Recruitment selection and process of top companies
Recruitment Selection and
Sanvels Consulting Services I Pvt. Ltd.
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 ensures that
– Right number of people
– Right kind of people
– At the Right time
– At the Right place
– Doing the Right things for which they are suited
for achieving the goals of the organization.
Factors affecting Manpower Planning
• Sales and production forecasts
• The effects of technological change on task needs
• Variations in the efficiency, productivity, flexibility
of labor as a result of training, work
study, organizational change, new
• Changes in employment practices (e.g. use of
subcontractors or agency staffs, hiving-off
tasks, buying in, substitution, etc.)
Factors affecting Manpower Planning
• Variations, which respond to new
legislation, e.g. payroll taxes or their
abolition, new health and safety requirements
• Changes in Government policies (investment
incentives, regional or trade grants, etc.)
• Recruitment is not about filling 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
Recruitment is a critical management
function that all levels of the organization need
to be involved in planning and implementation
Global Sourcing is
changing the shape of the
• Features of the ‘New’ World
• global sourcing barriers fading away
• Disappearance of the Time Zones
• Transformation of the work processes into
pieces that can be constructed and
Changing Role of HR: Modified
• Currently organisations use one or more of the following staffing
• Decentralized Staffing Model —Allows individual business units to
develop and fill their own staffing plans.
• Hybrid Staffing Model —Combines decentralized approach with
certain centralized (or shared services) components.
• Outsourced Staffing Model —Promotes efficiency, consistency and
potential cost saving
• HR Business Partner Structure —HR business partners work with
designated business units.
How do organizations structure their
• Three Main Functions of Recruitment Process
– Attract a pool of suitable candidates
– Deter unsuitable candidates from applying
– Create a positive image of the organization
Recruitment from Inside
Career plan for existing workers &
Existing employees may not bring-in new ideas
to their new job (inbreeding).
Motivator for good performance
Lower level employees may not have capacities
required at higher jobs.
Relatively easier assessment of
applicants as information is available
Reduced recruitment costs (travel
Causes succession of promotions
Have to hire only at entry level.
High-powered employees might not be able to
wait long enough for their turn (―political‖
infighting for promotions).
Internal strife for the post might impact
negatively on possibilities for team work
among existing employees.
Need for management development program
Recruitment from Outside
Larger pool of talent.
Objectivity and extensive effort put into the
process likely to lead to a better candidate
New industry insights, ideas, way of thinking
& approaches might challenge existing norms
and act as catalyst in continuous improvement/
Cheaper and faster than training professionals.
No group of political supporters in
Relatively higher costs.
Risky of getting the wrong person.
May cause morale problems for
internal candidates not selected.
• Job Posting
• Skills Data Base
• Employee Referrals by Other
Passive Recruiting (Unsolicited application)
Despite the importance of strategic workforce
planning, most HR departments have not yet developed a
formal plan to participate in their companies’ business
Ninety percent of HR departments have no independent
planning and forecasting function, and many HR
departments have no formal staffing strategy of any kind.
Rather, they tend to operate independently of the business
cycle, developing reactive staffing solutions instead of
proactive strategies that anticipate movements in the
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?
• 1. Business strategy —Integrates projected
company growth in terms of activity, output and
• 2. Human capital need —Translates business
strategy into staffing requirements.
• 3. Projection of future vacancies — Based on
difference between staffing requirements and
Strategic Recruiting Stages
Human Resource Planning
How many employees are needed?
When employees will be needed?
What specific KSA’s are 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
• 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 knowledge
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
• Assessment Centres – battery of tests
Choice of Selection Methods
• Number of applicants
• Criticality of position
• Cost/effort involved
• Predictive validity
• Extent of preparation required
When using psychological tests..
• Clearly identify the objectives
• Uses a battery of test that can give range of information
• Have trained psychologists conduct and interpret tests
• Use personality testing as an adjunct to the recruitment
or career planning process and exploit its
• Adapt tests to Indian situations
Determining Selection Standards
• Sources of Information about Applicants
• Application Forms
• Reference Checks
• Physical Examination
• Selection Tests (Reliability & Validity)
• The Selection Interview
Recruitment: Return on Investment
• Recruitment return on investment
(ROI) understands and compares the
elements, costs and risks of a
recruitment related project to the
What to Measure: Hiring
RE = RT+TF+HR+C/H +QH
Overall Recruiter effectiveness
Time to Fill
Cost Per Hire
Quality of Hire
Number of Indices Used.
Cost Per Hire
CPH = SC+ST+MC+PC+TR=RL+MS
Sourcing costs (Advertising + Agency Fees + Employee Referrals)
Staff Time [Travel + Interview ] x [Recruiter Pay and Benefits] or External
Management Time x Managements Pay and Benefits
Processing Costs/ Operating Expenses
Travel Cost of Applicants
Full Time or Part Time Employees Hired
Quality of Hire (QH)
QH = PR + HP + HS
Average job performance ratings of new hires
Percent of new hires promoted within one year
Percent of new hires retained after one year
Number of indicators used
Satisfaction of new employees with hiring.
Satisfaction of managers with new employees.
Time to Fill
TF =RR – OD
Date requisition is received
Date offer is accepted
Number Hired (Hit Rate)
HO = OA/OE
Percentage of offers that result in hire
The Employment Value Proposition
The set of attributes that the labor market and employee perceive as the value they gain
through employment in the organization.
Well know Brand
Product/ Service Quality
Corporate Leadership Council
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