The document discusses recruitment and selection processes. It defines recruitment as finding and attracting capable applicants, and selection as choosing the most suitable candidates. It describes the different sources of recruitment like internal and external sources. It also discusses the purpose, importance, factors, and types of recruitment needs. The document then explains the selection process and compares recruitment with selection. Finally, it provides examples of how the COVID-19 pandemic has affected recruitment processes.

1. Recruitment & Selection
Dr. Parveen Kaur Nagpal

2. Dr. Parveen Kaur Nagpal

3. Recruitment
• Recruitment is the process of finding and attracting capable applicants to
apply for existing and anticipated job openings.
• Process to discover sources of manpower to meet
the requirements or the staffing schedule and to
employ effective measures for attracting manpower
in adequate number to facilitate the selection of an
efficient working force.
Dr. Parveen Kaur Nagpal

4. Recruitment
• Recruitment is therefore a positive process of searching for prospective
employees and stimulating them to apply for the jobs in the organization.
• Recruitment precedes selection and includes analyzing the requirements of
a job, giving publicity to the vacancies and attracting employees to that job.
Dr. Parveen Kaur Nagpal

5. Types of Recruitment Needs
1. Planned – Needs arising due to the changes in organization and retirement
policy.
2. Anticipated – Those movements in personnel, which an organization can
predict by studying trends in internal and external environment.
3. Unexpected – Resignation, deaths, accidents, illness give rise to
unexpected needs.
Dr. Parveen Kaur Nagpal

6. Purpose and Importance of Recruitment
• Help increase the selection rate of selection process by decreasing number
of visibly under qualified or over qualified job applicants
• Help reduce the probability that job applicants once recruited and selected
will leave the organization only after a short period of time
• Meet the organizations legal and social obligations regarding the
composition regarding the composition of its workforce
• Begin identifying and preparing potential job applicants who will be
appropriate candidates.
• Increase organization and individual effectiveness of various recruitment
techniques and sources for all types of job applicants.
Dr. Parveen Kaur Nagpal

7. Recruitment Policy
Recruitment policy of any organization is derived from the personnel policy of
the same organization
It should take into account the government reservation policy, policies
regarding sons of the soil and the personnel policies of other organizations
regarding merit, internal sources, social responsibility in absorbing minority
sections, women etc.
Dr. Parveen Kaur Nagpal

8. Factors Affecting Recruitment
Dr. Parveen Kaur Nagpal

9. Sources of Recruitment
Internal Sources External Sources
Internal notification Campus Recruitment
Promotion Advertisement
Transfer Job Board
Employee Referral Internship
Placement Consultancy
Casual Callers
Dr. Parveen Kaur Nagpal

10. Dr. Parveen Kaur Nagpal

11. Dr. Parveen Kaur Nagpal

12. Dr. Parveen Kaur Nagpal

13. Dr. Parveen Kaur Nagpal

14. Recruitment Agencies
• Recruitment agencies are external agencies / outside firms that find suitable
candidates for employers.
• These search agencies are hired by companies wishing to fill a particular
position within their organization.
• The recruitment agency uses the details provided by the company to place
an advertisement on appropriate websites so that jobseekers can apply.
• There are several organizations that depend on recruitment agencies.
However, it should not be the only source of recruitment. Along with it,
there should be other options explored like the newspaper ads, online job
sites, college placement offices, etc.
Dr. Parveen Kaur Nagpal

15. Recruitment Agencies
Role of Recruitment Agencies:
• Human resource database
• Human resource planning
• Determine appropriate source of recruitment
• Shortlist and select candidates
• Training
• Provide employees on temporary basis
• Offer options to candidates
• Ease the burden of HR
Dr. Parveen Kaur Nagpal

16. Selection
Selection can be defined as process of choosing the right person for the right
job from a pool of different candidates who applied for a certain job.
To select means to choose. Selection is the process of choosing people by
obtaining and assessing information about the applicants (age, qualification,
experience and qualities) with a view of matching these with the job
requirements and picking up the most suitable candidates.
Online selection process is a quick, cost-effective and error-free method of
hiring candidates especially when they are located at far away places. It saves
time and costs for both employer as well as employee.
Dr. Parveen Kaur Nagpal

17. Process of Online Selection
Job Analysis
Electronic Applicant
Screening of Applications
Online Tests
Online Interview
Reference Check
Personal Interview
Medical Check
Selection Decision/ Job OfferDr. Parveen Kaur Nagpal

18. Recruitment v/s Selection
Sr.
No. Recruitment Selection
1
Meaning: Recruitment is the process
of searching for prospective
candidates and simulating them to
apply for job in the organization.
Selection is a process of choosing the most
suitable candidates out of those who are
interested and qualified for the job.
2
Purpose: To attract maximum number
of interested candidates through
applications
To select the best candidate out of those
qualified and interested in the appointment
3
Priority: Recruitment is prior to
selection, creates base for scientific
selection. (Recruitment precedes
selection)
Selection follows recruitment.
Dr. Parveen Kaur Nagpal

19. Recruitment v/s Selection
Sr.
No. Recruitment Selection
5 Nature of Function: Positive function
Negative function of eliminating unsuitable
employees
6 Length of Process: shorter process Lengthy and complicated process
7 Cost Involved: Relatively inexpensive Expensive affair
Dr. Parveen Kaur Nagpal

20. An inside look at Google’s hiring and onboarding processes
(By Michael Klazema, betanews)
• As one of the most iconic IT companies in the world, Google is a popular
place to work.
• Reports have indicated the company gets about one million resumes every
single year.
• Google needs to have a solid system in place
to narrow down its applicant pools and choose
the best people for each open position.
• Google is an IT mega giant with tons of
employees and a true global presence.
However, Google’s hiring process begins not
so differently from many other companies.Dr. Parveen Kaur Nagpal

21. An inside look at Google’s hiring and onboarding processes
Step 1: The Application
Google Careers website
Each job listing includes a lot of details about the position and what Google
offers as an employer.
Job seekers will be able to see the job title, category, and location as well as a
description about what the role entails.
Job listings include bulleted lists of job responsibilities, minimum
qualifications, and preferred qualifications.
Dr. Parveen Kaur Nagpal

22. An inside look at Google’s hiring and onboarding processes
Step 2: The Interview(s)
Two-stage interview process.
First stage is a phone interview (or, more often, a Google Hangout interview).
The second stage is an in-person interview (Only for finalists)
Google looks for candidates who excel in four different categories:
• General Cognitive Ability
• Leadership
• Role-related knowledge
• "Googleyness" (synonym for company culture fit and integration)
Dr. Parveen Kaur Nagpal

23. An inside look at Google’s hiring and onboarding processes
Step 3: The Review
This can take several weeks and most of it happens behind the scenes.
At this stage, they bring together Google employees from different levels of
the organization to discuss candidates, sort through applicant materials, and
try to decide who is the best hire. This committee then prepares a candidate
packet featuring the top picks for the job at hand as well as the
recommendations of the committee itself. This packet is passed along to a
senior leader for the second segment of the review phase. The senior leader
then considers the remaining applicant(s) and makes a final decision on who
to hire.
Dr. Parveen Kaur Nagpal

24. An inside look at Google’s hiring and onboarding processes
Step 4: The Background Check
Google waits to conduct a background check
All employment offers are made contingent till the completion and
satisfaction of the background check process.
Google’s pre-employment background screening contains four primary types
of checks: criminal history, education verification, employment verification,
and reference checks.
If the background check yields concerns that prompt Google to pull a job
offer, the company notifies the applicant in accordance with the Fair Credit
Reporting Act.
If there are no concerns, then the hiring moves forward as planned.
Dr. Parveen Kaur Nagpal

25. An inside look at Google’s hiring and onboarding processes
Step 5: Employee Onboarding
For employee onboarding, Google follows what is called a "just in time" alert
system.
This system mostly leaves onboarding up to the managers to:
• Discuss job responsibilities with the new hire
• Match the new hire with a "buddy" who can show them the ropes
• Help the new hire meet new people and build a network at Google
• Establish an open door policy so the hire knows they can always approach
the manager if they have a question or need help with something
Google has had success with this system as it helps keep managers engaged
with their new employees and also gives each new hire some space to grow
on their own. Dr. Parveen Kaur Nagpal

26. How the COVID-19 Pandemic Affects Recruitment
• Job Interviews Cannot be Handled Face-to-Face
• Onboarding New Employees must Happen Remotely
• Layoffs, Fewer Available Positions, and More Open Applications
• People Will Be Less Open to Changing Jobs
• Building Talent Communities
(https://talentadore.com/how-the-covid-19-pandemic-affects-recruitment/)
Dr. Parveen Kaur Nagpal

27. Coronavirus hiring: How recruiters are selecting and interviewing job
candidates during the pandemic (CNBC, 24th May 2020)
Key Points:
• 84% of recruiters are in the process of adapting their hiring processes to
facilitate remote exchanges.
• Of these, 58% are now using social media networks like LinkedIn, Facebook
and even Instagram to connect with potential hires.
• A growing army of recruiters are also turning to videoconferencing to screen
and interview candidates, as well as AI and text messaging to connect with
candidates.
Dr. Parveen Kaur Nagpal

28. Case Study
Soft tech Private Limited is a rapidly growing company dealing into software
business. It provides customized software to industries like banking, FMCG,
engineering etc. At present it has headquarters at Hyderabad and 10
branches spread across the country.
Considering the technological and digital boom to develop customized
software, the board has decided to open 5 more branches in the country.
They are looking out for the best talented professional for the same. The
board’s decision about the branch expansion has already been updated on its
website.
Discuss the traditional and modern sources of recruitment available for Soft
tech Private Limited.
Dr. Parveen Kaur Nagpal

29. Case Study
Watson Limited is known for its employee welfare and employee oriented
schemes. Employee equity rule is strictly followed in this concern. The
company suddenly started facing problems such as incorrect labeling,
mismatching of packing material etc. Analysis of the situation showed that
there was a problem with the employees and not with the system. This
problem was handed over to the HR department who found that company
hired new employees at higher pay package and designation which created
resentment among the existing employees. The employees had a lot of
grievance with the new recruitment policy of hiring new employees without
considering the potential of existing employees.
As an HR manager, suggest ways for handling such a situation.
Dr. Parveen Kaur Nagpal

30. References
1. Aswathappa, K., Human resource management: Text and cases. Delhi: Tata
McGraw-. Hill Publishing Company Limited, 2008
2. Gary Dessler, “A Framework for Human Resource Management”, Pearson
3. Nagpal, Human Resource Management, M. Com Part II, Sem 3, Sheth
Publishers
Dr. Parveen Kaur Nagpal

31. Thank You
Dr. Parveen Nagpal
www.linkedin.com/in/dr-parveen-kaur-nagpal-82965b15Dr. Parveen Kaur Nagpal