Recruitment and selection process

Recruitment and Selection

HR planning

Required quantity and quality of Human resource. Quantity: Expansion / growth, stagnancy, negative growth,

promotions, transfers, retirements, turn over. Quality: Competencies the business require today and

tomorrow. What roles are required?

Choice of Internal and External pool

Finding the right skills and profile in HRIS Internal promotions improve motivation Provides Career growth to people. On the other hand organizations need fresh thought The required skills may not be available within the company.

Finding internal candidates

Internal job postings Succession planning Rehiring HRIS

External Hiring and HR Branding

The image of your organization in candidates market Positioning your organization in the job market. Selecting the right target audience. Selecting the right media Designing the right message Measuring the response

Use of Employment agencies

Government agencies Private Recruitment agencies Head Hunters Use of Third party Three way Recruitment consultants are used: Registers: Has a good data base for immediate use. Selection: Give the client screened candidates with a report Search : where there is a small pool of candidates Reading: How to choose a consultant?

Hiring through HR Department

Advertising: Role of advertising agency Selecting the media Designing the message Measuring the response Referrals University Hiring Use of internet

Think of these markets

Equal opportunity employment Special people Minorities Old age people Assignment # 3: Design a job Ad and its media plan for any

position you like. Consider AIDA model of communication, HR Branding, target audience, JD and Job specification and budget considerations while designing the Ad. Make a simple format to measure the response of different media being used.

Selection Process

Initial Screening Application form Employment tests Performance simulation tests Work sampling Assessment centers The comprehensive interview

The Selection Process

Realistic job preview Back ground investigation Conditional offer Medical Examination Job offer Home Assignment # 4: Search on internet and reference books on

material relating psychological testing and discuss following: 1-Psychometric questionnaires and its types. 2. Find a personality test and its usage for selection purpose and present in class.

Project composition

Define your HR Branding parameters HR plan and Recruitment plan Perform Job analysis and develop Job Descriptions (attach both

documents) Define strategy to attract a sizable pool of qualified applicants

which includes identifying target market, identifying sources, designing message, selecting media, budgeting etc.

Also define your strategy as to ensure an employer who does not discriminate.

Project Composition

Define selecting mechanism and procedures according to JDs and Job specifications. E.g. Selection tests, Personality tests (if any), work sampling etc. kind of Interview, medical tests etc.

Attach Selection tests, Interview forms etc. Define salary range, benefits, perks, facilities etc for each job

and mention in offer letter ( attach) Define Employee orientation and socialization plan Define what initial training will employee go through and who

will take the ownership within the company.

Employee Testing and Selection

Psychological tests: The term ‘psychological tests’ refers to a procedure for the

evaluation of psychological functions. Psychological tests involve those being tested in solving problems, performing skilled tasks or making judgments. Included in term Psychological tests are: intelligence, ability, aptitude, language development and function, perception, personality, temperament and disposition, and interests, habits, values and preferences.

Employee Testing and Selection

Types of psychological tests: Psychometric tests: Tests of maximum performance usually

measures Intelligence or special ability / aptitude. Psychometric questionnaires: Tests of typical performance e.g.

personality questionnaires and are designed to measure personality characteristics, interests, values, or behaviors.

Types of Psychometric tests: Test of attainment (to measure the degree of knowledge and

skill) Tests of general intelligence Tests of special ability or aptitude

Employee Testing and Selection

Types of tests for special aptitude / ability: Verbal ability Numerical ability Spatial ability Diagrammatic ability Mechanical ability Manual dexterity

Employee Testing and Selection

Types of Psychometric questionnaires: Self report personality questionnaires Emotional intelligence questionnaires: EI is defined as ‘ being

aware of, and managing, one’s own feelings and emotions; being sensitive to and influencing others; sustaining one’s motivation; and balancing one’s motivation and drive with intuitive, conscientious and ethical behaviors

Interest questionnaires Value questionnaires Work behavior questionnaires

Employee Testing and Selection

The ‘Big Five ‘: Extra version represents a tendency to be sociable, assertive,

active, energy and zeal. Neuroticism represents poor emotional stability and experience

negative effects such as anxiety, insecurity and hostility. Openness to experience is the disposition to be imaginative,

non confirming, unconventional, and autonomous.

Employee Testing and Selection

Agreeableness is to be trusting, compliant, caring and gentle. Conscientiousness is a bout achievement and dependability Achievement tests On the job knowledge tests Web Based testing Work sampling and simulation (composed of several tasks

crucial to performance of job

Employee Testing and Selection

Management Assessments Centre: The in- Basket Leaderless group discussion Management games (realistic problem solving e.g. how to

compete and advertise or manufacture Individual Presentations (communication skills Objective tests (personality tests) The interview

Employee Testing and Selection

The miniature training and evaluation approach: Internships Training contracts etc. Back ground investigations and reference checks Physical Examination Substance abuse screening Graphology Class + Home assignment # 5: Divide the class into 4 groups.

Two groups will develop a structured interview guide for their respective panels and from other two groups faculty will select one person each as interviewee.

Selection Interviews

General Types of interview: Selection interviews Appraisal interviews Exit interviews

Structured versus unstructured interviews The contents of interview (situational, behavioral & job related)

Selection Interviews

Personal or Individual Interviews: Unstructured sequential interviews Structured sequential interviews

A Panel interview Mass interview Computerized interviews

First impressions during interview

Hiring the right people for right job is all based on a proper interview. Based on a research its estimated that in over 85% of the cases the interviewers had made up their minds before the actual interview based on first impression gleaned from candidates application forms or personal appearance. An interviewee who starts well can end up average as his impression is already been made, an interviewee who has started poor may have to work hard during the interview to break his first impression.

The interviewee’s dress code and body language should carry positive vibes of his attitude as well as his personality should reflect his knowledge.

Getting ready for an interview

Dress up for the event, formal not casual Resume should not be too lengthy, be specific about the objective, your

experience portion should reflect the things which you have been doing in your previous job. If fresh than your career objective and projects during your studies should be very elaborated reflecting your skills and capabilities.

You can impress an interviewer through a properly drafted Resume. When entering a room before an interview you should not give confused

look, carry the best possible confident looks as possible but don’t be over-confident.

Body language- should sit straight or leaned always sit cross legged with a little tilted gesture. Do not fiddle hands it reflects nervousness. Do not look at watch it reflects as if you are in a hurry to go somewhere else. Be confident and look in eyes of the interviewer, if you avoid eye contact it shows your lack of confidence or the other person can take you as not trust worthy.

Orientation and start up training

Assignment#6: Study the orientation and socialization process, interview an HR Manager of a medium to large organization and develop an orientation & socialization plan for new employee.

Orientation and start up training

Four points the orientation should accomplish: Welcome Organization’s history, present, future vision, culture etc. Policies and procedures Socialization with other members Five steps training process: TNA Instructional design Validation of content Implementation Evaluation

Orientation and start up training

Training, Learning and Motivation: Make the learning meaningful Make skill transfer easy Motivating the learner

Analyzing training needs: Task analysis (New Employees) Performance analysis (Existing employees) Training methods: OJT Apprenticeship Training

Orientation and start up training

Informal Learning Job instruction Training Lectures Programmed Learning Audio visual based training Simulated training Computer based training

Managerial on the job training: Job Rotation Coaching

Orientation and start up training

Off the job management training: Case study method Management games Out side seminars University related programs Role playing In house development centers