“Hire hard, manage easy.”
“Good training will not make up for
Process of finding and attracting capable applicants for employment
Represents the first contact that a company makes with potential
Well-planned and well-managed recruiting effort will result in high
quality applicants, whereas, a haphazard and piecemeal efforts will result
in mediocre ones.
Direct Recruitment (Recruitment at factory gate)
Educational Institutions or Campus Recruitment
Process of picking up individuals (out of the
pool of job applicants) with requisite
qualifications and competence to fill jobs in
Pool of job
To fill job in
preliminary Interview Selection test
Reference and backg-
Selection test decision
• Inadequate human resource
• Increased training costs to overcome deficiencies
• More supervisory problems
• Higher turnover rates
• Difficulty in establishing enduring relationships with
• Not maximum utilization of human potential
Determine if applicant’s skills, abilities, and job
preferences match any available jobs in
Explain to applicant available jobs and their
Answer questions applicant has about available
jobs or employer
▪ The degree to which interviews, tests, and other
selection procedures yield comparable data over
time and alternative measures.
Degree to which a test or selection procedure
measures a person’s attributes.
HIGH RELIABILITY TEST RETEST
APPLICANT SCORE SCORE
Smith 90 93
Perez 65 62
Riley 110 105
Chan 80 78
VERY LOW RELIABILITY TEST RETEST
APPLICANT SCORE SCORE
Smith 90 72
Perez 65 88
Riley 110 67
Chan 80 111
• Helps build
Type Type of Questions Usual Application
Structured A predetermined checklist
Useful for valid results
Unstructured Questions are unplanned Useful for analyzing the
Mixed Combination of both In-depth insight
Behavioral Hypothetical situations Applicant’s reasoning and
Stressful Harsh , rapid fire questions Useful for stressful jobs
such as handling
No Complete job description.
No accurate appraisal.
Tendency to be swayed by negative
Information not discussed in a systematic
Pressure to fill position.
Affected by a list of available applicants.
Differences between interviewers.
Sex, race and attitudes.
Plan the interview.
Establish an easy and informal relationship.
Cover the ground as planned.
Maintain control over direction.
Start the interview unprepared.
Plunge too quickly into demanding questions.
Ask leading questions.
Jump to conclusions.
Pay too much attention to isolated strength
Talk too much.
Use structured form.
Focus on traits.
Get the interviewee to talk.
Respect reservation policy of concerned
Cleared all previous processes of selection.
Letter of appointment containing reporting date.
Inform rejected applicants about non-selection.
Preserve applications for future use.
Document executed between employer &
Arrangement for terminating employment
Arrangement for union membership
Rights related to patents, information
Rights related to change contract terms
Contracts help in
Preventing competitors from poaching highly
Doesn’t end with execution of employment
Important to reassure candidates who were
Issues related to “No Shows”.
No Shows is time & money consuming
No Shows result in loss of face, business &
trust for the company.
Firm must have quality personnel who is
competent as well as committed.
Analysis of programme
Adequate communication of programme &
its procedures to personnel involved.
Implementation of programme.
Analysis of results.
Special method of selection.
Not a physical location but approach to select
managers based on measuring & evaluating
their ability of performing critical tasks.
Takes place for 2-5 days between group of 6-12
people taking series of work sample tests.
Panel of line managers drawn from different
departments act as evaluators.
Application – Can be either online or respond
to company’s ads.
1. Written ( AptitudeTest)
3. Interview (Technical and Non-Technical)
4. Group Problem Solving
• Aptitude test
• Case study analysis
• Group Discussion
Selection from Inside
• According to their
• Leadership Quality
No External Recruitment
Selection from Inside:
2. Candidate Presentation
3. Offers and Negotiation
Selection Process at Google Inc.