Manpower Planning Mod 4 Part 2.pdf

Copyright © 2023 Jayanti Rajdevendra Pande. All rights reserved.
RASHTRASANT TUKDOJI MAHARAJ NAGPUR UNIVERSITY
MBA
SEMESTER: 3
SPECIALIZATION
HR
SUBJECT
MANPOWER PLANNING, RECRUITMENT & SELECTION
MODULE NO : 4
RECRUITING & SELECTING HUMAN RESOURCES
- Jayanti R Pande
DGICM College, Nagpur
PART -2

Q1. Describe Standards for selection test.
STANDARDS FOR SELECTIONTESTS
1. Qualified People: Standards for selection tests require that professionals with expertise in psychometrics and
assessment design develop and administer the tests.This ensures that the tests are valid, reliable, and aligned with
the job requirements.
2. Reliability: Reliability is a critical standard. It means that the test consistently produces similar results when
administered to the same individuals under comparable conditions. Reliable tests minimize measurement errors.
3. Utility: Utility refers to the practical usefulness of the test results in aiding selection decisions.A test should
provide valuable insights into candidates' qualifications and potential job performance.
4. Suitability:The test should be suitable for the specific job role and organization. It must assess relevant skills,
abilities, and traits required for successful job performance.
5. Standardization or Uniformity: Standardization ensures consistent administration and scoring of the test for all
candidates.This eliminates bias and allows fair comparisons among candidates.

Q2. State the common interviewing skills.
COMMON INTERVIEWING SKILLS FOR INTERVIEWEES:
1. Body Language: Show positive body language like sitting up straight and smiling to appear confident and interested.
2. Confidence: Believe in yourself and speak with assurance to show you're the right fit for the job.
3. Listening Skills: Pay attention to questions and take a moment to think before answering.
4. Eye Contact: Look at the interviewer while speaking to show you're engaged and attentive.
5. Presence of Mind and Pitch: Stay quick on your feet, and use a pleasant tone when answering questions.
COMMON INTERVIEWING SKILLS FOR INTERVIEWERS:
1. Asking Appropriate Questions: Ask questions that help learn about the candidate's abilities and experiences.
2. Listening Skill: Listen carefully to what candidates say so you understand them well.
3. Studying the Candidate: Read their resume before the interview to have good questions ready.
4. Creating a Comfortable Atmosphere: Make candidates feel at ease so they can talk openly.
5. Effective Communication: Clearly explain the job and listen to what candidates have to say.

1. Preliminary Interviews 2. Core Interviews 3. Decision-Making Interview
A. Informal Interview
B. Unstructured Interview
A. Background Info Interview
B. Stress Interview
C. Formal & Structured Interview
D. Panel Interview
E. GROUP Interview
F. JOB & PROBING Interview
G. DEPTH Interview
TYPES OF INTERVIEWS
Q3.Write aboutTypes of interviews.
1. Preliminary Interviews: Preliminary interviews serve as initial interactions to set the tone for the selection process.
a. Informal Interview: This relaxed conversation is an icebreaker, allowing candidates to introduce themselves while gaining a
sense of the company's atmosphere. It helps create a comfortable starting point for more structured evaluations.
b. Unstructured Interview:These conversations lack a fixed format, allowing candidates to share their experiences naturally.
While it can uncover unique qualities, it might lack consistent evaluation metrics.

2. Core Interviews:These interviews dig deeper into candidates' qualifications and suitability for the role.
a. Background Information Interview: Focusing on candidates' histories, this interview helps assess their alignment with
the company's values and goals. It builds a foundation for understanding candidates' backgrounds.
b. Stress Interview: Designed to challenge candidates, this interview assesses their ability to handle pressure. It reveals how
candidates manage unexpected situations, reflecting their resilience and adaptability.
c. Formal & Structured Interview: Following a fixed format, this interview ensures consistent assessment across
candidates. It aids in fair comparisons and provides standardized insights into their qualifications.
d. Panel Interview: Conducted by multiple interviewers, this format offers diverse perspectives on candidates, enhancing
the quality of assessment. It brings in different viewpoints and reduces individual bias.
e. Group Interview: Multiple candidates participate simultaneously, revealing how they interact, communicate, and
collaborate in a group setting. It's helpful for roles that require teamwork and interpersonal skills.
f. Job & Probing Interview:This interview assesses candidates' job-related knowledge, skills, and qualifications, while also
probing deeper to uncover their problem-solving abilities and critical thinking. It assesses both competency and analytical
skills.
g. Depth Interview: Offering an in-depth exploration, this type focuses on candidates' experiences, values, and cultural fit,
providing a comprehensive understanding of their suitability.
3. Decision-Making Interview: This final stage interview involves higher-level team members or management in evaluating
candidates.This stage evaluates candidates for their alignment with the company's vision, overall fit, and potential
contributions. It ensures that candidates align with the organization's long-term goals.

Q4. Explain about the design and conduction of effective interview.
DESIGN AND CONDUCT OF EFFECTIVE INTERVIEWS
1. Preparation for Interview: Effective interview preparation involves defining clear objectives, conducting a
comprehensive job analysis, and designing questions tailored to the role's requirements. Evaluation criteria should be
established, ensuring consistency in assessing candidates. Proper training for interviewers is crucial to maintain a
standardized approach.
2. Conducting Interview: During the interview, start with a friendly introduction to create a comfortable environment.
Employ a structured format, following a consistent sequence of questions for all candidates. Active listening is essential;
ask probing questions to delve deeper into candidates' responses. Non-verbal cues like eye contact and body language
convey attentiveness.
3. Closing Interview: Allow candidates to ask questions, gauging their curiosity and enthusiasm for the role. Provide an
overview of the next steps in the process, including timelines for decisions. Express gratitude for their time and interest,
ensuring a positive impression.
4. Evaluating Interview Results: Post-interview, compare candidates' responses against predetermined criteria.
Collaboration among interviewers, especially in panel interviews, aids in well-rounded evaluations. Constructive
feedback on the interview process improves future assessments.Consider multiple inputs, combining interview results
with other assessment methods. Ultimately, based on thorough evaluation, select candidates who best align with the
job's requirements.

Q5. Give Advantages & Disadvantages of Interview.
ADVANTAGES OF INTERVIEWS FOR JOB SEEKERS:
1. Provides Employment Opportunity: Interviews offer a direct chance for job seekers to present themselves to potential
employers and secure job offers.
2. Helps Accept or Reject Job Offers: Interviews provide insights into the job, company culture, and work environment,
enabling informed decisions on job acceptance or rejection.
3. Increases Contacts and Networking: Interacting during interviews allows job seekers to expand their professional
network, which can lead to future opportunities even if the current position doesn't work out.
ADVANTAGES OF INTERVIEWS FOR EMPLOYERS:
1. Provides Information About Job Seekers: Interviews reveal candidates' communication skills, personality, and cultural
fit beyond what's on their resumes.
2. Assists in Selecting the Right Candidate: Direct interaction in interviews helps employers evaluate a candidate's
suitability for the job and the company's values.
3. Improves Goodwill of Employers: A well-conducted interview process enhances the company's reputation and
professionalism among job seekers.

DISADVANTAGES OF INTERVIEWS:
1. Demands Skilled Interviewers: Conducting effective interviews requires interviewers who possess strong
communication and assessment skills. Poorly conducted interviews can lead to inaccurate evaluations.
2. Expensive: Interviews can be resource-intensive in terms of time and money, especially if multiple rounds of
interviews are conducted, involving both interviewers and candidates.
3. Bias Possibility: Interviews can be influenced by unconscious biases, leading to unfair evaluations based on factors
such as appearance, gender, race, or background.
4. Difficult in Analysis: Assessing interview responses can be challenging, as candidates' answers can vary greatly in
content and quality, making it hard to compare objectively.
5. Subjective: Interviews rely heavily on personal judgments and perceptions, which can lead to inconsistent
evaluations and decisions among different interviewers.
6. Limited Scope: Interviews might not provide a comprehensive understanding of a candidate's skills and potential, as
they tend to focus on a narrow set of questions and scenarios.

Q6. What is Induction , explain its types.
INDUCTION is the process of introducing and integrating new employees into a company, enabling them to understand their
roles and adapt to the organization's culture.
Garry Dessler- “Orientation is procedure for providing new employees with basic background information about the firm.”
1. Formal or Informal Orientation:
Formal Orientation: This type of induction involves a structured and organized program that provides new employees with
comprehensive information about the organization's policies, procedures, work environment, and benefits. It often includes
presentations, workshops, and written materials that cover essential information.
Informal Orientation: Informal orientation is a less structured approach where new employees learn about their roles and the
company culture through casual interactions with colleagues and on-the-job experiences. It relies on social learning and
encourages new employees to absorb information naturally.
Formal or Informal Orientation
1
Serial or Disjunctive Orientation
3
Individual & Collective Orientation
2
Investiture or Divestiture Orientation
4
TYPES OF INDUCTION

2. Individual & Collective Orientation:
Individual Orientation: Individual orientation focuses on tailoring the onboarding experience to the specific needs and
background of each new employee. It involves personalized training and mentorship, helping employees feel valued and
addressing their unique concerns.
Collective Orientation: Collective orientation involves introducing a group of new employees together.This can foster a sense
of community, as new hires go through the induction process as a team. Group activities and shared experiences can help build
connections and create a supportive network.
3. Serial or Disjunctive Orientation:
Serial Orientation: Serial orientation involves assigning new employees to experienced colleagues or mentors who guide
them through the onboaarding process. Mentors provide insights, answer questions, and offer advice to help new employees
acclimate to the organization more smoothly.
Disjunctive Orientation: Disjunctive orientation takes a more independent approach, encouraging new employees to explore
and learn on their own.While there may be some resources and guidance available, the emphasis is on self-directed learning
and problem-solving.
4. Investiture or Divestiture Orientation:
Investiture Orientation: Investiture orientation focuses on building on the strengths and unique qualities of new employees. It
aims to make them feel valued and respected by recognizing their individual contributions and experiences.
Divestiture Orientation: Divestiture orientation involves breaking down existing attitudes, beliefs, and behaviors that might
not align with the organization's culture. It seeks to help new employees unlearn habits that could hinder their integration and
growth within the company.

Q7.What are the methods and importance of induction?
METHODS OF INDUCTION:
1. Online: Providing new employees with an online induction program offers flexibility and accessibility, allowing them to
complete the process at their own pace.
2. Email: Sending orientation materials, company policies, and introductory information via email helps new hires become
familiar with the organization before their start date.
3. Orientation Kits: Distributing physical kits containing company information, materials, and branded items can give new
employees a tangible introduction to the organization.
4. Videos: Using video presentations for orientation can engage new hires visually and audibly, conveying important
information in an engaging format.
IMPORTANCE OF INDUCTION:
1. SmoothTransition: Induction helps new employees transition seamlessly into their roles, reducing stress and helping
them become productive more quickly.
2. Cultural Integration: A thorough induction fosters understanding of the company culture, values, and expectations,
enabling better alignment with the organization.
3. Improved Retention: Effective onboarding increases employee satisfaction and reduces turnover rates, as new hires feel
valued and supported from the beginning.
4. Enhanced Performance: Proper induction equips employees with the necessary knowledge and resources, leading to
better job performance and contribution to the organization.
5. Reduced LabourTurnover: A well-designed induction process contributes to lower turnover rates, saving the organization
time and resources that would otherwise be spent on recruiting and training replacements.

Q8. What is placement? Explain its principles and process.
PLACEMENT
Placement refers to the process of matching qualified individuals with suitable job positions within an organization. It involves
considering factors such as skills, qualifications, and experience to ensure that employees are placed in roles that align with
their abilities and the company's needs.
Yodder- “ Assignment of a particular job to a newly appointed employee is the Placement.”
PRINCIPLES OF PLACEMENT:
1. Priority of Job,Then Person:This principle prioritizes the job's requirements and responsibilities over personal preferences
when assigning employees to positions.The right fit for the role takes precedence.
2. Priority of Qualifications:The placement process is guided by the qualifications, skills, and competencies of individuals,
ensuring that employees are assigned roles where they can perform effectively.
3. Priority ofTimely Preparation: Placement decisions should be made promptly, considering the needs of the organization
and the readiness of the employee to take on the role.
4. Priority of Working Conditions:The working conditions and environment of a job are considered to ensure they are
suitable for the individual's physical and psychological well-being.
5. Priority of Loyalty and Cooperation: Placing employees in roles where they can contribute effectively and feel valued
fosters loyalty and cooperation, enhancing job satisfaction and overall team harmony.
6. Priority ofTransfer: If necessary, the possibility of future transfers within the organization should be considered, ensuring
employees have opportunities for growth and development.

PLACEMENT PROCESS:
1. Data Collection: Gathering relevant information about job vacancies, organizational needs, and employee qualifications
forms the foundation of the placement process.
2. Evaluation: Assessing the qualifications, skills, experience, and potential of employees is crucial to determine their
suitability for different job positions.
3. Allocation/Placing: Based on the evaluation, employees are assigned to specific job positions where their qualifications
and abilities match the requirements.
4. Control: After placement, monitoring and follow-up ensure that employees are performing well in their roles and are
adapting to their new responsibilities.
1 Data Collection
PLACEMENT PROCESS
2 Evaluation
3 Allocation
4 Control

Q9. Explain about Employer Branding. State the employer branding activities.
EMPLOYER BRANDING:
Employer branding refers to the strategic efforts an organization makes to create a positive and compelling image as an
employer. It involves shaping how the organization is perceived by potential and current employees, showcasing its values,
culture, work environment, and opportunities to attract and retain top talent.
ACTIVITIES IN EMPLOYER BRANDING:
1. IncreasingVisibility of Successful Employees: Highlighting the achievements and success stories of current employees
can showcase the organization's commitment to employee growth and development, which can attract like-minded
talent.
2. Collaborating with MarketingTeam: Partnering with the marketing team ensures that the organization's employer
branding efforts align with its overall branding strategy.This includes using consistent messaging, visuals, and tone
across all platforms.
3. Connecting to Campus: Establishing relationships with educational institutions and participating in campus
recruitment events can help organizations connect with students and recent graduates, nurturing a pipeline of young
talent.
4. Including Motivational Factors in EVP (EmployeeValue Proposition): The EVP outlines what the organization offers
to employees beyond just monetary compensation. Including factors like work-life balance, career growth
opportunities, and a positive work culture in the EVP can attract candidates seeking more than just a paycheck.
5. Social Media Engagement: Active and positive engagement on social media platforms can enhance the organization's
visibility and reputation as an employer of choice.

Q10. What is psychometric test?
• A psychometric test is a type of psychological test.
• It refers to standardized assessments that measure various psychological attributes, such as cognitive abilities,
personality traits, and emotional intelligence.
• Psychometric tests are designed to be objective, consistent, and reliable, allowing for the quantification of
psychological traits.
• These tests often include numerical scores or results that can be compared against established norms or
benchmarks.
Q11.Write a short note on Selection.
• Selection is a crucial process in human resource management that involves choosing the most suitable candidates
from a pool of applicants for a specific job position within an organization.
• It aims to identify individuals whose qualifications, skills, and attributes align with the job requirements and the
company's goals.The selection process typically involves various stages, including application screening,
interviews, assessments, reference checks, and final decision-making.
• Effective selection not only ensures that the right candidate is hired for the job but also contributes to reduced
turnover, increased employee performance, and overall organizational success. It requires a systematic approach,
fair evaluation, and alignment with the organization's values and culture.

Q12.What is online test?
An online recruitment test is a digital assessment used in the hiring process to evaluate candidates' suitability for specific
job positions.Conducted over the internet, these tests assess a range of skills, aptitudes, and knowledge relevant to the
job. Online recruitment tests offer several benefits, including convenience, as candidates can take the test from any
location with internet access, and efficiency, as they streamline the screening process.These tests are typically designed to
be secure, ensuring the integrity of the assessment and preventing cheating. Online recruitment tests play a significant role
in identifying top talent, shortening the recruitment timeline, and providing valuable insights for informed hiring decisions.
BENEFITS OF ONLINETESTS
• Convenience: Candidates can take tests remotely.
• Efficiency: Screening process is streamlined.
• Fairness: Standardized assessment conditions ensure objectivity.
Q13. Write a short note on Interview.
• An interview is a structured conversation between an interviewer or panel and a candidate, conducted to assess the
candidate's qualifications, skills, experience, and suitability for a job position.
• Interviews are a crucial component of the hiring process, allowing employers to evaluate candidates' communication
skills, cultural fit, and their ability to handle job-related scenarios.They come in various formats, including one-on-one,
panel, behavioUral, and technical interviews.
• Effective interviews provide insights beyond a candidate's resume, aiding in making informed hiring decisions and
building successful teams.

Copyright © 2023 Jayanti Rajdevendra Pande.
All rights reserved.
This content may be printed for personal use only. It may not be copied, distributed, or used for any other
purpose without the express written permission of the copyright owner.
This content is protected by copyright law. Any unauthorized use of the content may violate copyright laws
and other applicable laws.
For any further queries contact on email: jayantipande17@gmail.com

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