A comprehensive presentation on Recruitment and Selection, which i prepared essentially for my students for Human Resource Management.

1. RReeccrruuiittmmeenntt is the process of searching the
candidates for employment and stimulating them to
apply for jobs in the organization.
SSeelleeccttiioonn involves the series of steps by which
the candidates are screened for choosing the most
suitable persons for vacant posts.

2.  Placing the RIGHT Person in RIGHT Place at RIGHT
Time.
• Attract and encourage more and more
candidates to apply in the organization.
• To enable the selection of best candidates for the
organization.
• To increase the productivity of the organization.

3. Sources of Recruitment
Internal Sources External Sources
Employee Referral Policy Newspaper Advertisements
Transfers Campus Placement
Internal Job Promotion Placement Agencies/ Consultancies
Rehiring of Former Employees Employment Exchange
Hiring Dependents /Relatives of Deceased
Employee
Unsolicited Applicants/ Walk In
Social Networking Sites
Radio/ FM Stations
Job fairs
Education through books
Different Job Sites

4. Internal Sources
•
• Employee Referral Policy- encourages an employee to refer their friends
for various positions and If the referral gets shortlisted in the process then
that employee gets rewarded with Referral Bonus.
• Transfers- When the Employees are transferred from one department to
another or from location to another.
• Internal Job Promotion/Posting- When an Employee is promoted from
one role to the other and moves up the rung of the ladder.
• Rehiring of Former Employees-rehiring them saves time and cost of the
organization, as they are aware of policies and procedures.
• Hiring Dependent s and Relatives of Deceased Employee-so that family members
are not left at the mercy of others.

5. External Sources- Process Flow for
Campus Drive
Day 1
• Company PPT and Q& A session.
• Test conducted- Duration 60 mins.
• Two Sections- Aptitude and Technical.
• Checking of OMR sheets.
• Declaring the short listed names for Interview on
Day 2.

6. Contd…
Day 2
• Interview Starts.
• Offer letters would be rolled out to the selected
candidates at the end of the day.
• Final offered list is shared with the TPO and TPC.

7. Interesting Facts
• Did anyone ever imagine that there will be a
recruitment drive held for the sentenced
convicts, serving their terms at Tihar?
• This clearly reinforces the fact that if you have
the skills and abilities, then even bars cannot
hold you from soaring the skies and carving a
niche for yourself.

8. Tihar Recruitment
• A total of 175 Tihar Inmates appeared for
campus interviews on 27th Jan, 2012
• 142 candidates got selected, 13 were women.
• Companies like Frontline Securities, IKYA
Global, Career Craft, Future Mason.
• Package from 84k p.a. to 3,60,000 p.a.

9. Recruitment at Jail No 3, Tihar
Raju has been offered 3 jobs
at diff. companies
Jail mates attend interviews
at Drive.

10. Conscription in Chattisgarh
• Maoist insurgents have stepped up their recruitment drive in
Raipur region forcing minor boys and girls, mostly in their
early teens, to join the rebel ranks as young as 13 years.
• According to police the rebels are conducting recruitment
drives through posters.
• The posters put up at Koylabeda say that the first phase of
the recruitment is expected to commence from October 25
and last till November 15, 2012

11. SourceS of
recruitment- radio
• DUCR 90.4 MHZ Delhi University Community Radio
established in 2007.
• Broadcast student centric programmes such as:
• Health, Education, Stress Management.
• Spreading awareness about various careers, career
counseling.

12. Rehiring Former Employees
• Infosys Technologies has opened a “Green
Channel” inviting its former employees who
wish to come back.

13. Job SiteS

14. Social Networking
• Nowadays people have free and easy access
to Social Networking sites like LinkedIn,
Facebook and Twitter.
• They can be used to search jobs, to connect
and to seek advice from Career and Job
Search Experts.

15. E

17. • Academic Test
• Psychological Test (Potential View)
• Assessment Center (Competency Based)
• Interview
• Medical Check ( Organization based)
• Reference and Background checks

18. • http://education-portal.
com/academy/lesson/the-hiring-process-
types-of-recruiting-strategies.
html#lesson Hiring process

19. There are a number of tests an
organisation sets for the candidate
such as ;
• I.Q tests
• Aptitude tests
• Psychometric tests
• Checking for Responsibility Quotient

20. Assessment centre
• An assessment centre is a place at which a person,
such as a member of staff, is assessed to determine
their suitability for particular roles,
especially management or military command. The
candidates' personality and aptitudes are determined
by a variety of techniques including
interviews, examinations and psychometric testing.

21. Contd….
• Employers invest a great deal in ensuring that the
process is relevant to the requirements of their
organization yet also gives you a fair opportunity to
demonstrate your skills and personal qualities.
• Exercises are sometimes designed to simulate real
scenarios that you might face at work.
• Example
• At an assessment centre for a sales job you might
take part in a role play where you have to sell a new
product to a retail buyer.

22. Contd
• Example
At an assessment day for a teaching post you
are likely to be required to teach a lesson that
you have prepared in advance.
• Example
At an assessment centre for the armed forces
you might find yourself leading a team
through a demanding physical challenge.

23. Interview

24. • Interviews can be of different types. The usual types are structured,
unstructured, mixed, behavioral and stress producing.
• Structured Interview- A predetermined checklist of questions,
usually asked of all applicants. Used especially when dealing with a
large no. of candidates.
• Unstructured Interview: Questions are formed during the course of
an interview. Used when the interviewer tries to probe into the
personal details of the candidate to analyze whether they are fit for
the job or not.
• Mixed Interview- Combination of both structured and unstructured
questions, which resembles what is usually done in practice.

25. • Behavioral Interview: probes much deeper than traditional
interviewing techniques. You should prepare by thinking
of specific examples that demonstrate your competence
in core behaviors such as teamwork, problem-solving,
communication, creativity, flexibility and organizational skills.
• Stress Interview- objective of a stress interview is to check the
candidates performance under stress.
• Group Interview
• Panel Interview
• In-depth Interview

26. Halo effect
• The halo effect or halo error is a cognitive bias in which
one's judgments of a person’s character can be
influenced by one's overall impression of him or her. It
can be found in a range of situations from the courtroom
to the classroom and in everyday interactions. The halo
effect was given its name by psychologist Edward
Thorndike

27. Contd……
• The "halo" effect occurs when an interviewer allows one
strong point about the candidate to overshadow or have
an effect on everything else. For instance, knowing
someone went to a particular university might be looked
upon favorably. Everything the applicant says during the
interview is seen in this light. ("Well, she left out an
important part of the answer to that question, but, she
must know it, she went to Harvard University). The
"horn" effect is just the opposite - allowing one weak
point to influence everything else.

28. Hiring Process: what to expect
@ Google
• How We Interview
• At Google, every candidate goes through both
manager and peer interviews. While conventional
interviews normally have a single hiring manager make
or break a hiring decision, Google values both peer and
manager feedback. In fact, candidates also interview
with at least one Googler who works in a completely
different department to ensure that we’re hiring
someone who is a great fit for the company overall.

29. • Here are some general tips to follow as you prepare for
your interview:
• Know what interests you about Google and why you’ve
applied.
• Get to know Google’s products and services. Research our
competitors.
• If you are interviewing for a software engineering or
technical role, be ready to answer high-level technical
questions on data-structures and algorithms. We would like
you to code up your answers on boards with our engineers.

30. • Familiarize yourself with the job description you are
interested in.
• If you are interviewing for a software engineering role
then you may first want to visit the
websitewww.topcoder.com. Please launch the “Arena”
widget and go to the practice rooms where you can solve
problems in the first and second division.
• Make sure that you substantiate anything your
CV/resume says – for instance, if you list Java or Haskell
as your key programming language, questions about this
are fair game and may be asked of you.

31. What Influences HR’s Decision to Invite a
Candidate for an Interview?
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32. Offer Letter
• Once a candidate clears his Interview, then he
is furnished with an Offer letter along with a
Document Check List; which enumerates the
list of documents that he would carry on his
Induction Day.

33. Induction programme
• An induction programme is the process used within many
businesses to welcome new employees to the company and
prepare them for their new role.
• It is based on TPI-theory, it refers that new employees need to
develop theoretical (T) and practical (P) skills towards
the performance of the new job, but also satisfy needs of
(I) interaction that exist among the new employees.
• http://education-portal.com/academy/lesson/new-employee-orientation-
function-characteristics.html#lesson New Employee
Orientation

34. General practice
• In order to fully benefit the company and employee,
the induction programme should be planned in
advance. A timetable should be prepared, detailing the
induction activities for a set period of time (ideally at
least a week) for the new employee, including a named
member of staff who will be responsible for each
activity.
• This plan should be circulated to everyone involved
in the induction process, including the new starter.

35. A typical induction programme
A typical induction programme will include at least some
of the following:
• any legal requirements (for example in the, some Health
and Safety training is obligatory)
• any regulatory requirements (for example in the banking
sector certain forms need to be completed)
• introduction to terms and conditions (for
example, holiday entitlement, how to make expense
claims, etc.)

36. Contd…..
• a basic introduction to the company, and how the
particular department fits in
• a guided tour of the building like that of the gym, atm
machine, first aid room.
• set-up of payroll details.
• introductions to key members of staff.