Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.



Published on

Published in: Business, Technology
  • Be the first to comment


  1. 1. Recruitment The Complete January 1, 2010 Authored by: Meyyappan
  2. 2. Recruitment - Author - Meyyappan.Vr Do Manpower Conduct an Give Challenging Job resource planning assessment Center assignment based on job analysis feedback Screen applications Psychometric test Prepare Specification of people task job Advertise post Assess Result requirements internally Develop Employee Internal Satisfactory Promote within the Profile Recruitment organization Select recruitment If Not Method External Recruitment Job analysisCampus Through Search Firms /Recruitment Advertisement Consultancies Application Offer Letter Referral Check Written Follow Up Examination Induction Preliminary Interview/Technical Negotiation Interview Emotional Medical Interviw/ Case Examination situation/ 1 Psychometric test
  3. 3. Recruitment - Author - Meyyappan.VrRecruitment:“The process of searching for prospective employees and stimulating them to apply for jobs inthe organization” - Edwin B. FlippoObjectives of recruitment: To attract people with multi-dimensional skills and experiences that suit the present and future organizational strategies To induct outsiders with a new perspective to lead the company To infuse fresh blood at all level of the organization To develop an organizational culture that attract competent people to the company To search or head hunt/head pouch people whose skill fit the companies values To devise methodologies for assessing psychological trait To seek out non-conventional development ground of talent To search for talent globally and not just with the company To design entry pay that competes on quality but not on quantum To anticipate and find people for position that do not exist yet Factors affecting recruitmentInternal factors External factorsCompanies Pay package Socio-Economic factorsQuality of work-life Supply and demand factorsOrganizational culture Employment rateCareer planning and growth Labour market conditionCompanies size Political legal governmentCompanies product services factors like reservation forGeographical spread of the SC/ST/BC and son-of-soil company’s operations Information system likeCompanies growth rate employment exchange/TeleRole of trade union recruitment like internetCost of recruitmentCompanies name and fame 2
  4. 4. Recruitment - Author - Meyyappan.VrRecruitment Process:Manpower planning:Manpower Planning which is also called as Human Resource Planning consists of putting rightnumber of people, right kind of people at the right place, right time, doing the right things forwhich they are suited for the achievement of goals of the organization. Human ResourcePlanning has got an important place in the arena of industrialization. Human Resource Planninghas to be a systems approach and is carried out in a set procedure. The procedure is as follows: Analyzing the current manpower inventory Making future manpower forecasts Developing employment programs Design training programsAnalyzing the current manpower inventory:Before a manager makes forecast of future manpower, the current manpower status has to beanalyzed. For this the following things have to be noted- 1. Type of organization 2. Number of departments 3. Number and quantity of such departments 4. Employees in these work unitsOnce these factors are registered by a manager, he goes for the future forecasting.Making future manpower forecasts: Once the factors affecting the future manpower forecasts are known, planning can be done for thefuture manpower requirements in several work units.The Manpower forecasting techniques commonly employed by the organizations are asfollows: i. Expert Forecasts: This includes informal decisions, formal expert surveys and Delphi technique. ii. Trend Analysis: Manpower needs can be projected through extrapolation (projecting past trends), indexation (using base year as basis), and statistical analysis (central tendency measure). iii. Work Load Analysis: It is dependent upon the nature of work load in a department, in a branch or in a division. iv. Work Force Analysis: Whenever production and time period has to be analyzed, due allowances have to be made for getting net manpower requirements. 3
  5. 5. Recruitment - Author - Meyyappan.Vr v. Other methods: Several Mathematical models, with the aid of computers are used to forecast manpower needs, like budget and planning analysis, regression, and new venture analysis.Developing employment programs- Once the current inventory is compared with futureforecasts, the employment programs can be framed and developed accordingly, which willinclude recruitment, selection procedures and placement plans.Design training programs- These will be based upon extent of diversification, expansion plans,development programs, etc. Training programs depend upon the extent of improvement intechnology and advancement to take place. It is also done to improve upon the skills,capabilities, knowledge of the workers.Recruitment methods:The two methods of recruitment are as follows:Internal Recruitment :It is a recruitment which takes place within the concern or organization. Internal sources of recruitment arereadily available to an organization. Internal sources are primarily three - Transfers, promotions and Re-employment of ex-employees. Re-employment of ex-employees is one of the internal sources ofrecruitment in which employees can be invited and appointed to fill vacancies in the concern. There aresituations when ex-employees provide unsolicited applications also.Internal recruitment may lead to increase in employee’s productivity as their motivation levelincreases. It also saves time, money and efforts. But a drawback of internal recruitment is that itrefrains the organization from new blood. Also, not all the manpower requirements can be metthrough internal recruitment. Hiring from outside has to be done.Internal sources are primarily three types a. Transfers b. Promotions (through Internal Job Postings) and c. Re-employment of ex-employees - Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also.External Recruitment:External sources of recruitment have to be solicited from outside the organization. External sources areexternal to a concern. But it involves lot of time and money .The external sources of recruitment include- Employment at factory gate, advertisements, employment exchanges, employment agencies,educational institutes, labour contractors, recommendations etc. 4
  6. 6. Recruitment - Author - Meyyappan.VrEmployment at Factory Level:This a source of external recruitment in which the applications for vacancies are presented on bulletinboards outside the Factory or at the Gate. This kind of recruitment is applicable generally where factoryworkers are to be appointed. There are people who keep on soliciting jobs from one place to another.These applicants are called as unsolicited applicants. These types of workers apply on their own for their job.For this kind of recruitment workers have a tendency to shift from one factory to another and thereforethey are called as “badli” workers.Advertisement:It is an external source which has got an important place in recruitment procedure. The biggestadvantage of advertisement is that it covers a wide area of market and scattered applicants can getinformation from advertisements. Medium used is Newspapers and Television.Employment Exchanges:There are certain Employment exchanges which are run by government. Most of the governmentundertakings and concerns employ people through such exchanges. Now-a-days recruitment ingovernment agencies has become compulsory through employment exchange.Employment Agencies: There are certain professional organizations which look towards recruitment and employment ofpeople, i.e. these private agencies run by private individuals supply required manpower to needyconcerns.Educational Institutions:There are certain professional Institutions which serve as an external source for recruiting freshgraduates from these institutes. This kind of recruitment done through such educational institutions iscalled as Campus Recruitment. They have special recruitment cells which help in providing jobs to freshcandidates.Recommendations:There are certain people who have experience in a particular area. They enjoy goodwill and a stand in thecompany. There are certain vacancies which are filled by recommendations of such people. The biggestdrawback of this source is that the company has to rely totally on such people which can later on prove to beinefficient.Labour Contractors:These are the specialist people who supply manpower to the Factory or Manufacturing plants. Throughthese contractors, workers are appointed on contract basis, i.e. for a particular time period. Underconditions when these contractors leave the organization, such people who are appointed have to alsoleave the concern. 5
  7. 7. Recruitment - Author - Meyyappan.VrJob analysis:Job analysis is the basis for selecting the right candidate. Every organization should finalize thejob description, job specification and employee specification before proceeding to the next stepof selectionSelection:Employee Selection is the process of putting right men on right job. It is a procedure ofmatching organizational requirements with the skills and qualifications of people. Effectiveselection can be done only when there is effective matching. By selecting best candidate for therequired job, the organization will get quality performance of employees. Moreover,organization will face less of absenteeism and employee turnover problems. By selecting rightcandidate for the required job, organization will also save time and money. Proper screening ofcandidates takes place during selection procedure. All the potential candidates who apply forthe given job are tested.But selection must be differentiated from recruitment, though these are two phases ofemployment process. Recruitment is considered to be a positive process as it motivates more ofcandidates to apply for the job. It creates a pool of applicants. It is just sourcing of data.While selection is a negative process as the inappropriate candidates are rejected here.Recruitment precedes selection in staffing process. Selection involves choosing the bestcandidate with best abilities, skills and knowledge for the required job.The Employee selection Process takes place in following order- 1. Preliminary Interviews It is used to eliminate those candidates who do not meet the minimum eligiblity criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews. 2. Application blanks The candidates who clear the preliminary interview are required to fill application blank. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc. 6
  8. 8. Recruitment - Author - Meyyappan.Vr 3. Written Tests Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased. 4. Employment Interviews It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in room. There should be an honest communication between candidate and interviewer. 5. Medical examination Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism.Psychometric test:Choosing a psychometric tool among the above, and the above tools are explained below 7
  9. 9. Recruitment - Author - Meyyappan.VrMBTIAn internationally recognized psychometric tool specifically helpful for individuals and teamsneeding to adapt quickly to new and changing environments, It gives knowledge on individualpersonality preferences, which when applied to a team context shows diversity andperformance potential for teams. Ideal for individuals and teams in transition, new teams in atough climate, building trust, self-awareness and cultural awarenessTMSDIThe Team Management Profile is based on a 60-item questionnaire and provides you withinformation about your work preferences. It is a starting point for consideration and discussion ofhow you approach your work and your interactions with others in the work place.SDIThe Strength Deployment Inventory (SDI) helps identify personal strengths in relating to othersand under two conditions:1. When everything is going well.2. When individuals are faced with conflict. It also suggests ways that one can deploy personal strengths to greatest effect and improverelationships with others. SDI will also indicate changes in motivation and related behaviorswhen faced with conflict and opposition, giving conflict sequences.This information is ideal for conflict awareness, prevention and management.FIRO BA powerful psychometric tool specifically helpful for teams focusing on their interpersonalbehavior, it builds trust and openness in a team and supports a team through different stages ofgrowth. Ideal for communication, trust, self-awareness, conflict and changeReference check:After compensation of the final interview and medical examination, the human resourcedepartment will engage in checking reference. Candidates are required to give the name ofreference in their application form. That reference may be from the individual who are familiarwith the candidate’s academic achievement or from the applicant’s previous employer, who iswell versed with the applicant’s job performance, and something from co-workers. Referralchecks are taken as a matter of routine and treated casually or omitted entirely in manyorganizations. But good referral check will fetch useful and reliable information to theorganizations. 8
  10. 10. Recruitment - Author - Meyyappan.VrPlacement:When once the candidate reports for duty, the organization has to place him initially in that jobfor which he is selected. Immediately the candidate will be trained in various aspects related tojob, Placement is a process of assigning a specific job to each of the selected candidates. Itinvolves assigning a specific rank and responsibility to an individual. It implies matching therequirements of a job with the qualifications of the candidate.The significances of placement are as follows: -* It improves employee morale.* It helps in reducing employee turnover.* It helps in reducing absenteeism.* It helps in reducing accident rates.* It avoids misfit between the candidate and the job.* It helps the candidate to work as per the predetermined objectives of the organization.Induction:Introducing the new employee who is designated in a job, job location, surrounding,organization, organizational surrounding, introducing him to his relevant group is the finalprocess in recruitment. Induction is the process of receiving and welcoming an employee when hefirst joins the company and giving him basic information he needs to settle down quickly andhappily and stars work.The significances of Induction are as follows: -.* To give new comer necessary information such as location of a café, rest period etc. *To build new employee confidence in the organization.* It helps in reducing labor turnover and absenteeism.* It reduces confusion and develops healthy relations in the organization.* To develop among the new comer a sense of belonging and loyalty to the organization.A formal induction programme should provide following information: -* Brief history and operations of the company.* The company’s organization structure.* Policies and procedure of the company.* Products and services of the company.* Location of department and employee facilities. *Safety measures. 9
  11. 11. Recruitment - Author - Meyyappan.Vr* Grievances procedures.* Benefits and services of employee.* Standing orders and disciplinary procedures.* Opportunities for training, promotions, transfer etc. *Suggestion schemes.* Rules and regulations. 10