Recruitment and Selection

RECRUITMENT

RecruitmentThe process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization

According to Yoder Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.

Byars and Rue, Recruitment involves seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen. Organizations like Infosys, Citi Bank, Johnson & Johnson and Procter &Gamble etc uses employee stock option plan as a strategy to attract and retain people in their organization.

To have good recruitment it is important that there should be three things- i) attractive compensation ii) better career opportunities and iii) good organizational image or reputation

Alternatives to RecruitmentOutsourcingContingent WorkersProfessional Employer Organizations--Employee LeasingOvertime

There are three types of recruitment needsPlanned: It arises due to the changes in the organization and its policy.Anticipated : It is a need which can be predicted by looking at the changes in the internal and external environmentUnexpected: It is a need which arises due to sudden deaths, resignations accidents or illness.

purpose and importance

To attract and encourage candidatesTo help organization in selecting best suited candidates by creating a pool of applicants.To Determine the present and future requirement with the help of human resource planning and job analysis.acts as a bridge between employer and job seeker.helps in meeting the legal and social obligations related to work force composition.helps in identifying the potential employees of the organization.It makes effective use of various sources and techniques for all types of jobs.

Recruitment practices In centralized recruitment central office performs all the process of recruitment. Commercial banks generally follow the cIn case of decentralized recruitment all the functions related to recruitment is performed at zone or unit level. For example recruitment of lower level employees in railways. entralized recruitment practices.

Internal Environment of Recruitment INTERNAL FACTORSCompanys pay packageQuality of worklifeOrganizational cultureCareer planning and growth

Internal Environment of RecruitmentSize of the companyGeographical spread of the operationCompanys growth rateRole of trade unionCost of recruitmentCompanys image

Internal Environment of RecruitmentHuman Resource PlanningPromotion PoliciesFirms Knowledge of Employees

External Environment of RecruitmentLegal ConsiderationsCorporate ImageSocio-economic factors

External Environment of RecruitmentSupply and demand Employment rateLabour market condition Political, legal and governmental factorsInformation system

The Recruitment ProcessHuman Resource PlanningAlternatives to RecruitmentRecruitment Planning- (Yield Ratio & Type) Use Internal Sources and MethodsUse External Sources and MethodsContacting SourcesRecruited Individual

Types of recruitmentInternalExternal

merits of internal recruitment It can be motivational for employees. It can improve the morale of the employees.Internal candidates are known to the company so their suitability can be judged better. It can generate and enhance loyalty, commitment, a sense of belongingness and a feeling of security.The employee will get a chance for advancement so more psychological satisfaction at the job.

merits of internal recruitment Promotion can lead to increase in salary.Minimum cost of selection.The cost which occurs in training, orientation induction and adaptation of the new employee can be minimized.Satisfied trade unions.Fulfillment of social responsibility of the organization. More stable organization

disadvantages of internal recruitment The organization has limited choice. They are forced to compromise with quality and settle for less qualified employees due to the limited pool of candidates. It is very negative for the entry of external talented candidates. It may happen that existing employees fail to be innovative which can prevent the organization to be dynamic.

disadvantages of internal recruitment When employees are taken internally then it is based on length of the service and not on merit. Internal recruitment can give rise to in fight. There can be a race for better position and it may lead to bitter relationship

advantages of external recruitmentExternal source provide large pool of applicants so there is a wide choice options of people with requisite qualifications.New talent with latest knowledge and creativity can bring fresh blood to the organization.

advantages of external recruitmentInternal candidates are motivated to work hard because they face tough competition from external candidates.It gives long term benefit to the organization through balanced human resource mix with different expertise and experience.

disadvantages of external recruitment

It can be very expensive. Approaching different sources is not an easy task.It is very time consuming. There is a proper process of external recruitment organization has to follow it.

disadvantages of external recruitmentThere is no guarantee that new employee will adjust in the organization. In that case there will always be uncertainty in the organization .External recruitment can be de motivational for the existing employees

Internal Methods

Promotions and TransfersJob PostingEmployee Referrals

External Sources of RecruitmentCampus Recruitment: High Schools and Vocational Schools, Community Colleges,Colleges and UniversitiesCompetitors and Other FirmsUnemployedOlder IndividualsMilitary PersonnelSelf-employed Workers

External Sources of RecruitmentGate Hiring and contractorsUnsolicited Applicants/Walk-insInternet RecruitmentCompanies must evaluate the recruitment process very carefully on different criteria such as cost, time, quality labour market condition

External Recruitment MethodsAdvertisingEmployment Agencies - Private and PublicRecruitersSpecial EventsInternshipsExecutive Search FirmsSign-In Bonuses

Sign-In Bonuses3 out of 5 companies use signing bonus as recruitment toolUsed where severe shortages of highly skilled workers existDollar amounts vary dramatically

SELECTION

SelectionThe process of choosing from a group of applicants the individual best suited for a particular position and an organizationGoal of the selection process is to properly match people with jobs and the organization

Essentials of Selection ProcedureJob AnalysisEmployee SpecificationsRecruitment

Factors Affecting Selection DecisionProfile MatchingOrganizational and Social EnvironmentSuccessive HurdlesMultiple Correlation

Environmental Factors Affecting the Selection ProcessLegal considerationsDecision making speedOrganizational hierarchyApplicant poolType of organizationProbationary period

The Selection ProcessJob AnalysisRecruitment Application FormPreliminary interviewsReview applications and interviewsSelection testsEmployment interviewsReference and background checksSelection decisionPhysical examination

Preliminary InterviewRemoves obviously unqualified individualsAsk a few straightforward questionsMay qualify to work in other open positionsTelephone interviewsVideotaped interviewsComputer interviews

Types of Employment TestsCognitive aptitudePsychomotor abilitiesJob KnowledgeWork-sample (simulation)Vocational interests Personality Interest TestAptitude Test

Types of Employment Tests (Continued)Drug and alcohol Genetic Internet

Cognitive Aptitude TestsGeneral reasoning abilityMemoryVocabularyVerbal fluencyNumerical ability

Psychomotor Abilities TestsStrengthCoordinationDexterity

Job Knowledge TestsMeasure a candidate's knowledge of the duties of the position for which he or she is applyingAre commercially available

Work-Sample (Simulation)Tests that require an applicant to perform a task or set of tasks representative of the jobSuch tests by their nature are job relatedProduces a high predictive validity, reduces adverse impact, and is more acceptable to applicants

Vocational InterestsIndicate the occupation in which a person is most interested and is most likely to be satisfied with

Primary use has been in counseling and vocational guidance

Personality TestsTraitsTemperamentsDispositions

Drug and Alcohol TestingAbout 71 percent of alcohol and drug abusers are employedFew issues generate more controversy today than drug testingDrug testing in the U.S. is becoming more commonplaceThere is a 2-6 percent positive rate among tested applicants

Genetic TestingDetermines whether a person carries the gene mutation for certain diseases, including heart disease, colon cancer, breast cancer and Huntingtons disease6 to 10 percent of employers were conducting genetic tests

The Employment InterviewGoal-oriented conversation in which interviewer and applicant exchange informationInterview planningContent of the interview

Content of the InterviewOccupational experienceAcademic achievementInterpersonal skillsPersonal qualitiesOrganizational fitCandidates objectives

Types of InterviewsUnstructured (nondirective)Structured (directive or patterned)Behavior Description

Unstructured (Nondirective) InterviewAsks probing, open-ended questionsEncourages applicant to do much of the talkingOften time-consumingDifferent information from different candidatesPotential legal woes

Structured (Directive or Patterned) InterviewSituational questionsJob knowledge questionsJob-sample simulation questionsWorker requirements questions

Methods of InterviewingOne-on-one interview - Applicant meets one-on-one with an interviewerGroup interview - Several applicants interact in the presence of one or more company representativesBoard interview - Several of the firms representatives interview one candidateStress interview - Anxiety is intentionally created Realistic job previews - Job information is conveyed to the applicant in an unbiased manner

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