The entire process of Recruitment and Selection is explained

2. COURSE:314
Lab in Recruitment and Selection
Objectives
1. To give hands on experience to students on Recruitment advertisements, profiling techniques
2. To acquaint students with different interviewing methods
Syllabus:
 Comparative study of 10 recruitment advertisements ( 5 from Newspaper & 5 from job portals)
& analysis of the same in the light of : Job Specification/ description, Mode of selection, Other
details - Documentation for Recruitment . 10 hrs
 Profiling Techniques : Personality, Aptitude, Competency . 10 hrs
 Interviewing: Study of Interview modes, List of questions for interviewers, Personal, Telephonic.
10 hrs

8. 25 Recruiting Tools and Documents
Every Company Should Have
1. Hiring roadmap
If your company has ambitious growth plans, you need to know what roles you’re
going to have to hire for and when. Completing a hiring roadmap helps your recruiting
team with planning and prioritization. Check out our guide “How to Create and
Execute a Long-Term Hiring Roadmap.”
2. Recruiting budget
In addition to having a long-term hiring roadmap, you need to know the total amount
of funds you’ll have available to execute it. A quarterly or annual recruiting budget
helps you form a viable recruiting plan. Our “Recruiting Budget Guide” can help you
calculate and plan hiring costs. You can also create a budget with our free template.
3. Hiring pipeline report
It’s always helpful to know what sources deliver the most candidates and how far they
progress through your hiring process. Insight into your hiring pipeline gives you the
opportunity to fine-tune your company’s hiring process. Download our “Hiring Pipeline
Audit” and identify how your end-to-end process can be improved.

9. 25 Recruiting Tools and Documents
Every Company Should Have
4. Compliance checklist
One of the most important parts of hiring is being aware of and complying with anti-
discrimination laws. If you fail to do so, your company is vulnerable to a lawsuit from
or penalty. Our “Hiring Laws and Compliance Checklist” gives U.S. companies an
overview of the laws they’re subject to.
5. Careers website
Every company should have a section of their website devoted to listing open roles
and providing an overview of what it’s like to be an employee. Check out “Elements
of a Great Careers Website” and learn what well-known brands include on their
careers site.
6. Job description template
Job descriptions should, of course, be tailored to the role but it doesn’t hurt to have
a partially completed template you can fill in. It can include your company overview,
employee perks and have an open space for the required skills and experience for the
role.

11. 25 Recruiting Tools and Documents
Every Company Should Have
7. Job profile
Before hiring for any role, you should sit down with the hiring manager and build a
profile for the ideal candidates they’re looking for. You can learn what specific skills
and background they’re seeking and use those details to complete the job
description.
8. Application screening questions
Modern online applications let you include open-ended questions, helping you learn a
bit more about each candidate up front. You can use the details gathered in your
meeting with the hiring manager to come up with a few questions for screening
applicants.
9. Job boards list
Job boards are the obvious place to post open jobs but there are so many to choose
from and some are best for specific types of roles. Having a list of job boards handy
for the different roles on your hiring roadmap will help your team stay on track.

12. 25 Recruiting Tools and Documents
Every Company Should Have
10. Social media account
Broadcasting your job openings on social media never hurts so be sure your recruiting
team has access to your corporate accounts or communicates with your social media
manager. You can also consider having devoted recruiting accounts but that might be
best for when you’re hiring for a lot of roles.
11. Employee experience content
A recruitment video, interviews with employees and blog posts on company news all
help attract promising candidates. You can post this content on your company careers
website and share it on social media so people get an idea of what’s great about being
an employee. Download our employer branding guide and learn how to create and
share recruiting content.
12. Prospecting templates
Instead of hoping the right candidates apply to your jobs, you can find the right
people and pitch your opportunity. The right messaging is key to capture their
attention so pre-written emails can be a helpful resource. We’ve created a few
templates and prospecting tips your team can use.

13. 25 Recruiting Tools and Documents
Every Company Should Have
13. Employee referral program
Incentivizing your current employees to recommend their contacts for jobs can have a
huge payoff. However, it’s important to clearly outline your policy so your staff knows
who they can refer and how they’re rewarded. Our employee referral program
template can help you create an easy-to-understand policy.
14. Recruiting agency audit
If your company currently works with a recruiting agency or is considering partnering
with one, you need to ensure they add value to your hiring efforts. Check out our
“Recruiting Agency Audit” and determine if you need an external firm.
15. Applicant rejection message
You should always let a rejected candidate know your team has reviewed their
application and passed on them so they can move on with their life. Your Applicant
Tracking System (ATS) should automatically send a message with a click-of-a-button.

14. 25 Recruiting Tools and Documents
Every Company Should Have
16.Video chat software
Doing an initial interview over the phone works fine but video chat lets you speak
with candidates face-to-face. Choose your prefered video chat software so every
hiring team member knows what to install on their computers.
17. Interviewee instructions
Preparing candidates for the in-person interview helps them feel comfortable and
ready to answer your questions. Have instructions ready to email a few days prior to
the interview consisting of directions to your office, a schedule of who they’ll meet
with and for how long and what they should wear.
18. Candidate evaluation rubric
It’s important hiring team members consistently evaluate candidates on criteria
important to the role. You should provide each interviewer with a rubric they can use
to rate each of the candidate’s qualifications on a numerical scale and write their
final thoughts.

15. 25 Recruiting Tools and Documents
Every Company Should Have
19. Interview questions list
“Winging it” when interviewing someone is never a good idea. Hiring team members should come
prepared with questions to ask so they can form a thorough and fair opinion on the
candidate. Our guide on situational and behavioral interview questions can help you figure out
what to ask.
20. Interviewee rejection message
Once again, you should notify candidates when they’re no longer under consideration for the job.
However, the rejection message sent to candidates who made it the interview stage should
include a little about why you’re not hiring them.
21. Selection criteria
When it comes time to make a hiring decision, the people involved should know exactly what to
take into account. You can use the job profile and candidate evaluation rubric to create a list of
all the factors the hiring committee should consider.
22. Background check provider
Before you make an employment offer final, you’ll likely need to run a background check on the
new hire. Be sure you have a background check provider available so you can easily take care of
this formality.

16. 25 Recruiting Tools and Documents
Every Company Should Have
23. Current employee salaries/compensation standards
It’s crucial to offer a new hire a fair salary that aligns with that of their peers. You
should have a list available of each current employees’ compensation so you know
what makes sense. Our guide to determining salary and compensation can help you
with this important step.
24. Employee Handbook
Providing a new hire a company handbook ensures they’ll understand all your
company’s policies. If you don’t yet have a handbook, this checklist consists of
everything it should include.
25. Onboarding Checklist
Onboarding a new employee is the final step in the hiring process. Spend a day or two
teaching them everything they need to know about being an employee of your
company before they start their job. Our “Onboarding Checklist” outlines what you
should include.

18. Personality Profiling
to make the decision about the right candidate for the position easier
and more reliable
There are three vital questions every employer needs to answer during the interview and selection process:
 Does the candidate have the right skills and experience?
 Do they have the required enthusiasm and motivation to do the job?
 Will they fit in, in terms of their personality, attitude and general working
In most working environments, it is the personality of staff, their colleagues and managers that affect the
overall success and performance of the organisation.
Personality profiling gives insight of aptitude and desire
With the help of psychological testing psychological profiles of the candidates are created in the following
areas:
 Competence and potential
 Personality traits
 Motivation, career ambitions and values
 When profiling we consider the requirements of the position, competences, personality traits and
motivational factors and give feedback to the client accordingly.

22. How do you use personality profiling when
recruiting?
 There are a number of ways you can use a personality profile in recruiting.
 Get the personality profile of each work environment you offer.
 Get the personality profile of each candidate and see if it is a reasonable
match for your work environment.
 Use the personality profile to create your priority short list.
 Use the personality profile report to interview candidates and get to know
them quickly.

23. personality profile
 A personality profile is a knowledge management tool used to provide an
evaluation of an employee's personal attributes, values and life skills in an
effort to maximize his or her job performance and contribution to the
company.
 Questions in a personality profile test, which can be taken traditionally or
online, are designed to seek out information about an employee's
temperament, decision-making methods, communication style and general
attitude towards work and recreation. The information is used to match the
right employee to the right project or task, especially when group work
 There are two generally accepted categories of personality profile
tests, trait and type .

24. Trait personality profile tests
 Trait personality profile tests, such as Orpheus, 16 PF, and OPQ, operate on
the assumption that personality is made up of a number of characteristics.
The goal of the test is to document the employee's characteristics and match
the characteristics to appropriate roles within the company.
 Type personality profile tests, such as Myers-Briggs, Insights Discovery, and
the Keirsey Temperament Sorter, propose that people fall into well-defined
categories. The goal of the test is to identify the category the employee
belongs to, share the information, and build team skills by having team
members become aware of the talents associated with each category.

33. Myers–Briggs Type Indicator
The Myers–Briggs Type Indicator (MBTI) is
an introspective self-report questionnaire with the purpose of
indicating differing psychological preferences in how people
perceive the world around them and make decisions Though the
test superficially resembles some psychological theories it is
commonly classified as pseudoscience, especially as it pertains
to its supposed predictive abilities.
The MBTI was constructed by Katharine Cook Briggs and her
daughter Isabel Briggs Myers.[4] It is based on
the conceptual theory proposed by Swiss psychiatrist Carl
Jung,[5]

39. Aptitude Profiling
 An aptitude test, by meaning, is any type of assessment that evaluates the
talent/ability/potential to perform a certain task, with no prior knowledge
and/or training. ... Bottom line, there are many different types
of aptitude tests used by employers during the recruitment process.
 They are used to assess candidates in terms of their skills, knowledge, ability
and personality. Aptitude tests are an accurate way of predicting the
potential contribution of a candidate and the likelihood of them achieving
success within the organization

40. Questions asked in Aptitude Tests
Numerical reasoning tests: These tests require you to answer questions based on
statistics, figures and charts.
Verbal reasoning tests: A means of assessing your verbal logic and capacity to
quickly digest information from passages of text.

41. Types of Aptitude Tests
 Numerical Tests
 Verbal Tests
 Logical Tests (abstract; inductive; deductive; diagrammatic)
 Spatial Reasoning
 Mechanical Reasoning
 Situational Judgment tests (SJT)
 Technical Tests
 Error-Checking Tests
 Concentration Tests

45. The National Police Officer Selection Test (POST) is an entry-level basic
skills test that helps law enforcement agencies select the most qualified
applicants by ensuring that candidates possess the basic cognitive skills
necessary to successfully perform the job.
The National Police Officer Selection Test | Stanard and Associates ...
HR Aptitude Test
Topics covered
•Conflict resolutions skills
• Communication skills
• Active listening skills
• Presentation skills
•Relationship building skills
•Test Duration: 20 minutes
• No. of Questions: 20
Useful for hiring
•HR Recruiter
•HR Executive
•HR Manager
Psychometric & aptitude testing for Executives in HR,
Recruitment, Training, OH&S
Psychometric testing companies offer a wide range of
psychometric tests (aptitude tests, personality tests and
skill tests) with different difficulty and complexity levels.
The combination of psychometric tests you will take and
their level of difficulty are typically matched to that of an
executive role in HR, recruitment, training and OH&S.

46. 10 of the best recruiting assessment
tools
 Athena Assessment
The Athena Quotient (AQ) evaluates candidates’ judgement, based on the idea that
good judgement is what makes people effective at their jobs. Once candidates have
completed the test, you instantly get a report on results.
 Berke
The Berke Assessment is a customizable test measuring personality and intelligence.
With Berke, you can also build “hiring profiles” – lists of desirable behavioral traits
and problem solving abilities – and compare each candidate’s results against them.
 Codility
Codility is a tech recruiting platform that supports coding challenges and online
technical interviews to help you evaluate Programmers. Use Codility to create tests,
evaluate candidates’ code and connect with the best candidates.

47. 10 of the best recruiting assessment
tools
 HireSelect® by Criteria Corp
HireSelect is a testing platform that provides online pre-employment aptitude, personality and skills
tests (e.g. typing, MS Office.) These tests are designed by Harvard psychologists and help you assess
candidates more objectively.
 HR Avatar
HR Avatar offers simulation-based, pre-employment tests that measure various factors like cognitive
ability and job knowledge. The tests are animated, instead of text-based, and simulate real job
situations (e.g. responding to a disgruntled customer.)
 Saberr
Saberr offers a way to assess cultural fit. This tool uses data and analytics to determine whether a
candidate has values similar to your team. Saberr also predicts whether that candidate could get along
well with each individual team member.
 Sales Assessment by the Objective Management Group (OMG)
OMG is well-known for its sales assessment, developed by the company’s founder and CEO Dave
Kurlan who is an expert in the field. OMG offers assessments for a variety of sales candidates,
including Salespeople, Sales Managers and VP of Sales.

48. 10 of the best recruiting assessment
tools
 Skillsarena
Skillsarena offers psychometric assessments and tests for many skills and
competencies including intelligence, communication, numeracy and computer skills.
This tool also has specific tests for industries like retail, housing, logistics and
finance.
 TestDome
TestDome provides a platform where you can customize programming tests for any
coding language or technology, and create your own exercises. You can also choose
general tests, like numerical and verbal reasoning. TestDome evaluates the
candidates’ code and answers to help you make better hiring decisions.
 Wonscore from Wonderlic
Wonscore is a pre-employment testing platform that assesses candidates for
motivation, personality and cognitive ability. The system produces scores for each of
these three factors and one unified score (“Wonscore.”) You can choose from a variety
of industry- and job-specific tests that best match the role you’re hiring for.

54. STRESS INTERVIEW
This style is used primarily by interviewers
who are hiring for positions where there is
a high level of daily stress in the work
environment (i.e., sales, stockbroker,
etc.).
strange question: For instance, some interviewers like
to ask questions such as, “How many ping pong balls can
fit in a 757 jet?” To answer a question like this, break it
down into smaller, more manageable components
Verbally convey your decision making process The
interviewer will be less focused on whether or not you
came to the “right” answer and more focused on your
ability to problem-solve and think logically.
•One-on-one interview. ...
•Panel interview. ...
•Group interview. ...
•Lunch interview.

60. BEHAVIORAL INTERVIEW
This approach is based on the belief that past performance is the best predictor of future behavior.
Therefore, behavioral interview questions are designed to probe your previous experiences in order to
determine how you might behave in similar situations in the future. In this type of interview, you will not be
asked hypothetical questions about how you would handle a situation if confronted with it in the future. Instead
you will be asked how you did handle a specific situation when you encountered it in the past. Keep in mind
that employers are not interested in what you should have done, or what you will do next time...they want to
know what you actually did. Behavioral interview questions generally start with any one of the following
phrases:
 Tell me about a time when you...
 Describe a circumstance when you were faced with a problem related to...
 Tell me how you approached a situation where...
 Share with me an instance in which you demonstrated...
This type of question requires you to tell stories from your past. These stories will be evaluated for evidence of your
intellectual competence, leadership, teamwork, personal skills, adjustment and flexibility, motivation, communication
skills, administrative skills, and technical abilities.
Preparing for a behavioral interview:
 First identify the skills and strengths that the employer is seeking.
 Next, reflect on your past experiences (educational, employment, extra-curricular, personal) in order to identify situations
in which you clearly demonstrated the identified skills.
 During the interview, you must be able to recount these circumstances articulately and in a manner which showcases your
strengths. A thorough answer should describe the Situation, the Tasks with which you were charged, the Action you took,
and the Result of your action (STAR Method of responding to behavioral interview questions.)

62. PROBLEM SOLVING OR CASE INTERVIEW
Objective: To test a candidate's analytical ability and communication skills.
In a problem solving or case interview, you will be presented with a real or
simulated problem to consider and solve.
You are not necessarily expected to arrive at the "correct answer."
What the interviewer is most concerned with is your thought process, so be sure
to "think out loud" when responding to this type of question.
An effective answer is one which demonstrates your ability to break a problem
down into manageable pieces and to think clearly under pressure

63. PANEL INTERVIEW
 Employers often like to gather the opinions of several members of their staff prior to
deciding which candidate to hire.
 To accomplish this, panel interviews are often used where one candidate may be interviewed by
a few people at once.
 In a panel interview, take note of each interviewer’s name, and refer to them by their names.
 When giving your answers, focus on the person who asked you the question, but make eye
contact with the other members in the group from time to time Panel interviews can vary in
style and tone, but generally they will be more formal and include behavioral based questions

64. Interview Questions
 Tell me about… ...
 Have you worked for our company in the past? ...
 Tell me about a time when you had a disagreement at work and how you
handled it. ...
 What was the best job you've had and why? ...
 How do you like to be managed? ...
 What did you like most about (a job on their resume)?
 Why should I hire you?
 What skills can you contribute to this position?

65. Interview Questions
 What type of projects do you enjoy working on?
 What are your minimum salary requirements?
 What other positions are you currently interviewing for?
 What do you want my hiring manager to know about you, specifically?
 What would your current employer need to offer in order to keep you?
 Understanding that you’re happy in your current position, what factors would
you consider if you were to make a career change at this time?
 Why did you leave your last role?
 What steps or techniques do you take to ensure you meet the commitments of
your role?

66. Dr. Rashmi Hebalkar
Founder Director,
Prabodhan Management Consultancy and Research
Chairperson,
Indian Society for Training and Development: Pune Chapter
(www.drrashmihebalkar.com)
rashmihebalkar@rediffmail.com
9822590354