Recruitment, Talent Acquisition, E-Recruitment, Selection process

RECRUITMENT AND SELECTION
DR. ANITA RATHOD

CONTENT :
Recruitment : Meaning, Definition, Need
Factors Affecting Recruitment, Internal and External Sources
of Recruitment and its Advantages and Disadvantages
Traditional and New Methods of Recruitment- E Recruitment,
Talent Acquisition
Difference between Recruitment and Talent Acquisition
Selection: Meaning, Definition, Process, Difference between
Recruitment and Selection,
Dr. Anita Rathod, BBA IB Dept., ICCS, Pune

RECRUITMENT
• According to Edwin B. Flippo, “It is a process of searching for prospective employees and
stimulating and encouraging them to apply for jobs in an organization.”
• According to Kempner, “Recruitment forms the first stage in the process which continues with
selection and ceases with the placement of the candidates.”
• According to Dale Yoder, “Recruitment is the process to discover the sources of manpower to
meet the requirements of the staffing schedule and to employ effective measures for attracting
that manpower in adequate numbers to facilitate effective selection of an efficient working
force.”

NEED OF
RECRUITMENT
Changes in organization
Retirement policy
Trends in internal and external environment
Resignation
Death, accidents, illness

FACTORS AFFECTING RECRUITMENT

SOURCES OF RECRUITMENT

INTERNAL RECRUITMENT
Advantages
 less expensive to recruit internally
 No need of job advertisements or recruitment agencies
 cost savings and efficiency gains
 More knowledgeable and familiar candidates with the organization's culture
Disadvantages
 No diverse work force
 Limited pool of candidates
 Difficult approach to carryout

EXTERNAL SOURCE OF RECRUITMENT - JOB
PORTALS
• Naukri.com
• Shine.com
• MonsterIndia
• Indeed.co.in
• TimesJobs
• SimplyHired
• JobsDB
• LinkedIn
• IndiGovtJobs
• FreshersWorld

VARIOUS METHODS OF RECRUITMENT
• Advertisements in local press 79%
• Recruitment agencies 76%
• Corporate website 75%
• Specialist journals and trade press 66%
• Job center Plus 51%
• Word of mouth/speculative applications 49%
• Employee referral scheme 47%
• National newspaper advertisements 45%
• Education liaison 37%
• Apprentices/work placements 36%
• Commercial job-board Internet sites 16%
• Posters/billboards 10%
• Radio/TV 7%
• Other 11%

MAIL FROM TIMES JOBS

CAMPUS RECRUITMENT

EXTERNAL RECRUITMENT
External recruitment is a type of recruitment where organizations rely on suitable applicants from outside the organization to fill a vacancy.
Advantages
 Wide Choice
 Injection of Fresh Blood
 Motivational Force
 Long Term Benefits
Disadvantages
 Expensive
 Time Consuming
 De motivating
 Uncertainty

E-RECRUITMENT
• E-recruitment, also known as
online recruitment, is the practice
of using technology and in
particular Web-based resources
for tasks involved with finding,
attracting, assessing, interviewing
and hiring new personnel.
• Some examples of E-Recruitment
are.
• LinkedIn
• FaceBook
• Rozee.pk

PURPOSE OF E-RECRUITMENT
The purpose of e-recruitment is to
• make the processes involved more efficient and effective,
• less expensive.
• To reach a larger pool of potential employees

E-RECRUITMENT COMPARISON

TALENT ACQUISITION
• Instead of a linear process, talent acquisition is a cyclical approach that’s geared towards building
relationships, anticipating future hiring needs, and creating a sustainable pool of candidates. It’s a
more strategic approach that develops and nurtures a talent pipeline with a long-term view.

1. Planning and Strategy
Establishing a solid talent acquisition strategy needs a lot of planning. Unlike recruitment, talent acquisition requires a deeper look at
understanding of future workplace needs. It’s a forward-thinking approach, looking through a wider lens, that takes into
acquisition doesn’t happen in a vacuum, the process involves more planning and strategizing.
2. Workforce Segmentation
Talent acquisition depends on understanding the different work segments within a company, as well as the different positions within
thorough understanding of your company’s inner workings, but you must also know the skills, experiences, and competencies that
3. Employer Branding
More than ever before, brands are going beyond attracting consumers to attracting talent. Ensuring that your company’s brand is
acquisition. This involves fostering a positive image and company culture and establishing a good reputation based on quality
candidates while giving them a look inside at what it’s like to work for your company.
4. Talent Scoping and Management
Top talent comes from many different places. Through talent acquisition, you’re researching and recognizing the different places
established contact with potential candidates, you have to maintain and build those relationships. All of this is done with the
positions right away but rather down the line.
5. Metrics and Analytics
Finally, no talent acquisition strategy is complete without using key metrics to conduct proper tracking and analysis.By collecting and
continuously improve your recruiting process and make better hiring decisions, ultimately improving your quality of hire.

• Recruitment Process –
• Vacancy – job analysis – Job Description – Job Specification – Recruitment/E
recruitment Sources – Get applications form candidates
• Selection – Getting applications..

SELECTION
• According to Stone, ‘Selection is the process of differentiating between
applicants in order to identify (and hire) those with a greater likelihood of success
in a job’.
• According to Harold Koontz, “Selection is the process of choosing from the
candidates, from within the organization or from outside, the most suitable
person for the current position or for the future positions.”

CONTD…
• According David and Robbins said, “Selection process is a managerial decision-
making process as to predict which job applicants will be successful if hired.”
• According to R.M. Hodgetts, “Selection is the process in which an enterprise
chooses the applicants who best meet the criteria for the available positions.”

PROCESS OF SELECTION

IMPORTANCE OF SELECTION
Procurement of Suitable Candidate is Possible
Reduces the Cost of Training and Development
Resolves Personnel Problems
Increase the overall performance of the organization
Meeting the goals of the organization
Time , Money and efforts will be reduced

TESTS
• Psychological Tests – Mental Performance
• Aptitude Test - capacity to learn the skills required on a particular job
• Intelligent Test - mental alertness and capacity of a person to grasp
• Interest Test - the ability of an applicant for occupation of different kinds
• Knowledge Test - depth of knowledge and proficiency in certain skills

CONTD…
• Projective Test – the applicant projects his personality into free responses about
pictures shown to him
• Personality Test - to judge the emotional balance, maturity and temperamental
qualities of a person
• Judgement Test - to apply knowledge judiciously in solving a problem
• Dexterity Test – determine an individual’s capacity to use his fingers and hands
in industrial work

INTERVIEWS
1. Formal and Informal Interview
2. Structured or Patterned Interview
3. Situational Interview
4. Behavioral Interview
5. Job Related Interview
6. Stress Interview

CONTD..
7. Group Interview
8. Depth Interview
9. Panel or Board Interview
10. Phone or Video Interviews
11. Exit Interview
12. Walk-in-Interview
13. Un-Structured or Non-Directed Interview

DIFFERENCE BETWEEN RECRUITMENT AND SELECTION,
BASIS FOR COMPARISON RECRUITMENT SELECTION
Meaning Recruitment is an activity of
searching candidates and
encouraging them apply for it.
Selection refers to the process of
selecting the best candidates and
offering them job.
Approach Positive Negative
Objective Inviting more and more candidates
to apply for the vacant post.
Picking up the most suitable
candidate and rejecting the rest.
Key Factor Advertising the job Appointment of the candidate
Sequence First Second
Process Vacancies are notified by the firm
through various sources and
application form is made available to
the candidate.
The firm makes applicant pass
through various levels like
submitting form, written test,
interview, medical test and so on.
Contractual Relation As recruitment only implies the
communication of vacancies, no
contractual relation is established.
Selection involves the creation of
contractual relation between the
employer and employee.
Method Economical Expensive

Basis Recruitment Selection
Meaning It is an activity of establishing
between employers and 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.
Approach It is a positive approach. It is a negative approach.
Sequence It proceeds selection. It follows recruitment.
Economy It is an economical method. It is an expensive method.
Time Consuming Less time is required. More time is required.

• https://theinvestorsbook.com/recruitment.html
• https://www.yourarticlelibrary.com/recruitment/recruitment-meaning-needs-and-
process-employee-management/29530

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