The document discusses challenges in recruitment, emphasizing the importance of understanding candidate suitability, interview preparation, and the impact of company culture on attracting and retaining talent. It highlights the role of social media in recruitment and the shift towards virtual interviews since the onset of the pandemic. Key points include avoiding common interview pitfalls and the need for companies to actively sell their values to potential hires.

1. Why The Wrong Person
get selected ?
වැරදි පුද්ගලයා ත ෝරා ගන්තන් ඇයි?
Почему выбирают не того человека ?
Jayadeva de Silva

3. A difficult task

4. RECRUITMENT & SELECTION
Some clarification on terminology

6. HEAD
HUNTING

8. OUTSOURCING OF RECRUITMENT
?????????????

11. Facebook
• Using Facebook for recruiting is a very
effective way to reach passive candidates.
• As of 2018: 79% of job seekers use social
media in their job search
• Facebook has 2.19 billion monthly active
users and 1.3 billion active daily users.

14. Two grave mistakes of hiring both at the same time

15. Hiring the wrong person
and
Failure to hire the right
person

16. Poor Understanding of the labour legislation

23. rial
mployment

24. Your CV

25. HMAT
Hayleys Mental Ability Test

26. JOB INTERVIEWS

29. Body
Language

31. Only one interviewer has a copy of the CV of the candidate. Others are also asking
question s which need not be asked…….

32. Interview pitfalls
• No preparation or lack of preparation of
interviewers
• Asking loaded questions
• Asking closed end questions instead of open
ended
• Trying to put the candidate under stress to
check how he react to stress
(He is already under stress if he was not put at
ease at the commencement of interview)

33. • Interpreting body language wrongly
• Asking different questions from different
candidates making comparison difficult)
• Making inappropriate comments
• Poor time management
• Prejudices

34. • Ideally Interview should not be a test to check
subject knowledge of the candidates
• It should be an opportunity to both parties to
see if they are compatible
(All testing should be done preferably before
the interview)

35. • Asking for the salary expected and make hiring
decisions on that

37. Don’t average the
scores given by
various members
of the interview
panel

40. Three things
•Can you do the Job ?
•Will you do the Job?
•Will you fit in ?

51. Energy Motivating Adaptability
Integrity Tactical behaviour Responding sensitively
Loyalty Judgement Presenting
Interviewing Networking Vision
Communication skills (verbal) Communication skills (written) Group-oriented leadership
Customer-oriented Acting innovatively Delegating
Problem analysis People-driven management Independence
Results-oriented way of working Sociability Listening
Perseverance Determination Courage
Situational awareness Attention to detail Understanding of the environment
Cooperation Independent learning Self-knowledge
Entrepreneurship Leadership Ability to learn
Responding flexibly Financial awareness Persuasiveness
Stress resistance Showing initiative Assertiveness
Discipline Conceptual thinking Negotiating
Organisational sensitivity Confronting Flexibility
Creative thinking Planning and organising Monitoring progress
Critical thinking Impression Self-development
Organising Accuracy Anticipating
Coaching Analytical skills Decisiveness
Ambition Managing conflict

55. Driving Test/ Trade Tests

59. Love Compatibility

60. Lagna
My Research

61. https://www.slideshare.net/
avedayaj10/astrology-
human-resource-
mnagement

62. https://www.slideshare.net/ave
dayaj10/astrology-human-
resource-mnagement

66. Interview Questions
• Can you explain how many golf balls will fit in
a school bus?
• Is your IQ over 130?
• What should we have for dinner tonight?
• What do you think about yourself-
incompetent or lazy?
• What is your track record of doing something
well?

67. • Explain what is the weight of Empire state
Building?
• Can you explain why manhole covers are
round?
• Can you explain “dead beef”?
• How can you find out the heavier ball from a
collection of eight balls when you have a
weighing machine?

68. • Can you explain data base to a young child?
• Some months are there that have 30 days
some 31 how many have 28 days?
• Can you say what comes after 10, 9, 60, 90, 70
and 66?
• A man claims that he can predict all foot ball
match score… can you explain how?

69. • Can you explain which number does not
belong to the series 1, 1, 2, 3, 4, 5, 8, 13, 21?
• A house which is red in colour is made of red
bricks, the blue house of blue bricks then
what is green house made of?
• You are given 6 glasses where the first three is
full and the last three empty, how can you
arrange the glasses so that empty and full
glass stand alternative and you can only move
one glass?

70. • Can you explain how five minus two is equal
to four?
• Can you name the day which is three days
after Saturday and is the day before the day
before yesterday?
• If you see that your wardrobe is full of shirt
and you find it difficult to find a shirt so how
should you organize your closet to find easily?

71. Attraction and Retention
• “People will remember what you do as a
company during tough times - what you do
now will be remembered forever.
• In these times, the employer becomes the
social safety net, and how you lead the team
through a crisis will determine retention and
the ability to attract talent in the future.”

72. Professionals are rethinking
their purpose.
• We will see a change in the mindset of
professionals.
• Once we start seeing more certain times
where people can go back into a regular work
routine, a lot of people will be rethinking their
careers.
• We foresee a big wave of professionals
wanting to change their lives and their jobs.

73. Physical perks can’t replace real
company culture.
• Now is the time for companies to focus on
company culture and define the values under
which they operate.

74. Companies must sell themselves in
the interview process.
• Gone are the days where we can just roll out a
list of technical skills and think if you put out
an offer that person will accept.
• Companies are selling themselves to the
candidates as much as the other way around
in the new interview process.”

75. Demand for companies and
industries is shifting.
• Some industries or types of companies that
used to attract top talent that wanted to move
fast and take risks might find themselves losing
talent to more established companies as
professionals seek job security, a natural need
during uncertain times.

76. Location no longer limits the
talent pool.
• Where the search for the perfect candidate
used to be limited by geography or relocation
budgets, now companies have the
opportunity to tap into a much bigger talent
pool.

77. Video interviews and Zoom interview
processes have become the norm.
• While it can be challenging to navigate virtual
interviews and find top candidates virtually,
especially when most interviews so far have
been done face-to-face, the cost and time
savings for both parties make it worth the
effort.
.

78. So what is the lesson
here