work.
They reflect work related personalThey reflect work related personal
attributes, knowledge, experience, skillsattributes, knowledge, experience, skills
and values that a person draws on toand values that a person draws on to
perform his work well.perform his work well.
Certain set of competencies are seen asCertain set of competencies are seen as
important across the organization such asimportant across the organization such as
team work, client care, communication,team work, client care, communication,
planning & organizing, managingplanning & organizing, managing
relationships, gathering & analyzing datarelationships, gathering & analyzing data
and decision making.and decision making.

15. RecruitmentRecruitment –– An OverviewAn Overview 1515Chapter TwoChapter Two
2.6 What are Competencies ?2.6 What are Competencies ?
Competency based recruitment approachCompetency based recruitment approach
focuses on actual behaviourfocuses on actual behaviour -- what awhat a
person has done, can do or needs to do,person has done, can do or needs to do,
be able to do. In effect, this may allowbe able to do. In effect, this may allow
for the fact that different individualsfor the fact that different individuals
can achieve the same output, by using acan achieve the same output, by using a
rather different approach because ofrather different approach because of
their different knowledge, skills andtheir different knowledge, skills and
abilities.abilities.
Competencies are a combination ofCompetencies are a combination of
Personality, Aptitude, Motivation,Personality, Aptitude, Motivation,
Values, Opportunities, Behaviour,Values, Opportunities, Behaviour,
Experience and Attainments.Experience and Attainments.

16. RecruitmentRecruitment –– An OverviewAn Overview 1616Chapter TwoChapter Two
2.7 Weighting System.2.7 Weighting System.
To facilitate a comparative assessment amongTo facilitate a comparative assessment among
candidates and minimize biases, weightingcandidates and minimize biases, weighting
system is applied to the criteria andsystem is applied to the criteria and
candidates are scored accordingly.candidates are scored accordingly.
Before start of interview process , marksBefore start of interview process , marks
desired under each criteria can bedesired under each criteria can be
finalized to specify afinalized to specify a ““ goal postgoal post’’;;
which candidates must reach to be shortwhich candidates must reach to be short
listed.listed.
Recruiters measure whether the candidateRecruiters measure whether the candidate
satisfies the essential criteria for thesatisfies the essential criteria for the
job. Thus a comparative analysis, devoidjob. Thus a comparative analysis, devoid
of any bias, is available for shortof any bias, is available for short
listing.listing.

17. RecruitmentRecruitment –– An OverviewAn Overview 1717Chapter TwoChapter Two
2.7 Weighting System.2.7 Weighting System.
RodgerRodger’’s seven headings are used to clarifys seven headings are used to clarify
selection criteria.selection criteria.
.. Attainments
Special
Aptitudes
Physical
Make up
General
Intelligence
Interests
Disposition
Circumstances
Rodger’s Seven
Headings

18. RecruitmentRecruitment –– An OverviewAn Overview 1818Chapter TwoChapter Two
2.8 Summary2.8 Summary
““First Things FirstFirst Things First”” as Steven Coveyas Steven Covey
brilliantly describes in his bookbrilliantly describes in his book ““ SevenSeven
Habits of Highly Effective PeopleHabits of Highly Effective People””
For effective recruitment and selection, theFor effective recruitment and selection, the
basis is the job description and thebasis is the job description and the
person specification. Developing theseperson specification. Developing these
documents is one of the most dreadeddocuments is one of the most dreaded
tasks by any manager and is always thetasks by any manager and is always the
last in priorities.last in priorities.
The quality of final candidate dependsThe quality of final candidate depends
heavily on the quality of theseheavily on the quality of these
documents. As the old adage goes,documents. As the old adage goes, ““WellWell
begun is half done!begun is half done!””

19. RecruitmentRecruitment –– An OverviewAn Overview 1919Chapter TwoChapter Two
Thus we have come to an end to this session # 02Thus we have come to an end to this session # 02
In the third session that followsIn the third session that follows
we learnwe learn
““ Sources of RecruitmentSources of Recruitment““
Chapter Three.Chapter Three.
Good Luck!Good Luck!