HRM Function of recruitment

1. Shila
Recruitment

2. Recruitment
 Definition Of Recruitment: Finding and
Attracting Applications
 “Recruitment is the Process of finding and
attracting capable applicants for employment. The
Process begins when new recruits are sought
and ends when their applications are submitted.
The result is a pool of application from which new
employees are selected.”

3. Meaning of Recruitment
 Recruitment is understood as the process of
searching for and obtaining applicants for jobs,
from among them the right people can be
selected. Though theoretically recruitment
process is said to end with the receipt of
applications, in practice the activity extends to the
screening of applications so as to eliminate those
who are not qualified for the job.

4. Purpose & Importance of
Recruitment
 Determine the present and future requirements in
conjunction with personnel planning and job analysis
activities
 Increase the pool of job candidates at minimum cost
 Help increase success rate of selection process by
reducing number of under-qualified or over-qualified
applications.
 Reduce the probability that job applicants once
selected would leave shortly
 Meet legal and social obligations
 Identify and prepare potential job applicants
 Evaluate effectiveness of various recruitment
techniques and sources for job applicants.

5. Factors affecting recruitment process
 External Factors:
 Demand and Supply (Specific Skills)
 Unemployment Rate (Area-wise)
 Labor Market Conditions
 Political and Legal Environment (Reservations, Labor
laws)
 Image
 Internal Factors
 Recruitment Policy (Internal Hiring or External Hiring?)
 Human Resource Planning (Planning of resources
required)
 Size of the Organization (Bigger the size lesser the
recruitment problems)
 Cost
 Growth and Expansion Plans

6. Recruitment Process
 Recruitment Planning
 Number of contacts
 Types of contacts
 Recruitment Strategy Development
 Make or Buy Employees
 Technological Sophistication
 Where to look
 How to look

7.  Internal Recruitment (Source 1)
 Present employees
 Employee referrals
 Transfers & Promotions
 Former Employees
 Previous Applicants
 Evaluation of Internal Recruitment

8.  External Recruitment (Source 2)
 Professionals or Trade Associations
 Advertisements
 Employment Exchanges
 Campus Recruitment
 Walk-ins Interviews
 Consultants
 Contractors
 Displaced Persons
 Radio & Television
 Acquisitions & Mergers
 Competitors
 Evaluation of External Recruitment

9.  Searching
 Source activation
 Selling
 Screening of Applications
 Evaluation and Cost Control
 Salary Cost
 Management & Professional Time spent
 Advertisement Cost
 Producing Supporting literature
 Recruitment Overheads and Expenses
 Cost of Overtime and Outsourcing
 Consultant’s fees

10.  Evaluation of Recruitment Process
 Return rate of applications sent out
 Suitable Candidates for selection
 Retention and Performance of selected
candidates
 Recruitment Cost
 Time lapsed data
 Image projection

13. Recruitment Process
 Broadly, there are five steps of recruitment
process in HRM which is used by many
companies in corporate world to increase the
efficiency of hiring. The five Recruitment Process
Steps ensure that recruitment takes place without
any interruption and within the allotted time
period. It also helps to maintain compliance and
consistency in the recruitment process.

14. Process Continued…..
Five Recruitment Process Steps:
 Recruitment Planning
 Strategy development
 Searching
 Screening
 Evaluation and control

15. Recruitment Planning
 It is the first step of HR Recruitment Process in
which the job vacancies in the organization are
analyzed and relevant job description is prepared.
It also includes preparation of job specification
and details about qualification and skills needed
to perform the job.
 This step is very vital for recruitment process as it
helps in attracting the right and suitable
candidates for the job. Based on the education
and experience requirement described in the
recruitment plan a pool of interested candidate
can be created.

16. Strategy Development
 After the job description and job specification is
prepared the organization decides the number of
recruits needed to work on the profile to close the
vacancy as soon as possible. The recruiter
decides the strategy that should be adopted for
successful recruitment of employee. The strategic
draft includes the following point:-
a. Sources of Recruitment- Based on the job
position and skills required to perform the job the
recruiter choose the source of recruitment. The
internal and external are the two categories of the
recruitment source. This decision is critical as rest
of the recruitment strategy is based on this step
of recruitment.

17. Strategy Development Continued…..
b. Methods of Recruitment- The HRM department decides
on the method of recruitment whether the firm wants to
recruit the candidate using direct or indirect method. A lot
of companies now are using third party recruitment method
and outsourcing some part of recruitment process to the
experienced consulting firms.
c. Geographical Area- The location of job is fixed and thus
recruitment team has to decide the area from which they
can search candidates who want to join the job. The area
in which large amount of qualified candidates are located
is selected to search the suitable employee for the
organization.
d. Make Employees or Buy Employees- The investment
required for recruitment is depending on this decision. The
organization can choose to select the skilled employees
and pay them appropriate salary or can selected less
qualified people and trained them to perform better.

18. Searching
 The searching step is divided into two parts that
is :
i. Source activation
ii. Selling.
 The activation took place when the department
which has vacancy confirms it to the HR manager
about the requirement; also approve the draft of
job description as well as specification. Under
selling the organization selects the channel of
communication to reach the prospective
candidates.

19. Screening
 Once the job applications are received by the HR
Recruiter it starts the screening process. It is a
step in which the application are shortlisted for
the further selection process. After short-listing of
application based on the job specification the
selection process begins. At the early stage the
recruiter has to remove the applications which are
clearly under qualified and not suitable for the
job.

20. Evaluation and Control
 The validity and effectiveness of HR Recruitment
Process is assessed in this step. The step is
essential as organization has to check the cost
incurred during recruitment and the output in
terms of selection of suitable candidates and their
joining.
 The cost of recruitment includes the time spent
by the management by involving in the
recruitment process, the cost of advertisement,
selection, consultant fees in case of recruitment
outsourcing and also the salaries of recruiter.
 The output is calculated in terms of selection and
how soon the employee as joined the
organization also the suitability as well as

21. Innovation in Recruitment
Process
 Use data
Via what channel do your candidates come in?
Which channel gets you the most successful
hires? How long does it take from the moment
you decide you need a new employee to the
moment they actually start on the job?
A modern recruitment strategy needs to make use
of data, so even if this is not a “method” of
candidate selection, we believe it’s the most
important tactic you can use for taking your hiring
efforts to the next level.

22. Innovative recruitment process
continued……….
 Employer review sites
Sites like Glassdoor should be a part of every
company’s recruitment strategy. We live in an era
where pretty much everything gets liked or disliked
online; employers included.
 Managing the aging workforce
Your older workers have a wealth of experience, they
can transfer their knowledge to younger employees.
In return, younger workers may have an innovative
way of looking at certain processes that they can
share with their more experienced peers. So, include
your experienced workers in your recruiting plans. Ask
top performers to delay their retirement.

23. Continued………
 Video Interviewing
This one is pretty self-explanatory. That doesn’t make it
a less effective recruiting method though. On the
contrary. Using video technology can be a great
option when you’ve got candidates that live abroad; it
saves both them and you heaps of time – and money
– and you can still benefit from a much larger
candidate pool.
 Employee referrals
When it comes to recruitment methods, employee
referrals are among the most effective ones. Referred
new hires are usually more engaged, more productive
and less likely to leave.

24. Continued………
 Social Media
If you don’t use social media yet as a part of your
online recruiting efforts, it’s time to get started.
Particularly younger generations of job
seekers use some kind of social channel when
they’re looking for a job – 86% to be exact.
The possibilities of social media are endless and
now go far beyond the big four (Facebook,
Twitter, Instagram, and LinkedIn). Recruiters are
starting to think outside the social box and try
places like Tinder, Snapchat, and Bumble to find
new talent.

25. Continued……..
 Here are two prominent examples of such innovative
best recruitment process practices used by McDonald
and Amazon
 McDonald use Snap chat to recruit
 People of age 20-25 are very much active on Snap
chat. The digital natives younger generation is active
on this app and the organization can grab their
attention to include them in workforce. Snap chat is
now used as way to create a employer brand and
attract young people towards the job opening. It is
now a full blown recruiting strategy used by big
companies like McDonald and Grubhub. McDonald
used video ads and applications to convey the
prospective employees about the job vacancy in the
organization.

26. Continued……….
 McDonald has also released 10-second video
ads in which their current employees are featured
and they are talking about their experience to
work with McDonald. The person who is
interested in the job can swipe up the video and
they will be redirected to the career webpage of
the company. The interested candidate can also
try virtually the uniform of McDonald and send a
10 second video to the employer about why they
will be great employee of the company.
 It is a fun and simple way to attract candidates
and create a talent pool for the company.

27. Continued……..
 Peer-reviewed hires by Amazon
 The existing employees can set proper measure for the
future workforce of the company. The peer review is an
excellent way to shortlist the candidate for the selection
process. The employees who are working with the
company are familiar with the workplace environment,
unique job requirement and everyday job demands. If a
peer rejects a candidate they can be deemed as
unsuitable after thorough review.
 Amazon is using this unique hiring strategy under the
program “bar raiser”. Here the employees voluntarily
participate in the interview committees. They interview the
applicant in person or via phone. The employee then
submits the evaluation and collaborates with other peers
who have interviewed the same applicant. The candidate
are rejected if the bar raisers do not approve them. It is a
way of crowd-sourcing the employees of the company

28. Selection
 MEANING OF SELECTION:
 Selection is the process of picking up individuals
(out of the pool of job applicants) with requisite
qualifications and competence to fill jobs in the
organization. A formal definition of Selection is as
under
 Definition of Selection: Process of
differentiating
 “Selection is the process of differentiating
between applicants in order to identify and hire
those with a greater likelihood of success in a
job.”

29. Difference between recruitment &
Selection

30. Process of Selection
 Preliminary Interview: The purpose of preliminary
interviews is basically to eliminate unqualified
applications based on information supplied in
application forms. The basic objective is to reject
misfits. On the other hands preliminary interviews is
often called a courtesy interview and is a good public
relations exercise.
 Selection Tests: Jobseekers who past the
preliminary interviews are called for tests. There are
various types of tests conducted depending upon the
jobs and the company. These tests can be Aptitude
Tests, Personality Tests, and Ability Tests and are
conducted to judge how well an individual can
perform tasks related to the job. Besides this there
are some other tests also like Interest Tests (activity
preferences), Graphology Test (Handwriting), Medical

31. Process of selection
continued…….
 Employment Interview: The next step in selection is
employment interview. Here interview is a formal and
in-depth conversation between applicant’s
acceptability. It is considered to be an excellent
selection device. Interviews can be One-to-One,
Panel Interview, or Sequential Interviews. Besides
there can be Structured and Unstructured interviews,
Behavioral Interviews, Stress Interviews.
 Reference & Background Checks: Reference
checks and background checks are conducted to
verify the information provided by the candidates.
Reference checks can be through formal letters,
telephone conversations. However it is merely a
formality and selections decisions are seldom affected

32. Continued……….
 Selection Decision: After obtaining all the
information, the most critical step is the selection
decision is to be made. The final decision has to
be made out of applicants who have passed
preliminary interviews, tests, final interviews and
reference checks. The views of line managers are
considered generally because it is the line
manager who is responsible for the performance
of the new employee.
 Physical Examination: After the selection
decision is made, the candidate is required to
undergo a physical fitness test. A job offer is often
contingent upon the candidate passing the

33. Continued………..
 Job Offer: The next step in selection process is
job offer to those applicants who have crossed all
the previous hurdles. It is made by way of letter of
appointment.
 Contract of Employment: After the job offer is
made and candidates accept the offer, certain
documents need to be executed by the employer
and the candidate. Here is a need to prepare a
formal contract of employment, containing written
contractual terms of employment etc.

34. Standard Selection Conditions
 A test, an interview, or a certificate of high
educational qualification could be used as tool to
make selection if its administration yield different
results for different candidates. This instrument or
the device is called selection device.
 A chosen selection tool must have two very
important qualities:
 1. It should be valid and
 2. It should be reliable.

35. Validity
 A valid selection device would be one that when
administered on a group of candidates generates
results that are related well with the specific
criteria or objectives of selection.
 Example – If the criterion of selection of a hotel
manager is his/her ability to work with room boys,
then we can use a behavioral test to select a
hotel manager only if behavioral test scores of a
group of hotel managers are correlated well with
their measured ability to work with the room boys.

36. Cont.
 If a hotel’s objective is to select a manager with
aptitude to work with room boys, then obviously it
cannot use a meter stick to make the choice as
there is no proven relation between the height of
a manager and his/her ability to work with room
boys!
 In the context of strategic selection, the issue of
validity assumes special significance. This is
because many of the strategy-related skill
requirements for a key manager are based on
inadequate analysis and incomplete information.

37. Reliability
 Through the process of selection, the selection
committee members try to assess those qualities
and characteristics of a candidate that are
normally not visible from the objective information
provided by him/her. Many of these qualities and
characteristics are intangible in nature and their
assessments are open to varying degree of
subjective errors.

38. Steps to validate a test
 In order for a selection test to be useful, you need
evidence that scores on the test relate in a
predictable way to performance on the job. Thus,
a student who score high on admission test, do
better on graduate school.
 Applicants who do better on mechanical
comprehension test, can perform as better
engineer. In other words, you should validate a
test before using it by ensuring that scores on the
test are a good predictor of some criterion like job
performance.

39. Cont………..

40. Cont.

41. Cont……….

42. Cont…….