Recruitment and selection

1. RECRUITMENT
&
SELECTION 1

2. GROUP MEMBERS
 Ankita Srivastava
 Ayushi Srivastava
 Hrishikesh Pandey
 Ravikant
 Shivam Singh
 Sonali Mishra
2

3. outline
 INTRODUCTION
 RECRUITMENT
 PURPOSE AND IMPORTANCE
 FACTOR AFFECTING RECRUITMENT
 SOURCE OF RECRUITMENT
 PROCESS OF RECRUITMENT
 METHOD OF RECRUITMNT 3

4.  SELECTION
 SELECTION PROCESS
 BARRIER TO EFFECTIVE SELECTION
 DIFFERNCE BETWEEN RECRUITMENT & SELCTION
4

5. INTRODUCTION
People are integral part of any organization today. No
organization can run without its human resources. In highly
complex and competitive situation, choice of right person at
the right place has far reaching implications for an
organization’s functioning. Employee well selected and well
placed would not only contribute to the efficient running of
the organization but offer significant potential for future
replacement.
5

6. RECRUITMENT
RECRUITMENT is a process of searching for prospective
employees and stimulating them to apply for jobs of an
Organization.-EDWIN B. FLIPPO
Recruitment forms the first stage in the process which
continues with selection and ceases with the placement of
the candidates. -Kempner
6

7. PURPOSE & IMPORTANCE
Determine the present and future requirement of the
organization in conjunction with its personnel planning and
job analysis activities.
Increase the job pool of job candidates at minimum cost.
Help increase the success rate of the selection process by
reducing the number visibly under qualified or job application.
7

8. .
 Help reduce the probability that job applicants, once recruited
selected, will leave the organization only after a short period
of time.
 Meet the organizations legal and social obligation regarding
the composition of its workforce.
 Being identifying and preparing potential job applicants who
will be appropriate candidates.
 Increase organization individual effectiveness in the short
term and long term.
 Evaluate the effectiveness of various recruiting technique and
sources for all types of job applicants.
8

9. 9

10. FACTORS INFLUENCING RECRUITMENT
There are a number of factors that affect recruitment. These are
broadly classified into two categories:
 INTERNAL FACTORS
 EXTERNAL FACTORS
10

11. INTERNAL FACTORS
The internal factors also called as “endogenous factors” are the
factors within the organization that affect recruiting personnel in
the organization. Internal forces i.e. the factors which can be
controlled by organization are:
 RECRUITMENT POLICY
 SIZE OF ORGANISATION
 HUMAN RESOURCE PLANNING
 COST OF RECRUITMENT
 GROWTH AND EXPANSION
11

12. EXTERNAL FACTORS
The external forces are the forces which cannot be controlled by
the organization. The major external forces are:
 SUPPLY AND DEMAND
 LABOUR MARKET
 IMAGE/GOODWILL
 POLITICAL-SOCIAL-LEGAL ENVIRONMENT
 UNEMPLOYMENT RATE
 COMPETITORS
12

13. SOURCES OF RECRUITMENT
The searching of suitable candidates and informing them about
the openings in the enterprise is the most important aspect of
recruitment process.
There are several sources of recruitment and broadly classified
into:
 INTERNAL SOURCE
 EXTERNAL SOURCE
13

14. Internal sources
INTERNAL RECRUITMENT seeks applicants for positions
from those who are currently employed.
INTERNAL SOURCES include:
 PRESENT EMPLOYEE
TRANSFER
PROMOTION
 EMPLOYEE REFERRALS
 FORMER EMPLOYEES
 PREVIOUS APPLICANTS 14

15. EXTERNAL SOURCES
EXTERNAL SOURCE far outnumber the internal sources. It includes:
 PROFESSION OR TRADE ASSOCIATIONS
 ADVERTISMENTS
 EMPLOYMENT EXCHANGES
 CAMPUS RECRUITMENT’
 WALK-ins WRITE-ins & TALK-ins
 CONSULTANTS
 CONTRACTORS
15

16. CONTINUE...
 DISPLACED PERSONS
 RADIO AND TELEVISION
 ACQUISITIONS AND MERGERS
 COMPETITORS
 E- RECRUITING
16

17. INTERNAL vs. EXTERNAL SOURCES:
ADVANTAGES & DISADVANTAGES
INTERNAL SOURCE
ADVANTAGES DISADVANTAGES
• It is less costly. • It perpetuates the old concept of
doing things.
• Candidates are already oriented
towards company.
• It abets raiding.
• Organizations have better
knowledge about the internal
candidates.
• Candidates’ current work may be
affected.
• Enhancement of employee morale
and motivation.
• Politics play greater role.
• Good performance is rewarded. • Morale problem for those not
17

18. CONTINUE…
EXTERNAL SOURCES
ADVANTAGES DISADVANTAGES
• Benefits of new skills, new talents
and new experiences to
organizations.
• Better morale and motivation
associated with internal recruiting
is denied to the company.
• Compliance with reservation
policy becomes easy.
• It is costly
• Scope for resentment, jealousies
and heartburn are avoided.
• Chances of creeping in false
positive and false negative errors.
• Adjustment of new employees to
the organizational culture takes
longer time.
18

19. Recruitment process
“Recruitment process involves a systematic procedure from
sourcing the candidates to arranging and conducting the
interviews and requires many resources and time.”
19

20. 20
Personnel
Planning
Job
Vacancies
Job
Analysis
Recruitment
Planning
Numbers
Types
Strategy
Development
- Where
- How
- When
Employee
Requisition
Searching
Activation
- Selling
- Message
- Media
Applicant
Population
Applicant
Pool
Potential
Hires
Evaluation
&
Control
Screening
To Selection

21. 1. Job analysis
Job Analysis is a process to identify and determine in detail the
particular job duties and requirements and the relative importance of
these duties for a given job. Job Analysis is a process where judgments
are made about data collected on a job.
Job analysis consists of two parts:
 Job Description:
A job description is a list that a person might use for general tasks, or
functions, and responsibilities of a position.
 Job Specification:
Job Specification is a statement of the essential components of a job
class including a summary of the work to be performed, primary duties
and responsibilities, and the minimum qualifications and requirements
necessary to perform the essential functions of the job.
21

22. 2. Recruitment Planning:
The first step involved in the recruitment process is planning.
Here, planning involves to draft a comprehensive job
specification for the vacant position, outlining its major and
minor responsibilities; the skills, experience and qualifications
needed; grade and level of pay; starting date; whether temporary
or permanent; and mention of special conditions, if any, attached
to the job to be filled.
3. Strategy Development:
Once it is known how many with what qualifications of
candidates are required, the next step involved in this regard is
to devise a suitable strategy for recruiting the candidates in the
organization. 22

23. 4. Searching:
This step involves attracting job seekers to the organization. There are
broadly two sources used to attract candidates. These are:
 Internal Sources
 External Sources
5. Screening:
Though some view screening as the starting point of selection,
we have considered it as an integral part of recruitment. The
reason being the selection process starts only after the
applications have been screened and shortlisted. 23

24. 6. Evaluation & control
Given the considerable cost involved in the recruitment process, its
evaluation and control is, therefore, imperative.
The costs generally incurred in a recruitment
process include:
 Salary of recruiters
 Cost of time spent for preparing job analysis, advertisement
 Administrative expenses
 Cost of outsourcing or overtime while vacancies remain unfilled
 Cost incurred in recruiting unsuitable candidates 24

25. METHOD OF RECRUITMENT
Dunn and Stephen have broadly classified methods of recruitment into
three categories:
1. Direct Method
2. Indirect Methods
3. Third Party Methods
1. Direct Method: In this method, the representatives of the
organization are sent to the potential candidates in the
educational and training institutes. They establish contacts with
the candidates seeking jobs.
25

26. 26
2. Indirect Methods: Indirect methods include
advertisements in news papers, on the radio and television, in
professional journals, technical magazines etc. This method is
useful when:
(i) Organization does not find suitable candidates to be promoted to
fill up the higher posts
(ii) When the organization wants to reach out to a vast territory, and
(iii) When organization wants to fill up scientific, professional and
technical posts.
3. Third Party Methods: These include the use of private
employment agencies, management consultants, professional
bodies/associations, employee referral/recommendations, voluntary
organizations, trade unions, data banks, labor contractors etc., to
establish contact with the job- seekers.

27. 27

28. 28

29. SELECTION
Selection is the process of differentiating between applicants in order
to identify and hire those with a greater likelihood of success in a
job.
-STONE
“Selection is the process in which candidates for employment are
divided into two classes— those who
are to be offered employment and
those who are not”.
- Dale Yodev
29

30. Selection process
30

31. 31
Environment
Preliminary Interview
Selection Test
Employee Interview
Reference & Background Analysis
Selection Decision
Physical Examination
Job Offer
Employment Contract
Evaluation
Rejected
Applicants

32. 1. Environmental factors – Selection is influenced by several
factors. More prominent among them are supply and demand of specific
skills in the labor market, unemployment rate, legal & political
consideration etc.
2. Preliminary Interview – The applications received from job
seekers would be subject to security so as to estimate unqualified
applicants, this is usually followed by preliminary interview.
3. Selection Test – Job seekers who pass the screening and the
preliminary interview are called for tests. Generally, tests are used to
determine the applicant’s ability, aptitude & personality.
4. Employment Interview – The next step in the selection
process is employment interview. An interview is conducted at the
beginning and at the end of the selection process.
32

33. 5. Reference & Background Analysis – Many
employers request names, addresses and telephone number or
references for the purpose of verifying information and perhaps,
gaining additional background information on an applicant.
6. Selection Decision – After obtaining information through
the preceding steps, selection decision – the most critical of all the
steps, must be made.
7. Physical Examination – After the selection decision and
before the job offer is made, the candidate is required to undergo a
physical fitness test.
33

34. 8. Job Offer – The next step in the selection process is job
offer to those applicants who have crossed all the previous hurdles.
Job offer is made through a letter of appointment.
9. Contracts of Employment – After the job offer have
been made and the candidates accept the offer, certain documents
need to be executed by the employers and the candidates.
10. Evaluation of Selection Program – The broad test
of the effectiveness of the selection process is the quality of the
personnel hired. A firm must have competent and committed
personnel.
34

35. BARRIER OF SELCTION
The main objective of selection is to hire people having
competence and commitment. This objective is often
defeated because of certain barriers. The impediments to
effective selection of people at work can be explained as
under:
 INEFFECTIVE RECRUITMENT
 PERCEPTION
 STEREOTYPING
 GENDER ISSUE
 AGE /RACE ISSUE
35

36. CONTINUE…
 HALO EFFECT
 QUOTA
 FAIRNESS
 VALIDITY
 RELIABLITY
 PRESSURE
 NEPOTISM/ FAVORISM
 COST AND TIME
36

37. 37

38. Difference between Recruitment & Selection
Basis Recruitment SELECTION
MEANING It is an activity of establishing
contact between employers &
applicants.
It is a process of picking up
more competent and
suitable employees.
OBJECTIVE It encourages large number of
candidates for a job.
It attempts at rejecting
unsuitable candidates.
PROCESS It is a simple process. It is a complicated process.
HURDLES The candidates have not to
cross over many hurdles.
Many hurdles have to be
crossed.
ECONOMY It is an economical method. It is an expensive method.
APPROACH It is a positive approach. It is a negative approach.
38

39. Any query ??
39

40. 40