Recruitment

MAIN POINTS COVERAGE Concept of Recruitment Factors Affecting Recruitment Recruitment Policy Sources of Recruitment Need for Flexible and Proactive Recruitment Policy Evaluation of a Recruitment Program

Concept of Recruitment

Factors Affecting Recruitment

Recruitment Policy

Sources of Recruitment

Need for Flexible and Proactive Recruitment Policy

Evaluation of a Recruitment Program

Recruitment Tata owned Jaguar-Land Rover (JLR) has announced a major drive to recruit 600 engineers and technical staff to work on its 700-million-pounds projects 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

Tata owned Jaguar-Land Rover (JLR) has announced a major drive to recruit 600 engineers and technical staff to work on its 700-million-pounds projects

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

Recruitment Problem of booming B Schools Headhunters scouting around for MBAs 2000 witnessed an alarming rise in number of institutes, offering management education both at the undergraduate & PG All these needs atleast 200 MBAs for teaching faculty Most of MBAs join industries Management are worried Where to find qualified & eligible MBAs…?

Problem of booming B Schools

Headhunters scouting around for MBAs

2000 witnessed an alarming rise in number of institutes, offering management education both at the undergraduate & PG

All these needs atleast 200 MBAs for teaching faculty

Most of MBAs join industries

Management are worried

Where to find qualified & eligible MBAs…?

Recruitment Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations. Selection starts where recruitment ends

Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations.

Selection starts where

recruitment ends

FACTORS AFFECTING RECRUITMENT Organizational / internal factors Environmental / external factors

Organizational / internal factors

Environmental / external factors

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

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

SOURCES OF RECRUITMENT Internal Search HRIS Job portals Notice boards Circulars

SOURCES OF RECRUITMENT External Search Advertise- ments Employee referrals Educational institutions Interested applications Employment agencies

Human resource planning Identify HR requirements surplus Retrench/layoffs demand Determine numbers, levels & Criticality of vacancies Choose the resources & Methods of Recruitment Analyze the cost & time involved Organizational Recruitment policy Job analysis Start implementing the Recruitment program Select and hire Evaluate the Program Process of recruitment

EVALUATION OF A RECRUTIMENT PROGRAM The recruitment policies, sources & methods have to be evaluated from time to time Successful recruitment program shows No. of successful placements No. of offers made No. of applicants Cost involved Time taken for filling up the position

The recruitment policies, sources & methods have to be evaluated from time to time

Successful recruitment program shows

No. of successful placements

No. of offers made

No. of applicants

Cost involved

Time taken for filling up the position

It is easier to go down a hill than up, but the view Is best from the top. Arnold Bennet

Thank You Questions ???

Thank You

Questions ???

SELECTION

How crucial is selection process?

Its better not to select then selecting a bad candidate

SELECTION Selecting the right candidate Rejecting the wrong candidate Selecting the wrong candidate Rejecting the correct candidate POSITIVE OUTCOME NEGATIVE OUTCOME SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION

THE SELECTION PROCESS Resumes/CVs Review Analyze the Application Blank Conducting Tests and Evaluating performance Preliminary Interview Reference checks Job Offer Initial Screening Interview Medical Examination Placement Core and Departmental Interviews ACCEPT REJECTION Offer to the next suitable candidate

SELECTION METHOD STANDARDS Reliability Reliability can be measured by using: The repeat or test-retest approach The alternate-form or parallel-form method The split-halves procedure Validity Criterion validity Content validity Construct validity

Reliability

Reliability can be measured by using:

The repeat or test-retest approach

The alternate-form or parallel-form method

The split-halves procedure

Validity

Criterion validity

Content validity

Construct validity

Generalizability Generalizability of a selection method is defined as the degree to which its validity, established in one context, can be extended to other “primary contexts”. Utility Legality

Generalizability

Generalizability of a selection method is defined as the degree to which its validity, established in one context, can be extended to other “primary contexts”.

Utility

Legality

APPLICATION FORMS Personal information Educational qualifications Work experience Salary Personality items Reference checks

Personal information

Educational qualifications

Work experience

Salary

Personality items

Reference checks

EVALUATION OF APPLICATION FORMS Clinical method: In this method, all the information furnished by the applicant in the application form is analyzed and inferences are made about applicant's personality. Weighted method: In this method, certain points or weights are assigned to each item in the application form. ETHICAL ISSUES IN APPLICATION FORM DESIGN

Clinical method:

In this method, all the information furnished by the applicant in the application form is analyzed and inferences are made about applicant's personality.

Weighted method:

In this method, certain points or weights are assigned to each item in the application form.

ETHICAL ISSUES IN APPLICATION FORM DESIGN

SELECTION TESTS Intelligence tests Achievement tests Interest tests Aptitude tests Situational tests Polygraph tests Personality tests Graphology

INTERVIEWS Interviews Preliminary Interview Selection Interview Decision-making Interview Formal & Structured Interview Unstructured Interview Stress Interview Group Interview Method Panel Interview In-depth Interview

Great interviews requires smart skills

THE INTERVIEW PROCESS Preparation Setting Conduct of Interview Closing an Interview Evaluation Reference Checks Medical Examination

PLACEMENT The determination of the job to which an accepted candidate is to be assigned and his assignments to the job.

Questions? Thank You