Recruitment process, goals, sources, constraints, selection methods and difference between them

1. Recruitment: process, goals, sources,
constraints, selection: methods
and difference between them
Ram Krishna Tiwari
MFC 2nd Semester
Tribhuvan University

2. Definitions:
• Recruitment is the process of generating
a pool of people to apply for employment
to an organisation.
• Selection is the process by which
managers and others use specific
instruments to choose from a pool of
applicants a person or persons more
likely to succeed in the job(s), given
management goals and legal
requirements.

3. RECRUITMENT
The Process of generating a pool of qualified candidates for
a particular job.
The Process of discovering potential candidates.
OR

4. RECRUITMENT
BUSINESS OBJECTIVES
RECRUITMENT
HR PLANNING
JOB DESCRIPTION JOB SPECIFICATION
JOB ANALYSIS

5. RECRUITMENT GOALS/OBJECTIVES
1
Attract the Qualified Applicants.
2
Encourage Unqualified Applicants to self-
select themselves out.

6. RECRUITMENT IS OF TWO
WAY
RECR
UIT
MEN
T
Organization is
Looking for a
Qualified Applicants
Applicants are
Looking for the
Potential
Emplacement
Opportunities

7. RECRUITMENT PROCESS
CANDIDATE
ORGANIZATION
Generate candidate pool via internal or
external recruitment methods
Vacant or New position occurs
Evaluate Candidates via Selection
process
Impress Candidates
Make Offer
Acquire Employment Experience
Receive Education and choose
Occupation
Search for Job Openings
Apply for jobs
Impress Company during Selection
process
Evaluate Jobs and Companies
Accept or Reject Job Offers

8. SOURCES OF RECRUITMENT
INTERNAL
SOURCES
EXTERNAL
SOURCES
SOURCES OF
RECRUITMENT

9. Internal Recruiting
Data base
Promotions and
Transfers
Job Posting &
Bidding
Employee
Referrals
Re-recruiting former
Employees & Applicants
INTERNAL
SOURCES
SOURCES OF RECRUITMENT

10. SOURCES OF RECRUITMENT Cont . . .
INTERNAL SOURCES
ADVANTAGES DISADVANTAGES
 Morale of Promotee
 Better assessment of abilities
 Lower cost for some jobs
 Motivator for good performance
 Causes a succession of
promotions
 Have to hire only at entry level
 Inbreeding
 Possible morale problems of
those not promoted
“Political” infighting for
promotions
 Need for management-
Development program

11. SOURCES OF RECRUITMENT Cont . . .
Schools Colleges &
Universities
Labor
Unions
Media Sources
Employment Agencies
EXTERNAL
SOURCES

12. SOURCES OF RECRUITMENT Cont . . .
EXTERNAL SOURCES
ADVANTAGES DISADVANTAGES
 New “blood” brings new
perspectives
 Cheaper and faster than training
 Professionals
 No group of political supporters in
company
 Organization already
 May bring new industry insights
 May not select someone who will
“fit” the job or organization
 May cause morale problems for
internal
 Candidates not selected
 Longer “adjustment” or orientation
time

13. INTERNET RECRUITING METHODS
INTERNET RECRUITING
METHODS
1. Job Boards
2. Employer Web
Sites

14. INTERNET RECRUITING
METHODS Cont . . .
ADVANTAGES DISADVANTAGES
 Cost savings
 Time savings
 Expanded pool of applicants
 More unqualified applicants
 Additional work for HR staff
members
 Many applicants are not
seriously seeking employment
 Access limited or unavailable to
some applicants

15. CONSTRAINTS ON RECRUITMENT
Image of the
Company
Attractiveness of
Job
Internal
Organizational Policy
Recruitment Cost

16. BUSINESS OBJECTIVES
RECRUITMENT
HR PLANNING
JOB DESCRIPTION JOB SPECIFICATION
JOB ANALYSIS
SELECTION

17. SELECTION
1
• The Process of making a “Hire” or “No Hire”
decision regarding each applicant for a job.
2
• Selection is the process of choosing qualified
individuals who are available to fill the
positions in organization.
Or

18. BASIC SELECTION
CRITERIA
BASIC
SELECTION
CRITERIA
Formal Education
Experience and Past Performance
Physical Characteristics
Personality Characteristics

19. SELECTION METHODS
1. Testing
2. Gathering Information
3. Interviewing
The Three most Common Methods
used are:

20. SELECTION METHODS Cont . . .
Tests measure knowledge, skill,
and ability, as well as other
characteristics, such as personality
traits.
1. TESTING
TESTING TYPES
Cognitive
Ability Test
Integrity
Test
Personality
Test
Drug Test
Physical
Ability Test
Work
Sample
Testing

21. It measures the learning,
understanding, and ability
to solve problems. e.g.
Intelligence Tests.
1. Cognitive Ability
Testing
It measures the patterns of
thought, emotion, and
behavior. e.g. Myers
Briggs
3. Personality Testing
It assesses muscular
strength, cardiovascular
endurance, and
coordination.
2. Physical Ability
Testing
SELECTION METHODS Cont . . .
TESTING
TYPES

22. SELECTION METHODS Cont . . .
It is designed to assess
the likelihood that
applicants will be
dishonest or engage in
illegal activity.
4. Integrity Testing
Normally requires
applicants to provide
required sample that is
tested for illegal
substances.
6. Drug Testing
Measures performance on
some element of the job.
5. Work Sample Testing
TESTING
TYPES

23. SELECTION METHODS Cont . . .
2. INFORMATION GATHERING:
Common methods for gathering information include
application forms and résumés, biographical data, and
reference checking.

24. SELECTION METHODS Cont . . .
 Generally ask for information such as
address and phone number, education, work
experience, and special training.
 At the professional-level, similar information
is generally presented in résumés.
Application
Forms and
Résumés
 Historical events that have shaped a
person’s behavior and identity.
Biographical
Data
 Involves contacting an applicant’s previous
employers, teachers, or friends to learn more
about the applicant Issues with reference
checking
Reference
Checking

25. SELECTION METHODS Cont . . .
3.
INTERVIE
WS:
 The interview is the most frequently used
selection method.
 Interviewing occurs when applicants
respond to questions posed by a manager
or some other organizational
representative (interviewer).
 Typical areas in which questions are
posed include education, experience,
knowledge of job procedures, mental
ability, personality, communication
ability, social skills.

26. SELECTION METHODS Cont . . .
Types of
Interviews
2. Unstructured
Interviews
1. Structured
Interviews
Situational
Interview
Behavioral
Interview

27. SELECTION METHODS Cont . . .
SITUATIONAL
INTERVIEW
• In which the
interviewer asks
questions about
what the applicant
would do in a
hypothetical
situation
BEHAVIORAL
INTERVIEW
• In which the
questions focus
on the
applicant’s
behavior in past
situations.
Uses a list of predetermined
questions. All applicants are
asked the same set questions.
There are two types of
structured interviews.
1. Structured
Interviews
Interviews-open ended
questions are used such as “Tell
me about yourself”
2. Unstructured
Interviews
• This allows the interviewer
to probe and pose different
sets of questions to different
applicants.

28. Difference Between Recruitment And
Selection*
• Both recruitment and selection are the
two phases of the employment process.
• The differences between the two are:
• * (Retrieved from
http://www.naukrihub.com/recruitment/recruitment-vs-
selection.html)

29. Difference Between Recruitment
And Selection
Recruitment
• Recruitment is the
process of searching
the candidates for
employment and
stimulating them to
apply for jobs in the
organization.
Selection
• selection involves the
series of steps by which
the candidates are
screened for choosing the
most suitable persons for
vacant posts.

30. Difference Between Recruitment
And Selection
Recruitment
• The basic purpose of
recruitments is to create a
talent pool of candidates to
enable the selection of best
candidates for the
organisation, by attracting
more and more employees to
apply in the organization.
• Recruitment is a positive
process i.e. encouraging more
and more employees to apply.
Selection
• The basic purpose of selection
process is to choose the right
candidate to fill the various
positions in the organisation.
• Selection is a negative process
as it involves rejection of the
unsuitable candidates.

31. Difference Between Recruitment
And Selection
Recruitment
• Recruitment is concerned
with tapping the sources
of human resources.
• There is no contract of
recruitment established in
recruitment .
Selection
• selection is concerned
with selecting the most
suitable candidate
through various
interviews and tests.
• selection results in a
contract of service
between the employer
and the selected
employee.

32. Refrences
• Adhikari, D. R. (2010 A. D.). Fundamentals of Human Resource
Management (3rd ed.). Kathmandu: Buddha Academic
Enterprises Pvt. Ltd.
• Agrawal, G. R. Dynamics of Human Resource Management in
Nepal . Kathmandu: M.K Publishers and Distributors.
• David A. Decenzo & Stephen P. Robbins (2002) Human
Resource Management. (7th ed). John Wiley and Sons, Inc.
Online accessed on 2015/01/13
• Gary Dessler; Biju Varkkey. (2011 A. D.). Human Resource
Management (12th ed.). Delhi, India: Pearson.
• Kamoche, K. N. (2001). Understanding Human Resource
Management . Open University Press. Online accessed on
2015/01/13
• S.Schuler, R. (2001). Human Resource in Developing Countries.
(P. S. Budhwar, & Y. A. Debrah, Eds.) New Brunswick,New
Jersey,USA: Cardiff University. Online accessed on 2015/01/13