Recruitment and Selection under Personnel Managament

1. RECRUITMEN
T AND
SELECTION
MICHAEL JOHN F. LARON

2. DEFINITION OF
RECRUITMENT AND
SELECTION
A well-designed recruitment and selection process allows
organizations to both attract a wide pool of applicants and
narrow the selection down until you’ve found the perfect
candidate for every opening.
In this topic, we’ll explain the
differences between recruitment
and selection, explore why these
two phases of the hiring process
are so important and share the
main steps that are involved.

3. RECRUITMENT
• Recruitment refers to the process of actively
searching for, identifying, and attracting
potential candidates for job vacancies within
an organization.
DEFINITION
• Recruitment methods can include
advertising job openings through various
channels such as online job boards, social
media platforms, career fairs, employee
referrals, recruitment agencies, and
networking events.
METHOD
• The primary goal of recruitment is to create
a pool of qualified candidates who meet the
job requirements and possess the necessary
skills, qualifications, and experience.
GOAL
SELECTION
DEFINITION METHOD GOAL
• Selection involves the process of evaluating
and choosing the most suitable candidate
from the pool of applicants recruited for a
particular job vacancy.
• Selection methods may include conducting
interviews (behavioral, structured, or
unstructured), administering aptitude
tests, personality assessments, skills
assessments, reference checks,
background checks, and conducting job
simulations or assessment centers.
• The main goal of selection is to identify the
candidate who best fits the job
requirements, organizational culture, and
contributes positively to the company's
objectives and goals.

4. External recruitment
TWO TYPES OF RECRUITMENT
This is when recruiters search for candidates from
outside of their organization. They might do this by
posting on job sites, using social media or posting job
descriptions on their own career site. External
recruitment can also involve contacting passive
candidates — those who aren’t actively looking for
work.

5. Internal recruitment
TWO TYPES OF RECRUITMENT
This involves looking for candidates who already work
for the organization in a different role. Many
companies choose to advertise the job internally
before opening up the search to external candidates.
This can allow them to save money since it typically
costs less to promote someone than to hire a new
candidate.

6. RECRUITMENT
Recruitment is a key responsibility of the HR department. While
HR works in many areas including employee engagement,
employee development, statutory compliance, data
management and many others, one of the key areas of focus for
HR is to attract, select and onboard suitable candidates for the
organization.

7. Why do we need an appropriate
Recruitment and Selection process?
• Recruitment is the process of attracting qualified candidates for a job role and Selection is
the process of identifying and selecting the right candidate for that job.
• The contributions of each employee play a pivotal role in the sustenance and growth of a
business.
• a bad hire can affect the overall business outcomes.
• The impact to your business when you hire the wrong candidate is often much more than
not hiring a person at all!
• Recruitment is not only an operational activity but a key strategic activity for the business.

8. Some organizations are adopting
unique methods, like Quiet Hiring,
• Imagine your boss approaching you with a new project, saying, “We have this new project, but we can’t hire
anyone for it. Would you be interested in taking on some extra responsibility to” help make it a success?
• Quiet hiring, is about companies finding smart ways to get things done from their existing workforce, instead
of automatically reaching for the “hire someone new”.
• There are two ways to do quiet hiring—internal and external. In internal quiet hiring, existing employees take
on additional tasks and responsibilities, maximizing the potential of the current team without bringing in new
hires. This way, the company maximizes its own talent pool to handle increased workloads.
• In external quiet hiring, the company quietly searches for new talent outside the organization without making
public announcements. This approach allows the company to bring in fresh perspectives and skills without
the traditional hiring practices.

9. Steps Involved in the Recruitment and
Selection Process
• Job analysis and Descriptions

10. • Job analysis and job description are considered the first and most important steps in the
recruitment and selection process.
• Job analysis involves the examination of the job duties, responsibilities, and
requirements to determine the skills and knowledge needed to perform the job
effectively. This information is used to craft an effective job description and a written
document outlining the position's key responsibilities, requirements, and expectations.
• Job descriptions are important tools for organisations in the recruitment and selection
process as they provide a clear understanding of the position and its requirements.
Job analysis and Description

11. • This information is used to attract and screen potential candidates,
to ensure that they meet the minimum qualifications for the position.
Additionally, job descriptions are useful for establishing
performance expectations and evaluating employee
performance once they are on the job.

12. • Job analysis and description help HR managers make informed decisions about compensation,
employee training, and compliance with labour laws. A clear and detailed job description can
also help attract and retain top talent by accurately communicating the role's expectations and
responsibilities.
• According to the Job Analysis and Job Description Survey Report by the Society for Human
Resource Management (SHRM), when companies do thorough job analyses and write detailed job
descriptions, they tend to get more qualified applicants.
• The survey showed that companies with clear job descriptions get 20% more applicants on
average, and these applicants are often better qualified for the job. The survey also found that
having a detailed job description helps bring in more applicants and cuts down on the time and
money needed to find and hire the right person.
Job analysis and Description

13. Steps Involved in the Recruitment and
Selection Process
• Recruitment methods and sources

14. 1. Referrals
• Referrals are when existing employees recommend candidates for an open job. Not only do
referrals have a strong likelihood of candidate success, but they’re also incredibly cost-effective
because they eliminate the need for sourcing and require less heavy screening.
2. Promotions and transfers
• Promotions and transfers occur when an existing employee moves into a lateral or more senior
role in the organization. These recruitment methods capitalize on your internal knowledge base
while reinforcing your company culture. They also demonstrate your commitment to employee
development and can aid in retention.
Methods of Recruitment

15. 3. Talent pipeline
• Using your talent pipeline involves combing your talent database (i.e., your applicant tracking
system) for candidates who are a strong fit for an available or upcoming position. The beauty of a
talent pipeline is that it’s evergreen; candidates can enter it at any time and be considered for a
role months or even years into the future.
4. Organic job posts
• This is the recruitment method most companies use by default. It involves posting a job listing
publicly, usually online via the company’s website and job boards. Organic posts are listings you
don’t pay for. While it’s possible for these types of listings to produce qualified applicants, they
also tend to bring in lots of unqualified candidates who are scrolling job boards and applying for
any opening regardless of whether they meet the qualifications. The old adage ‘you get what you
pay for’ applies.
Methods of Recruitment

16. 5. Paid advertising
With paid advertising, you spend money to amplify your job listing to people who are likely to be
qualified candidates. For example, when you advertise a position on LinkedIn, you can target your
post to users in certain locations with a specific number of years of experience, who have held
certain job titles, and more. There are even targeting capabilities that can reach users who are
actively job searching, making your ads even more compelling.
6. Inbound recruiting
Inbound recruiting is the process of creating content that draws candidates in and compels them to
apply for a job (versus external recruiting, which involves you reaching out to the candidate).
Inbound recruiting strategies include blog posts, videos, employee testimonials, and employer
branding efforts, just to name a few. While inbound recruiting produces strong candidates, it can
take a long time before it starts paying off.
Methods of Recruitment

17. 7. Social media
Around 80% of adults in the U.S. use social media, making it a great place to get the word out about
your job openings. Social media (with the exception of paid ads) is a form of inbound recruiting
where you’re creating content designed to get potential applicants to engage with your brand. Like
other forms of inbound recruiting, social media is a long game and works best once you’ve put in the
work to build a solid audience by creating great content on an ongoing basis.
8. Job fairs
Career fairs and other events for job seekers put you face-to-face with prospective new hires. In
addition to hiring for jobs you currently have open, they can help you build your employer brand and
gather applicants to keep in your talent pipeline. Though career fairs come with a fee for employers
to attend, they’re a good outlet for finding available candidates quickly.
Methods of Recruitment

18. 9. Professional events
Conferences, trade organization meetings, and other industry-specific events can help employers
connect with candidates in a specific field or skill area. They’re a good way to meet passive
candidates–candidates who are not necessarily job searching but who may be interested in new
opportunities. To recruit using professional events, you’ll need a system for following up with the
contacts you make, like using email nurturing sequences to stay in touch and share future job
openings.
10. Internships
Internships aren’t just for helping students gain experience; they’re also meant to help employers
cultivate a pool of viable young talent. For best results, internships should be well structured and
should involve participants in a range of activities within the business. This enables employers to
identify interns’ strengths while helping interns zero in on their areas of interest.
Methods of Recruitment

19. 11. Recruiting agencies
Third-party recruiters are experts in sourcing and screening candidates. They can help companies
hire quickly and accurately, especially for specialized roles. A recruiting agency can function as a
partner to a company’s in-house recruiting resources or completely manage the full scope of a
company’s hiring needs.
Methods of Recruitment

20. Sources of Recruitment
• Internal sources of recruitment refers to the recruitment of employees who are already a part of the existing
payroll of the organization. The vacancy for the position can be informed to the employee through internal
communication.
INTERNAL SOURCES
1. Promotion: Promotion is referred to as the change of designation of the employee. It involves shifting of the
existing employee to a higher position within the organization and providing that employee with more
responsibility and a raise in pay.
• There are different types of internal hiring in the organization and they are as follows:
2. Transfer: Transfer refers to the shifting of an existing employee from one department to another
department in an organization.
3. Employee Referrals: It can happen that the organisation in an effort to cut down costs on hiring is looking
for employee referral. The employees are well aware of the job roles in the organisation for which manpower
is required. These employees will refer potential candidates by screening them based on their suitability to
the position.
4. Former employees: Some organisations have the provision of hiring retired employees willing to work part
time/full time for the organisation.

21. Sources of Recruitment
• 1. The organisation saves money on hiring programmes which translates to higher revenue for business.
• 2. It makes selection and transfer of employees very easy.
• 3. Internal source of recruitment serves as a morale booster for the existing employees
• 4. It provides a sense of loyalty towards the business which results in improved productivity.
• 5. As existing employees will be aware of the working pattern of the organisation, therefore it will take much
less time for the re-hires to get adapted to working conditions.
ADVANTAGE OF
INTERNAL SOURCES
Following are some of the disadvantages of the internal sources:
1. Internal recruitment causes reduction in the morale of those employees who are not
selected or considered for appraisal.
2. It discourages capable persons from outside to join to work in the company.
3. It can lead to conflict if one employee is selected for promotion, while the others are
not considered.
DISADVANTAGE OF
INTERNAL SOURCES

22. Sources of Recruitment
• External sources of recruitment seek to employ candidates that have not been recruited
anytime before in the organisation.
• Introduction of fresh talent among the workforce leads to growth and development of the
business.
EXTERNAL SOURCES
1. Advertisement: Advertisements serve as a great source of information regarding any job opportunities. This type of
source is used for recruitment of middle level employees, or high level employees.
2. Employment Exchanges: Employment exchanges serve as a source of recruitment for the people as it is run by the
government.
3. Employment portals: In this age of technology, development in the field of hiring has taken place. Nowadays many
employment portals are open where one can find information about job openings.
4. Educational Institutions: Educational institutions also serve as a good source of recruitment as many students or
say resources will be available at once under one roof.
5. Recommendation: This can also be a good source of recruitment as an existing employee will be able to provide
better recommendation for other candidates.

23. Sources of Recruitment
• 1. It helps in availability of proper skilled labour.
• 2. There will be availability of new ideas from employees hired using external sources.
• 3. The employees join as knowledgeable persons which reduces the training time
required for new hires.
ADVANTAGE OF
EXTERNAL SOURCES
1. It can lead to unhappy employees as the existing employees may feel that they
deserved an opportunity for growth.
2. It can lead to lack of cooperation between the new hires and the existing
employees.
3. It is a lengthy process where the employee needs to appear for many rounds.
DISADVANTAGE OF
EXTERNAL SOURCES

24. 1. Resume screening
Resume screening is typically the first step in assessing candidates. A hiring manager or recruiter
quickly scans a resume to get an idea of a candidate’s skills and experience to make a yes or no
determination on whether they qualify for a closer look.
2. Phone screening
After narrowing down the initial pile of resumes, a phone screening is used to qualify each candidate
better. It’s usually conducted by someone other than the hiring manager and involves high-level
questions about a candidate’s background and experience. Phone screenings are sometimes done
via video.
Selection Techniques

25. 3. Interview
Candidates whose phone screening indicates a strong fit will advance to the interview round, which
is the most in-depth part of the selection process. Interviews consist of one or more conversations,
usually in person, with hiring decision-makers. They cover every aspect of a candidate’s
qualifications, including their specific job experience and accomplishments in prior roles. While
interviews have their flaws (like selection bias), they’re generally the best tool recruiters have for
assessing candidates and seeing how they compare against one another.
4. Group interview
A group interview is where more than one candidate is being interviewed at a time. These can save
time and when you’re looking to hire more than one person for a job. They also allow hiring managers
to see how candidates interact with others.
Selection Techniques

26. 5. Panel interview
In a panel interview, a candidate speaks with more than one interviewer at a time. Panel interviews
are helpful when you need to involve multiple decision-makers but don’t want to drag the process
out over multiple rounds of interviews. They can help you see how a candidate handles themself
under pressure and also give you the advantage of incorporating questions from interviewers with
different expertise.
6. Skills assessment
There are some jobs where it’s difficult to assess a candidate’s abilities based on an interview alone.
These positions call for a skills assessment, which tests candidates’ technical capabilities. In
addition to giving you an objective comparison of different candidates (i.e., a score on a scale of 1 to
100), skills assessments can help eliminate bias and encourage candidates from nontraditional
backgrounds.
Selection Techniques

27. 7. Personality assessment
A personality assessment aims to identify a candidate’s characteristics beyond their technical skills,
like their communication style and work preferences. While personality assessments don’t have
“right” or “wrong” answers, they can be helpful for zeroing in on strong candidates for positions
where certain personalities are more likely to succeed, like sales and customer service roles.
8. Mock assignment / job audition
In a mock assignment or job audition, a candidate completes a task that’s comparable to the work
they’d be doing in the actual job. One of the biggest pitfalls of hiring is that we can’t actually see how
a candidate performs until they’re on the job; mock assignments are the closest a hiring manager
can come to seeing an applicant’s skills firsthand before committing to hiring them.
Selection Techniques

28. 9. Reference check
Reference checks should happen in the final stages of the hiring process, prior to making an offer
(you’d be surprised how many companies wait to check references until an offer has been made!).
While references aren’t always the easiest or the most reliable tool to help with candidate selection,
they can be invaluable in uncovering glaring red flags, like if a candidate fabricated their job history.
10. Background check
Background checks are less about helping you select the right candidate and more about preventing
you from choosing the wrong one. Once you’ve honed in on a top choice using other selection
methods, you might choose to use a background check as the final hurdle to clear before making an
offer.
Selection Techniques

29. • Preliminary Interview
• This is a very general and basic interview conducted so as to eliminate the candidates who are
completely unfit to work in the organisation. This leaves the organisation with a pool of potentially fit
employees to fill their vacancies.
• Receiving Applications
• Potential employees apply for a job by sending applications to the organisation. The application gives
the interviewers information about the candidates like their bio-data, work experience, hobbies and
interests.
• Screening Applications
• Once the applications are received, they are screened by a special screening committee who choose
candidates from the applications to call for an interview. Applicants may be selected on special criteria
like qualifications, work experience etc.
Selection Process

30. • Employment Tests
• Before an organisation decides a suitable job for any individual, they have to gauge their talents and
skills. This is done through various employment tests like intelligence tests, aptitude tests, proficiency
tests, personality tests etc.
• Employment Interview
• The next step in the selection process is the employee interview. Employment interviews are done to
identify a candidate’s skill set and ability to work in an organisation in detail. Purpose of an employment
interview is to find out the suitability of the candidate and to give him an idea about the work profile and
what is expected of the potential employee. An employment interview is critical for the selection of the
right people for the right jobs.
Selection Process

31. • Checking References
• The person who gives the reference of a potential employee is also a very important source of
information. The referee can provide info about the person’s capabilities, experience in the previous
companies and leadership and managerial skills. The information provided by the referee is meant to
kept confidential with the HR department.
• Medical Examination
• The medical exam is also a very important step in the selection process. Medical exams help the
employers know if any of the potential candidates are physically and mentally fit to perform their duties
in their jobs. A good system of medical checkups ensures that the employee standards of health are
higher and there are fewer cases of absenteeism, accidents and employee turnover.
Selection Process

32. • Final Selection and Appointment Letter
• This is the final step in the selection process. After the candidate has successfully passed all written
tests, interviews and medical examination, the employee is sent or emailed an appointment letter,
confirming his selection to the job. The appointment letter contains all the details of the job like working
hours, salary, leave allowance etc. Often, employees are hired on a conditional basis where they are
hired permanently after the employees are satisfied with their performance.
Selection Process

33. THANK YOU
FOR YOUR
ATTENTION