The document discusses the critical aspects of recruitment and selection across various industries, highlighting the impact of demonetization on hiring trends and the vital role of job analysis in effective human resource management. It also emphasizes the importance of job design and evaluation, along with specific responsibilities and qualifications desired for HR and IT roles. Additionally, it presents a case study on Red Lobster's strategic hiring efforts to align new management with its business vision.

1. Recruitment and Selection
Importance and Applications
Rajani Jha
Jha.rajani@gmail.co
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2. Agenda
 Recruitment in various industries
 Job analysis
 Developing JD’s
 Job Design
 Job evaluation
 Sourcing- Keywords, use of & and or
 Cold calling
 Headhunting

3. Recruitment in various industries
Hiring Actively
 Ecommerce
 Financial and BFSI Sector
 Technology
 Start-Ups
Hiring Cautiously
 Automobile Manufacturing
 Real estate and Infrastructure

4. Effect of Demonetization
The job market is estimated to be a mixed bag of sorts:
 The pharmaceutical sector will hire in large numbers, and the telecom and BFSI
sectors will also follow suit
 However, hiring in the FMCG and the automobile sector will witness a sharp
slowdown
 The IT sector is also estimated to witness a marginal increase in hiring
 Real estate, construction and infrastructure are the other industries that are likely to
feel the backlash of demonetization. Recruiters and head-hunters predict that these
three sectors will see more than 100,000 job cuts over the next 12 months.

5. “Research indicates that workers have three prime needs:
interesting work , recognition for doing a good job , and being let
in on things that are going on in the company” --- Zig Ziglar
“Jobs are nothing but rigid solutions to an elastic problem” – Tom
Peters (Thriving on Chaos , London, Pan, 1989)

6. Definitions
Job- consists of group of tasks that must be performed for an organization
to achieve its goal.
Job extinction view- Jobs no longer exist in modern organizations due to
the dynamic nature of work in rapidly changing business environments.
Dejobbing- The broadening of the responsibilities of the company’s jobs
and encouraging employees not to limit themselves to what’s on their
job descriptions.
Job carving- Job carving is the act of analysing work duties performed in a
given job and identifying specific tasks that might be assigned to an
employee with severe disabilities.
Job Analysis- The process of obtaining information about jobs.

7. Job Analysis
 Job analysis is the process of collecting job related information such information help in the
preparation of job description and job specification.

Tasks
• Identifiable work
activity
• Carried out for a
specific purpose.
Duties
• Larger work
segment consisting
of several tasks.
• Performed by an
individual.
Responsi
bilities
• Obligations to
perform certain
tasks and duties.

8. Type of Information collected

9. Method of collecting data

10. Apply the above 6 methods of collecting job data to any 2
positions /roles of the same industry .
Observe the key differences between the two jobs and
ascertain which method is best for each role.
Quickly make group in odd numbers.
You have 10 minutes to discuss and 5 minutes to present.

11. Sets of Data

12. Job brief
We are looking for a skilled HR manager to oversee all aspects of Human Resources practices and processes. You
will support business needs and ensure the proper implementation of company strategy and objectives.
The goal is to promote corporate values and enable business success through human resources management,
including job design, recruitment, performance management, training & development, employment cycle
changes, talent management, and facilities management services.
Responsibilities
 Develop and implement HR strategies and initiatives aligned with the overall business strategy
 Bridge management and employee relations by addressing demands, grievances or other issues
 Manage the recruitment and selection process
 Support current and future business needs through the development, engagement, motivation and preservation
of human capital
 Develop and monitor overall HR strategies, systems, tactics and procedures across the organization
 Nurture a positive working environment
 Oversee and manage a performance appraisal system that drives high performance
 Maintain pay plan and benefits program
 Assess training needs to apply and monitor training programs
 Report to management and provide decision support through HR metrics
 Ensure legal compliance throughout human resource management
Requirements
 Proven working experience as HR manager or other HR executive
 People oriented and results driven
 Demonstrable experience with humanr resources metrics
 Knowledge of HR systems and databases
 Ability to architect strategy along with leadership skills
 Excellent active listening, negotiation and presentation skills
 Competence to build and effectively manage interpersonal relationships at all levels of the company
 In-depth knowledge of labor law and HR best practices
 BS/MS degree in Human Resources or related field

13. Job Description
Experience with understanding of the requirements of the customer and designing software solutions as per the
requirements.
Proficient in development and coding of applications using .NET, SharePoint and its various components to meet feature
specifications and technical designs.
Strong experience of working with n-tier architectures (UI, Business Logic Layer, Data Access Layer) with service-
oriented architectures.
Analyze and plan various models before deciding on the best one. Has the experience with different tools and
frameworks as part of the technical architecture/design processes and designs the best possible architecture within the
specified budgets.
Must have the capability to implement desired design patterns (like: MVC, MVP, MVVM, etc.) and good understanding
of OOPS concept. Excellent communication skills.
Salary:Not Disclosed by Recruiter
Industry:IT-Software / Software Services
Functional Area:IT Software - DBA , Datawarehousing
Role Category:Programming & Design
Role:Database Architect/Designer
Employment Type:Permanent Job, Full Time
Keyskills
SharePoint ArchitectSharePointSharePoint LeadSP EngineerSP Analystcoding.NET
Desired Candidate Profile
Qualification B.Tech
Education-
UG:B.Tech/B.E. - Any Specialization
PG:Any Postgraduate - Any Specialization
Doctorate:Doctorate Not Required

14. Case study
Job Description at Red Lobster (Phillip – Gully 2009)
Red Lobster operates over 670 casual-dining seafood restaurants in the US and Canada, employing
more than 63,000 people. When Red Lobster developed a new business strategy to focus on value and
improve its image, it established a new vision, mission, and goals for the company. The restaurant
chain simplified its menu with the highest-quality seafood it could offer at mid-range prices, traded its
restaurants’tropical themes for a crisp, clean look with white-shirt-and-black-pants uniforms for its
employees, and added Northeastern coastal imagery to its menu and Web-site. Executing the new
mission and differentiation strategy required hiring fun, hospitality-minded people who shared its
values.
Although Red Lobster had not had any problem with hiring restaurant managers, the company felt
that the managers it hired did not always reflect Red Lobster’s strategy, vision and values. The
company also realized that their old job descriptions did not reflect the passion its new strategy needed
from its employees.
Red Lobster ask your opinion of what it should do in writing its job descriptions to improve the fit
between its new management hires and its new business strategy.

15. Job Design
 Involves conscious efforts to organize tasks , duties and responsibilities into a unit of work to achieve certain
objectives.
 Job design follows job analysis.
 Objective:
1. Checking the work overload.
2. Checking upon the work under load.
3. Ensuring tasks are not repetitive in nature.
4. Ensuring that employees don not remain isolated.
5. Defining working hours clearly.
6. Defining the work processes clearly.

16. Job Characteristic Model (Richard Hackman,
GR Oldham)
 Seeks to bring the job close to program.

17. JCM
 Motivational Potential score = (Skill Variety) + (Task Identity) + (Task Significance) x (Autonomy) x (Feedback)
3
The three critical psychological factors are:
 Meaningfulness of the work
 Responsibility of the work outcomes
 Knowledge of results
Ergonomics: concerned with designing and shaping jobs to fit the physical and abilities and
characteristics of employees. Nature of jobs remains the same but the location of tools , switches
and other facilities is changed to make the job holder feel comfortable.

19. Job Evaluation
Methods
of job
evaluation
Factor
comparison
Ranking
Method
Job-
grading
Method
Point
Ranking

20. Recruitment

21. Selection Process

22. Evaluation
 Cost of hire
 Time to hire
 Quality to hire

23. Talent Acquisition
 Planning and Strategy
 Workforce Segmentation
 Employer Branding
.
 Talent Scoping and Management
 Metrics and Analytics