Recruitment selection


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  • Your candidates might not jump for joy, nor will their interview be televised nationally, but they should have a great interviewing experience. Tips for conducting great interviews: -Be prepared (if you fail to plan, you plan to fail). Remember, YOU are in control. -Give a warm greeting and show sincere interest -Listen, summarize, demonstrate that you understand -Provide information and answer questions -End the interview with set expectations. What’s next? What’s the time frame? Who should they call with questions? Also, if you know you are not interested in a candidate, it is your choice if you would like to tell them in person. The situation can be awkward, so if you’re not comfortable doing that, here is a way to handle it: “We are talking to quite a few applicants this week. Once we get through the first round of interviewing, we will contact you and let you know if you are still being considered.” We can then send a regrets letter to inform him/her that we have chosen another candidate. AVOID: -Leading candidates on. -Making the applicant feel unwelcomed by cutting the interview drastically short. All candidates should leave with a positive experience, even if they were not right for the job.
  • Recruitment selection

    1. 1. Recruitment Prof. Rupesh Pais
    2. 2. Learning Objectives <ul><li>Concept of Recruitment </li></ul><ul><li>Factors Affecting Recruitment </li></ul><ul><li>Recruitment Policy </li></ul><ul><li>Sources of Recruitment </li></ul><ul><li>Need for Flexible and Proactive Recruitment Policy </li></ul><ul><li>Evaluation of a Recruitment Program </li></ul>
    3. 3. Recruitment <ul><li>Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations. </li></ul><ul><li>Selection starts </li></ul><ul><li>where recruitment ends </li></ul>
    4. 4. 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
    5. 5. Constraints & Challenges <ul><li>Poor Image </li></ul><ul><li>Unattractive job </li></ul><ul><li>Conservative internal policies </li></ul><ul><li>Limited budgetary support </li></ul><ul><li>Restrictive policies of Government </li></ul>
    6. 6. Factors affecting Recruitment <ul><li>Organizational / internal factors </li></ul><ul><li>Environmental / external factors </li></ul><ul><ul><li>Political </li></ul></ul><ul><ul><li>Economical </li></ul></ul><ul><ul><li>Social </li></ul></ul><ul><ul><li>Technological </li></ul></ul>
    7. 7. Sources of Recruitment <ul><li>Internal Sources </li></ul>Internal Search HRIS Intranet portals Notice boards Circulars
    8. 8. Sources of Recruitment <ul><li>Internal Sources </li></ul>Merits Demerits Economical Limited Choice Suitable Inbreeding Reliable Inefficiency Satisfying Bone of contention
    9. 9. Sources of Recruitment <ul><li>External Sources </li></ul>External Search Advertise- ments Employee referrals Educational institutions Interested applications Employment agencies
    10. 10. Sources of Recruitment <ul><li>External Sources </li></ul>Merits Demerits Wide choice Expensive Injection of fresh blood Time consuming Motivational force Demotivating Long term benefits Uncertainty
    11. 11. Methods of Recruitment - Internal <ul><li>Promotions and Transfers </li></ul><ul><li>Job Posting </li></ul><ul><ul><li>Career Shift </li></ul></ul><ul><li>Employee referrals </li></ul><ul><ul><li>Employee referral programs </li></ul></ul><ul><ul><li>Posters </li></ul></ul><ul><ul><li>Emails </li></ul></ul><ul><ul><li>Kick off parties </li></ul></ul>
    12. 12. Methods of Recruitment - Direct <ul><li>Campus Recruitment </li></ul><ul><ul><li>Guidelines for Campus </li></ul></ul><ul><ul><ul><li>Short list campuses </li></ul></ul></ul><ul><ul><ul><li>Choose recruitment team carefully </li></ul></ul></ul><ul><ul><ul><li>Pay smartly, not highly </li></ul></ul></ul><ul><ul><ul><li>Present a clear image </li></ul></ul></ul><ul><ul><ul><li>Do not oversell yourself </li></ul></ul></ul><ul><ul><ul><li>Get in early </li></ul></ul></ul>
    13. 13. Methods of Recruitment - Indirect <ul><li>Advertisements </li></ul><ul><ul><li>Newspaper </li></ul></ul><ul><ul><li>Magazines </li></ul></ul>
    14. 14. Methods of Recruitment – Third Party <ul><li>Private employment search firms </li></ul><ul><li>Employment Exchanges </li></ul><ul><li>Gate hiring /Contractors </li></ul><ul><li>Unsolicited Applicants / Walk ins </li></ul><ul><li>Internet recruiting </li></ul><ul><ul><li>, </li></ul></ul>
    15. 15. A good recruitment policy <ul><li>Complies with government policies </li></ul><ul><li>Provides job security </li></ul><ul><li>Provides employee development opportunities </li></ul><ul><li>Flexible to accommodate changes </li></ul><ul><li>Ensures its employees long-term employment opportunities </li></ul><ul><li>Cost effective for the organization </li></ul>
    16. 16. Evaluation of Recruitment Program <ul><li>The recruitment policies, sources & methods have to be evaluated from time to time </li></ul><ul><li>Successful recruitment program shows </li></ul><ul><ul><li>Yield Ratio </li></ul></ul><ul><ul><ul><li>No. of successful placements </li></ul></ul></ul><ul><ul><ul><li>No. of offers made </li></ul></ul></ul><ul><ul><ul><li>No. of applicants </li></ul></ul></ul><ul><ul><li>Cost involved </li></ul></ul><ul><ul><li>Time Lapse Data (TLD) </li></ul></ul><ul><ul><ul><li>Time taken for filling up the position </li></ul></ul></ul>
    17. 17. It is easier to go down a hill than up, but the view Is best from the top. Arnold Bennet
    18. 18. <ul><li>Thank You </li></ul><ul><li>Questions ??? </li></ul>
    19. 19. Selection Prof. Rupesh Pais
    20. 20. How crucial is selection process?
    21. 21. Its better not to select then selecting a bad candidate
    22. 22. 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
    23. 23. 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
    24. 24. EVALUATION OF APPLICATION FORMS <ul><ul><li>Clinical method: </li></ul></ul><ul><ul><ul><li>In this method, all the information furnished by the applicant in the application form is analyzed and inferences are made about applicant's personality. </li></ul></ul></ul><ul><ul><li>Weighted method: </li></ul></ul><ul><ul><ul><li>In this method, certain points or weights are assigned to each item in the application form. </li></ul></ul></ul>
    25. 25. SELECTION TESTS Intelligence tests Achievement tests Interest tests Aptitude tests Situational tests Polygraph tests Personality tests Graphology
    26. 26. Selection Testing <ul><li>Intelligence Test </li></ul><ul><ul><li>It measures learning ability </li></ul></ul><ul><li>Aptitude Test </li></ul><ul><ul><li>It measures ability to learn skills </li></ul></ul><ul><li>Personality Test </li></ul><ul><ul><li>Measures basic aspects of individuals like, motivation, emotional balance, self-confidence etc. </li></ul></ul><ul><li>Achievement Test </li></ul><ul><ul><li>It measures the proficiency </li></ul></ul>
    27. 27. Selection Testing <ul><li>Simulation Test </li></ul><ul><li>Graphology Test </li></ul><ul><ul><li>Studying handwriting of candidate to know the person’s personality </li></ul></ul><ul><li>Polygraph Test </li></ul><ul><ul><li>Lie detector </li></ul></ul><ul><li>Integrity test </li></ul>
    28. 28. Selection Testing <ul><li>Assessment Center </li></ul><ul><ul><li>The in-basket </li></ul></ul><ul><ul><li>The leaderless group discussion </li></ul></ul><ul><ul><li>Business games </li></ul></ul><ul><ul><li>Individual presentations </li></ul></ul><ul><ul><li>Structured interviews </li></ul></ul>
    29. 29. Selection Method Standard <ul><li>Reliability </li></ul><ul><ul><li>Reliability can be measured by using: </li></ul></ul><ul><ul><ul><li>The repeat or test-retest approach </li></ul></ul></ul><ul><ul><ul><li>Inner-rater </li></ul></ul></ul><ul><ul><ul><li>Intra-rater </li></ul></ul></ul><ul><li>Validity </li></ul><ul><ul><li>Criterion validity </li></ul></ul><ul><ul><ul><li>Predicts the important criteria </li></ul></ul></ul><ul><ul><li>Content validity </li></ul></ul><ul><ul><ul><li>Predicts actual work situation </li></ul></ul></ul><ul><ul><li>Construct validity </li></ul></ul><ul><ul><ul><li>Predicts essential traits </li></ul></ul></ul>
    30. 30. Types Interviews Interviews Preliminary Interview Selection Interview Decision-making Interview Formal & Structured Interview Unstructured Interview Stress Interview Situational Interview Panel Interview In-depth Interview
    31. 31. The Interview Process Preparation Setting Conduct of Interview Closing an Interview Evaluation
    32. 32. Interviewing Mistakes <ul><li>Snap judgment </li></ul><ul><li>Cultural noise </li></ul>
    33. 33. Great interviews requires smart skills
    34. 34. Questions? Thank You