RECRUITMENT, SELECTION, PROCESS, METHODS AND STEPS, ROLE OF RECRUITMENT CONSULTANT, ADVERTISMENT

1. ITMENT, SELECTION, PROCESS, METHODS AND S
LE OF RECRUITMENT CONSULTANT, ADVERTISME

2. Recruitment:-
 Organizational activities that provide a pool of applicants
for the purpose of filling job openings.
 It is a process of searching for prospective employees .
 Stimulating & Encouraging them to apply for jobs in the
org.

3. Factors Governing Recruitment
 Internal Factors
- Recruitment Policy of the Org
- Size of the org & the Number of Employees
Employed
- Cost Involved in Recruitment
- Growth & Expansion Plans of the Org.
 External Factors
- Supply & Demand of Specific Skills in the Market
- Political & Legal considerations such as
Reservations of jobs for reserved Catagories
- Company’s Image Perception by the Job Seekers.

4. Sources Of Recruitment:
 Present Employees
 Unsolicited Applicants
 Educational and Professional
Instituitions
 Public Employment Offices
 Private employment Agencies
 Employee Referrals
 Help wanted Advertising
 Walk-Ins

5. Selection:
 Is the process of discovering the
qualifications & characteristics of the
job applicant in order to establish
their likely suitability for the job
position.
 A good selection requires a
methodical approach to the problem
of finding the best matched person
for the job

6. Selection Process
1. Preliminary Interview
2. Selection Tests
3. Employment Interview
4. Reference and Background Analysis
5. Physical Examination
6. Job Offer
7. Employment Contract

7. Use of psychological test in
selection

8. Why choose testing
 Objectivity – good psychological tests are standardised on a large sample and
provide normative data across a wide range of demographics and age cohorts.
Well selected tests will allow you to demonstrate talents that may otherwise not
be evident.
 Validity – psychometric tests are a more valid method of assessment than
interviews, academic achievement & reference checks, and when utilised in
combination (for example in an assessment centre) are highly predictive of
future job performance.
 Cost – the cost of selection errors is large for both the employer and the
employee. Psychometric tests help to minimise costs while maximizing
potential fit between the candidate and the job.

9. Brief history of tests
Comparisons of human attributes and differences have a very long history.
 Hippocrates – (400BC) attempted to theoretically define four basic
temperament types: sanguine (optimistic), melancholic (depressed),
choleric (irritable) and phlegmatic (listless and sluggish).
 Galton - (19th century) measured human individual differences in terms of
ability to discriminate between stimuli.
 Binet - devised tests to measure differenced in specific human abilities.
Now numerous tests measure specific abilities, strengths and
competencies.

10.  Army Alpha and Beta tests (WW1) – developed out of an urgent
need to select personnel with specific aptitudes for training in
specialist and strategic roles.
 Today – Psychological tests widely used in selection practices.

11. Psychological tests (definition and
dimensions)A selection procedure measure the personality characteristics of applicants that
are related to future job performance. Personality tests typically measure one or
more of five personality dimensions:
 Extroversion,
 Emotional stability,
 Agreeableness,
 Conscientiousness and
 Openness to experience.

12. Types Of Psychological Tests
 Psychological tests fall into several categories:
 Aptitude tests: It refers to potentiality that a person has to profit from certain
kind of training.
 Achievement tests: It helps to measure the proficiency that a person has been able
to achieve.
 Intelligence tests: It attempts to measure the intelligence—that is, basic ability to
understand the world around you, assimilate its functioning, and apply this
knowledge to enhance the quality of your life. Or, as Alfred Whitehead said about
intelligence, “it enables the individual to profit by error without being slaughtered
by it.”[1] Intelligence, therefore, is a measure of a potential, not a measure of
what you’ve learned (as in an achievement test), and so it is supposed to be
independent of culture.
IQ=Mental Age/Actual Age*100
For example, a six year old child with a mental age of 6 would have an IQ of 100
(the “average” IQ score); a six year old child with a mental age of 9 would have
an IQ of 150. Today, intelligence is measured according to individual deviation
from standardized norms, with 100 being the average.

13. Cont…
 Neuropsychological tests: It attempts to measure deficits in cognitive
functioning (i.e., your ability to think, speak, reason, etc.) that may result from some
sort of brain damage, such as a stroke or a brain injury.
 Occupational tests : It attempts to match your interests with the interests of
persons in known careers. The logic here is that if the things that interest you in life
match up with, say, the things that interest most school teachers, then you might
make a good school teacher yourself.
 Personality tests : It attempts to measure your basic personality style and are
most used in research or forensic settings to help with clinical diagnoses. Two of the
most well-known personality tests are
1. Minnesota Multiphasic Personality Inventory (MMPI), or the revised MMPI-2,
composed of several hundred “yes or no” questions, and
2. Rorschach (the “inkblot test”), composed of several cards of inkblots—you simply
give a description of the images and feelings you experience in looking at the blots.
 Specific clinical tests :It attempts to measure specific clinical matters, such as
your current level of anxiety or depression.

14. USES OF TESTS
 Evaluation of right candidate
 Proper selection of candidate
 Identifying the candidates personality

15. Places Where Psychological
Testing Is Used
 Colleges or Educational Institutes
 Army,Navy etc.
 Bank
 Airlines
 Companies
 Schools
 So, now a days in most of the places
candidates are evaluated on the basis of the
psychological test.

16. Advantages
 can result in lower turnover due if applicants are selected for traits that are
highly correlated with employees who have high longevity within the
organization
 can reveal more information about applicant's abilities and interests
 can identify interpersonal traits that may be needed for certain jobs

17. Disadvantages
 difficult to measure personality traits that may not be well defined
 applicant's training and experience may have greater impact on job
performance than applicant's personality
 responses by applicant may may be altered by applicant's desire to
respond in a way they feel would result in their selection
 lack of diversity if all selected applicants have same personality traits
 cost may be prohibitive for both the test and interpretation of results
 lack of evidence to support validity of use of personality tests

18. Tips
 Select traits carefully :
An employer that selects applicants with high degree of
'assertiveness', 'independence', and 'self-confidence' may end up
excluding females significantly more than males which would result in
adverse impact.
 Select tests carefully:
Any tests should have been analyzed for (high) reliability and (low)
adverse impact.
 Not used exclusively:
Personality tests should not be the sole instrument used for selecting
applicants. Rather, they should be used in conjunction with other
procedures as one element of the selection process. Applicants should
not be selected on the basis of personality tests alone.

19. Types of Interviews
 Structured
 Unstructured
 Mixed
 Behavioral
 Stressful

20. BARRIERS TO EFFECTIVE
SELECTION
 Perception
 Fairness
 Validity
 Reliability
 Pressure

21. Stages In Selection Process:
• Stage 1: Screening Of Application Forms.
• Stage 2: Tests--Intelligence, Aptitude,
Technical, Psychometric, Ability,
Interest.
• Stage 3: Selection Interview.
• Stage 4: Selection Decision

22. RECRUITMENT PROCESS
PRACTICES BY
CAPGEMINI INDIA

23. Steps Of Recruitment Process

24. RECRUITMENT PROCESS FOR
FRESHER
 WRITTEN /APPTITUDE.
 GROUP DISCUSSION.
 PSYCHOMETRIC TEST(CONDITIONAL).
 TECHNICAL INTERVIEWS(CONDITIONAL).
 HR INTERVIEWS.

25. RECRUITMENT PROCESS FOR
HIGHER POST
 PSYCHOMETRIC TEST.
 BUSINESS GAME.
 HR INTERVIEWS.

26. SELECTION PROCEDURE/STEPSSELECTION PROCEDURE/STEPS
1 PRELIMINARY SCREENING
2 SENDING APPLICATION FORMS
3 TRADE TEST
4 WRITTEN TEST
5 PSYCHOLOGICAL TEST
6 INTERVIEW
7 PHYSICAL TEST
8 ON THE JOB TEST
9 REFERENCE
10 ORIENTATION
11 FINAL SELECTION
12 INTIMATION TO SALARY DEPT.

27. Difficulties in Recruitment process
 Talent Acquistion.
 Expensive.
 Time Constraint.
 Retention of employees.
 Managing low attrition rate.
 Budget.

28. Challenges in Recruitent &
Selection:
 Talent Shortage
 Attrition Rate
 Reservations and other Gov. Policies
 Remoteness of Job
 Scrutinity of employee’s credentials

29. Basic Diff. Between Recruitment
and Selection:
 Recruitment- searching for and attracting
applicants qualified to fill vacant positions
 Selection- Analyzing the qualifications of
applicants and deciding upon those who show the
most potential

30. Case Study: Selection And
Recruitment Practices in Wipro
Tech
Wipro Tech is an information technology service
company established in India in 1980.
Headquarter Bangalore
Rank Third largest IT services
company in India
Employees Strength 78,000 as of September
2007

31. Q & A Session with WIPRO HR:
How requiremnt arises in Wipro?
 Acquisition of Projects, as per needs of
PM,TL.
How do you come to know about technology on
which the workforce have to be recruited.
Project manager, technical lead
handover(or mail) HR team about Job
description as well as little bit project
description ,& required technical
competencies.

32. Cont....
How do you come to know about no. of candidates to be recruited?
First do check about current workforce which is on bench and
having the required skill then we decide about no. of candidate
to be recruited.
What's the first process of recruitment?
If the recruitment is on small level and the skillset is easily
available then we scan our database for candidates but if the
recruitment is very large and skillset is presice (or scarcity of
skillset ) then we give the advt in news papers.

33. Cont....
What is the next step you follow ?
We shortlisted the resume on the basis of skill and
experience and availability of skill set in market, then we
invite them for further process like Aptitude Test ,Group
Discussion, Interview.

34. Cont....
What kind of professionals can find job opportunities with the
company?
We have a rigorous recruitment process to ensure that we hire
the best talent in the industry. All our HR processes are
competency based.
 Educational qualifications are function dependent.
 In addition to a good education, we look for candidates with high
potential, integrity and the ability to lead the organisation in
future.
 Our main focus is on `internal growth' and hence we look for
candidates who are steady, interested in building a career with
Wipro and who bring a new perspective to the organisation.

35. Cont...
What kind of retention policies do you implement to fight
attrition?
Our values and culture, freedom and autonomy, exciting challenges
and opportunities for career advancement are our key retention tools.
 We work in a highly charged environment with talented and
successful people that motivate one and all.
 We believe that apart from salaries, employees seek fast growth,
exciting work environment and opportunity to make a difference
through entrepreneurial ventures, amongst other things.
 Each employee has a career growth plan in place. Based on the
career plan we give each of them opportunity to work in various
functions to get a wide and varied exposure.
 We also have a compensation design, which aggressively
differentiates between performers and non-performers.
 We were arguably the first FMCG company in India to offer stock
options to employees.
 We also purge the bottom 10% on a regular basis so that they do not
become a liability for others.

36. Role of recruitment consultants

37. What is Consultant
 A consultant (from the Latin consultare means "to
discuss" ) is a professional who provides advice in a
particular area of expertise such as accountancy, the
environment, technology, law, human resources,
marketing, medicine, finance, public affairs,
communication, engineering, graphic design, or waste
management.
 A consultant is self-employed or works for a
consultancy firm, usually with multiple and changing
clients.

38. Types of Consultant
 Environmental consultants.
 Technology Consultant.
 Human Resource Consultant
 Marketing Consultant
 Law Consultant
 Medicine Consultant
 Finance Consultant
and many more….

39. What Is Recruitment Consultant
 "Recruitment consultants work with companies to help them find the right
people for their positions. They also work for candidates to find a role that is
suitable for them.
The key skill of a recruitment consultant is to meet the needs of both the client
and the candidate to ensure the best mutual fit; this is not simply a case of
skills matching but of truly understanding the business and its culture, as well
as the aspirations of the candidate."

40. Recruitment Consultant Activities
 A recruitment consultant is responsible for helping employer clients to
recruit staff for job vacancies. These vacancies can be permanent or
temporary roles.
 Recruitment consultants develop an understanding of their client's
requirements, then identify potential staff (candidates) through existing
contacts or by advertising roles/headhunting (executive search). They
assess candidates' skills through interviews, tests and background checks,
then make recommendations to their client.
 Consultants also provide advice to both clients and candidates on salary
levels, training requirements and career opportunities. Developing solid
relationships with clients is integral to the role.
.

41. » Typical work activities
 A recruitment consultant's role is demanding and diverse.
 using marketing and business knowledge to extend company contacts.
 identifying and evaluating employers' recruitment needs.
 negotiating terms of employment.
 interviewing potential candidates
 clarifying and negotiating salary and benefits relating to the role.
 headhunting - identifying and approaching suitable candidates.
 monitoring candidates once placed.
 collecting feedback from employers on the performance of candidates who have
previously been placed with them.
 maintaining current records and personal statistics for review against performance targets.
 documenting clients' details and vacancy requirements in a brief.

42. Various Players In Recruitment
Consultancy
At National Level
 3P Consultant Pvt. Ltd.
 ABC International Placement Services
 Active Consultant
 Beta Consultancy HR Services
 Browse Consulting
 Career Graph
 CareerIndia
 Dynamic Consultant
 Enterprise Consulting
 HUDDAR
 Human Ware India
 JCG Associates
and many more……

43.  At Global Level
 ADD Resources
 BLT
 Camron James
 Osiris Connections
 Prism Executive Recruitment

44. What makes a Good Recruitment
Consultant
To be successful in the recruitment industry you must:
 be ambitious and confident
 be goal orientated
 have good interpersonal and communications skills
 be a good team player
 be able to handle multiple priorities
 be tenacious
 be a problem solver
 be able to work to deadlines and targets
 enjoy responsibility and working in a high-pressure environment
 have a good sense of humour

45. Opportunity as a Recruitment
Consultant
 A chance to work with a large successful organization.
 An opportunity to develop within the Recruitment Industry with one of
the most supportive and resourceful organizations.
 A role that could provide you with a solid future within Recruitment.
 A competitive annual salary and excellent commission packages
 Fantastic training and mentoring opportunities

46. Challenges Faced By Recruitment
Consultant
 Develop expertise in those strategic areas, where the consultants have not
developed expertise when firm is focused and the consultant is a generalist.
 Reinforce and update knowledge and skills in the areas of focus of the firm
when the firm is focused and the consultant is an expert.
 Provide the consultants exposure to areas where they do not have expertise in a
non focused firm with expert consultant. Here, the long-term objectives of the
consulting firm is to operate in a wide range of sections/functions.
 Expose the consultants to all upcoming sectors/functions in a non-focused firm
with generalist consultant .
 Three key areas which every consultant should be well conversant
1)knowledge and skills related to Man-management.
2)Business development, and Quality assurance.
3) evaluation technique.

47.  To maintain Effectiveness and Efficiency.
 Innovation and Quality Assurance are two key elements in the success of any
consulting firm.
 Maintain the customer relationship.

48. AdvantagesAdvantages
 Fast Response
 Broad customer base in private and public sectors
 Improved attraction and recruitment strategies
 Identifies and prepares potential job applicants
who will be appropriate candidates.
 Higher succession rate of the selection process by
reducing the number of visibility under-qualified
or overqualified job applicants.

49. DisadvantagesDisadvantages
 Non -ethical strategies.
 It won't always work.
 Cost.

50. 50
What are Advertisements…..

51. ADVERTISEMENT
What is advertisement?
Advertising is a one-way communication
whose
purpose is to inform potential customers about
products
and services and how to obtain them
For Recruitment –
To provide information that will attract a significant
pool of qualified candidates and discourage
unqualified ones from applying.
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52. Various kinds of Advertisement
Media
(E.g. billboards, printed flyers , radio,
web banners, web popups, human
directorial, magazines, newspapers, posters)
1. Above the line Media: Press, TV, Outdoor, posters, and
radio ( recognized ad agencies get commission from
these media)
2. Below-the-line Media: Direct mail, Sale Promotion,
merchandizing, exhibitions
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53.  Price Advertisement
 Covert Advertisement
 Local Service advertisement
 Business to Business Advertisement
 Direct Response Advertisement
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Various kinds of Advertisement

54. Medium for Recruitment Advertising
 Television
(e.g. News pop-ups, Commercial ads like Accenture & many more)
 Radio (e.g. Radio Mirchi… )
 Magazines (e.g. Business Today, Winning Edge, Human capital…)
 Newspapers (e.g. Blind Box Ads, Business accents, Times classified
etc..)
 Internet (e.g. Web portal like Naukri.com, Monster.com…)
 Direct Mail
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55. Graphical Comparison
55

56. 56

57. 57

58. 58

59. 59

60. 60

61. Success Factors
 Customer realization of Product.
 Quality of a Product is determined.
 Exposes company’s Culture
 Ramp Up Awareness of Brand among masses and
hence increase Demand
61

62. Use of Advertisements in
Recruitment Process.
 Creating awareness of Job Opportunities in the
specified field of Interest.
 Finding Desirable Candidates
 Keeping an competitive edge over competitors
as more advertisements attracts best of the job
seekers.
 Advertisement is the fastest way to spread
recruitment hiring information.
62

63. Evaluation and Effects
 Newspapers
Advantages – Short lead time, flexible, reach
large audience, community prestige, intense
coverage, reader control of exposure,
coordination with national advertising,
merchandising service, segment consumer by
geography.
Disadvantages -- short life span, may be
expensive relative to other media, hasty reading,
poor reproduction, lack of creativity.
63

64.  Radio
Advantages – audio capacity, short lead time, low cost
relative to other media, reach demographic and geographic
segmented audience, reach large audience.
Disadvantages – don’t have visual capacity, fragmented
and inflexible, temporary nature of message.
Magazines and Journals
Advantages -- selectivity for demographic and geographic
segments, high in quality reproduction, lasts as long as
magazine is kept, prestigious advertisement is credibility of
magazine is high, extra services, issue may be read by
more than one person.
Disadvantages – long lead time, lack of flexibility in gaining
attention, often limited control over location of
advertisement.
64

65.  Television
Advantages -- impact mass coverage, repetition,
flexibility in getting attention of consumer,
prestige, visual and audio capabilities, short lead
time.
Disadvantages -- temporary nature of message,
high cost relative to other media, high mortality
rate for commercials, evidence of public distrust,
lack of selectivity, hard to target customer,
requires production specialists
65

66.  Outdoor Advertising
Advantages – inexpensive relative to other
media, quick communication of simple ideas,
repetition of exposure to customers, ability to
promote products available for sale nearby
Disadvantages -- brevity of the message, short
exposure time, cannot target customer, public
concern over aesthetics.
66

67.  Internet & Direct Mail
Advantages – flexibility in reaching target
audience, short lead time, intense coverage,
flexibility of format, complete information, easy to
personalize
Disadvantages -- high cost per person,
dependency on quality of mailing list, consumer
resistance, may be considered as junk mail, may
be difficult and expensive to access mailing lists
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