RECRUTMENT & SELECTION
INTRODUCTION OF THE COMPANY
DO YOU AGREE?
FACTORS AFFECTING MANPOWER
• HOW DO ORGANIZATIONS STRUCTURE
THEIR RECRUITING DEPARTMENTS?
• INRERNAL &
• TATA GROUP is an Indian Multinational
Conglomerate Company headquartered in
Mumbai, Maharashtra INDIA.
• TATA GROUP was founded in 1868 by Jamsetji
Tata as trading Company.
• It has operation in more than 80 countries
across 6 continents.
• TATA GROUP has over 100 operating companies
each of them operates independently.
• Out of them 32 companies are publicly listed.
• TATA POWER, TATA MOTORS, TATA
CHEMICALS ETC ARE OUT OF 32
• TATA RECIEVES 58% FROM
DO YOU AGREE?
• Great companies “first got the right people on the
bus, the wrong people off the bus, and the right
people in the right seats – and then they figured
out where to drive it.”
• Good to Great: Why Some Companies Make the
Leap and Others Don’t – Jim Collins
• Manpower planning is a process by which an
organization ensure that:
– Right Number of people.
– Right Kind of People
– At the Right Time
– At the Right Place
• Sales & Production Forecast
• The effects of technological change on task needs.
• Variation in efficiency, productivity, Work study,
• Changes in Employment Practices.(use of
subcontracts or agency staff etc.)
WHAT IS RECRUITMENT
Recruitment is not about filing jobs that are
currently vacant- it is about making a continuous,
long-term investment to build a high quality
workforce capable of accomplishing the
organization’s mission now and in the future
How do organizations structure
their recruiting departments?
Main Functions of Recruitment
Three Main Functions of Recruitment Process are:
Attract a pool of suitable candidates
Deter unsuitable candidates from applying
Create a positive image of the organization
• Career plan for existing
morale,Motivator for good
• Relatively easier
assessment of applicants as
information is available,
Reduced recruitment costs
• Existing employees may
not bring-in new ideas to
their new job (inbreeding).
• Lower level employees
may not have capacities
required at higher jobs.
• Job Posting
• Skills Data Base
• Employee Referrals by
• Placement Agencies
• Job Sites
Recruitment Strategy: A Six Step
Recruitment strategy should answer the following questions related to
their target populations:
Who is being targeted through the recruitment?
Where is the appropriate place to recruit clients?
When should recruitment be done?
What messages should be delivered during recruitment?
How should the messages be delivered?
Who is the most appropriate
person to do recruitment?
HUMAN RESOURCE PLANNING
• How many employees are needed?
• When employees will be needed?
• HR staff & operating managers
• Recruiting presence and image
• Training of recruiters
• The process of assessing candidates and appointing
a post holder
• Applicants short listed – most suitable candidates
• Selection process – varies according to
• Interview – most common method
• Psychometric testing – assessing the personality of
the applicants –
• Measures of personality
• Honesty test (substitute to polygraph)
• Aptitude testing – assessing the skills of applicants
• Measures of proficiency, achievement, or
• Measures of mental ability or intelligence
• In-tray exercise – activity based around what the
applicant will be doing
• Presentation – looking for different skills as well as
the ideas of the candidate
• Assessment Centres – battery of tests
CHOICE OF SELECTION
• Number of applicants
• Criticality of position
• Cost/effort involved
• Predictive validity
• Extent of preparation required
Sources of Information about Applicants
• Application Forms
• Reference Checks
• Physical Examination
Selection Tests (Reliability & Validity)
The Selection Interview
RECRUITMENT: RETURN ON
Recruitment return on investment (ROI)
understands and compares the elements, costs and
risks of a recruitment related project to the expected