The document provides information on the recruitment and selection process. It discusses planning recruitment, developing recruitment strategies, searching for talent both internally and externally, screening candidates, interviewing, evaluating candidates and making job offers. Recruitment involves identifying positions to fill, attracting candidates, selecting suitable individuals and appointing them. Selection refers to choosing the best candidate for a role through application screening, interviews and other assessment methods. The importance of proper recruitment and selection is emphasized as it impacts costs, employee turnover and organizational performance.

2. RECRUITMENT
 Recruitment is a process of identifying, screening,
short listing and hiring potential resource for filling
up the vacant positions in an organization. It is a
core function of Human Resource Management.
 Recruitment is the process of choosing the right
person for the right position and at the right time.
Recruitment also refers to the process of
attracting, selecting, and appointing potential
candidates to meet the organization’s resource
requirements.

4. 1. Recruitment Planning
 Figure out where the gaps are in your current team. Check if you
have new needs in terms of ability, performance or personality.
Ask yourself if you need someone to take care of something that
is not being addressed currently. This will tell you that there is a
hiring need.
 Keep a track of input versus output when it comes to your team.
See if there is an increase in workload that needs to be
addressed by hiring.
 Regularly analyse performance and make a list of missing
qualities, qualifications, skills and proficiencies that you need to
add to your team. This can also signal towards hiring needs.
 Be mindful of existing employees leaving. This is definitely when
you will have a hiring need.

5. 2. Recruitment Strategy Development
 The following strategic considerations should be kept in mind:
 Make or Buy Employees, which means the firm either decides to
select less skilled employees and invest in training and education
programmes or hire skilled professionals.
 Methods of Recruitment, the firm decide on the methods used for
recruiting the individuals. Such as the internet provides detailed
information about the prospective candidates and helps in
shortlisting the best-qualified individuals.
 Geographical Area, the next decision is related to the area from
where the candidates shall be searched. The firm looks for those
areas where the handful amount of qualified employees is
concentrated, with a view to curtailing a search cost.
 Sources of Recruitment, there are two sources of recruitment:
Internal source (within the organization), external source (outside
the organization). The firm must decide the source from where the
candidates are hired.

6. 3. Talent Search
 Once the strategy is prepared the search for the candidates
can be initialized. It includes two steps: source activation
and selling.
 The source activation means, the search for the candidate
activates on the employee requisition i.e. until and unless the
line manager verifies that the vacancy exists, the search
process cannot be initiated.
 The next point to be considered is selling, which means the
firm must judiciously select that media of communication that
successfully conveys the employment information to the
prospective candidates.
 Organizations can search candidates via different internal as
well as external sources.

7. Internal Sources of Recruitment
 When recruiters use internal sources for recruitment, it works to
motivate the existing employees to be more productive and
maximizes their job satisfaction and sense of security. Recruiting
through internal sources also reduces the attrition rate along with
cost and effort.
 Transfer
The recruiter can fill a vacancy in a different location without any
changes in the job role, status, or salary of the employee by
transferring a suitable candidate from within the organization.
 Promotion
A vacancy can also be filled by offering a high performing
employee to take over a senior position within the organization
for handling additional responsibilities along with a raise.
Promotions motivate employees to perform better and also
reduce the attrition rate.

8.  Demotion
Depending on the performance of the employees, sometimes the
management has to take the decision of lowering the position of
underperformers. These employees then become a source for filling
the lower positions.
 Employees
The employees of your organization can spread the word and create
a buzz on their social media accounts to help you fill your vacancies.
Have an employee referral program where employees are
incentivized for bringing in suitable candidates can also help
accelerate the recruitment process.
 Retired Employees
In case of an emergency or a mission-critical project, retired
employees can also be called in to fill a position for a short period till
an appropriate candidate is found.

9. EXTERNAL SOURCE OF RECRUITMENT
 Recruiting through external sources offers a much wider scope
for selection from a big number of qualified candidates. The
process moves much faster even for bulk requirements while
eliminating the chances of partiality or biases.
 Advertisements
Advertisements help recruiters build a solid brand identity that
attracts efficient manpower. You can go with the traditional
approach by using print media or use digital media for better
results at a reduced cost.
 Job Portals
With the growing use of the internet, job portals have come to
play a crucial role in connecting companies with candidates.
These portals are a preferred platform for jobseekers looking for
better career prospects so they make an excellent source for
recruiters to tap the top industry talent.

10.  Company’s Careers Site
A mobile-friendly, branded careers site that conveys your work culture and
integrates with the company’s social profiles not only makes it easier for your
potential employees to apply but also attracts top industry talent with a
professional theme, attractive headers, compelling content and engaging
employee videos. An ATS-integrated careers site also eliminates the hassles of
manual job postings while improving the candidate experience dramatically with
a customizable application process.
 Social Networking Platforms
Social networking sites are the place to find the most qualified, potential recruits
and as a recruiter you would not want to miss out on this massive pool of talent.
With a combined user base of 535 million, LinkedIn, Facebook and Twitter offer
you a perfect opportunity to end up with highly skilled and efficient candidates
for your company.
 Placement Agencies
Placement agencies are a perfect solution for those hard-to-fill vacancies that
often demand a lot of time, effort and resources. These agencies employ
various tools and techniques to find top talent for your company faster, at a
reduced cost

11.  Job Fairs
Job fairs are a one-stop public event offering easy
access to a large pool of talent for bulk requirements.
They bring you an opportunity to create brand
awareness without having to advertise and you also get
to network with other similar corporations while saving a
lot of time and money.
 Campus Placements
Campus placements are a quick and inexpensive way to
find suitable candidates, who are competent, energetic,
enthusiastic and most importantly interested in working
for you.

12. 4. Screening and Short listing
Asurveyofrecruiters revealedthatwhile46%struggletoattract top
talentinthecurrentcandidate-drivenmarket,52%confirmedthat
themostchallengingpartofhiringwasidentifying theright
candidatesfromalargepoolofapplicants.

13. 4 Steps to Effectively Screen or Shortlist Candidates
 Screen applications on the basis of minimum
qualifications.
 Next, sort resumes that have the preferred credentials by
looking at their certifications, relevant experience,
domain expertise, technical competencies and other
specific skills that are required for the role.
 Then, shortlist candidates who have both the preferred
credentials and the minimum qualifications.
 Finally, flag any concerns or queries in the resume so
they can be clarified during the interview.

14. 5. Interviewing
 Telephonic Screening/Video Interviewing
 Face-to-Face Interviewing
 Psychometric Testing

15. 6. Evaluation and Offer of
Employment
4 Things you Should do Once you Zero in on a Candidate
 Checking the References
Once the final selection for a position is done, it is time to check the
candidate’s professional references and verify all the employment
details. If you find that everything is in order, it is time to draft your
employment contract and make the offer.
 Making the Job Offer
The offer letter should include everything from the start date and the
conditions of employment to the work hours and the compensation
while ensuring that every detail is clear and unambiguous.

16.  On boarding
Every new hire feels awkward at first, but you can win some really
good loyalty points here by putting in some extra effort and helping
your new hire settle in. Instead of just showing them around the
office and making sure all the essential supplies are handy, make
them feel welcome by making special arrangements for lunch and
getting colleagues to talk about non-work stuff.
 Evaluation and Optimization of the Recruitment Process
Given the considerable amount of time, effort, cost and resources
involved in the recruitment process, evaluation becomes imperative.
Recruiting metrics reveal valuable insights into how well your
recruitment process is working and also help you identify areas of
improvement.

17. SELECTION
 Selection is the procedure of selection or choosing the correct candidate,
who is maximum appropriate for a vacant job position in an organization.
 In other words, selection can also be clarified as the procedure of
interviewing the candidates and assessing their potentials, which are
essential for a precise job and then selecting the suitable candidate for the
position.
 The selection of a right candidate for a vacant position will be an advantage
to the organization, which will be serving the organization in
accomplishment its purposes.

19. The Selection Methods
 Sifting applications: Application forms, CV-s and covering letters
 Biodata analysis: objective, weighted scoring of biographical data
(e.g. sex, age, family background, work experience, leisure
interest…)
 Work sample tests
 Written tests: ability, intelligence (or cognitive ability), personality,
aptitude
 Interviews:
 Individual interviews, interview panels, selection boards
 Structured or general interview
 Assessment centers
 References
 The final stage: offer a job contract
 https://www.grb.uk.com/recruiter-research/selection-methods

20. Importance of Selection
 Reduce Applicant Numbers
 Assess Behavior
 The Time Dimension
 Low Employee Turnover
 https://smallbusiness.chron.com/importance-
selection-recruitment-orientation-process-
17372.html

21. COST OF BAD HIRES
 https://www.peoplematters.in/article/hiring-
science/the-cost-of-a-bad-hire-16936

22. NEW MARKET = NEW RULES

23. Challenges in Recruitment & Selection
 Challenge Customer Thinking
 Ability to locate hard talent
 Sales & Marketing Skills
 Turn passive candidate to eager
 Leverage Data

24. Next Steps in Recruitment
• ORIENTATION
Here’s a full list of what is generally accomplished during new employee
orientation:
Intro to the company mission, vision and values: The company’s leaders or long-
tenured employees may give a presentation on these topics, telling stories that
help bring the information to life for new hires.
Mandatory new employee paperwork: The company’s HR representative can guide
new employees through paperwork completion and collect and answer any
questions they have.
Introduction to benefit plans: Again, an HR representative or benefits coordinator
can present an overview of benefits to new hires, answering questions about
how and when they should begin using them.
Review of safety, health and any other key policies: Bring in safety personnel to
introduce employees to pertinent workplace safety information. This could
include a guided tour of relevant areas of the business for necessary
demonstrations.
Review of administrative procedures, such as computer systems logins, etc.: An
information technology representative can present and answer questions about
how to use workplace tech systems.

25. Next Steps in Recruitment
 ON BOARDING
During the on boarding process, employees are thoroughly
introduced to their department. They learn the culture
and business objectives by participating in meetings and
starter projects with co-workers.
Managers should schedule regular check-in meetings with
new employees so that they get comfortable talking to
one another.
Gradually, they’ll learn the specifics of their role and
responsibilities, such as how to properly complete key
tasks, who to go to with questions, how to get approval
for their work and how to make suggestions.

26. Activity
 Create an one day (8 hrs) Orientation Plan for MBA fresher’s joining
Marketing Department.
 Position : Marketing Executive
 Key skills for marketing executives
 Good teamwork skills
 Communication skills and networking ability
 Adaptability
 Strong attention to detail
 Good organization and planning skills
 Creativity and writing skills
 Commercial awareness
 Numerical skills
 IT skills

27. Taking the Call
 Acceptance & Rejection Calls
 Acceptance & Rejection Mails
 Other Projects before on boarding for
fresher's

28. Connecting Dots
 Consultancy
 NGO
 Training Centres – DDUGKY, PMKVY and
Banks like ICICI etc.

29. Consultancy Tapping
 Call the Consultancy, Training Centres & NGO
and asked about the types of candidates they
provide.
 Calling Employees for the acceptance and
rejection
 Mailing the employees for the acceptance and
rejection