Recruitment & Recruitment & SelectionSelection

Presented By:-Gaurav PathakHemanta Kumar BaidyaHimanshu ChaudhryHimanshu SharmaHimanshu SinghIrshad AhmedKavita Bansal

Presented To:- Ms. Shweta Khanna

MAIN MAIN COVERAGECOVERAGE

Concept of RecruitmentRecruitment PolicySources of RecruitmentEvaluation of a Recruitment

ProgramE-RecruitmentConcept of SelectionSelection ProcessSelection Method

Recruitment Recruitment Recruitment is the process of

searching for prospective employees and stimulating them to apply for jobs in the organizations.

Recruitment is also a technique for creating a pool of candidates from where selection can takes place.

“Selection starts where recruitment ends”

A good recruitment policyA good recruitment policyComplies with government policiesProvides job securityProvides employee development

opportunitiesFlexible to accommodate changesEnsures its employees long-term

employment opportunitiesCost effective for the organization

FACTORS AFFECTING FACTORS AFFECTING RECRUITMENTRECRUITMENT

Organizational / internal factors

Environmental / external factors

SOURCES OF SOURCES OF RECRUITMENTRECRUITMENT

Internal Search

HRIS Job portalsNotice

boards Circulars

SOURCES OF SOURCES OF RECRUITMENTRECRUITMENT

External Search

Advertise-ments

Employee referrals

Educational institutions

Interested applicationsEmployment

agencies

Human resource planningHuman resource planning

Identify HR requirementsIdentify HR requirementssurplus

Retrench/layoffs

demand

Determine numbers, levels &Criticality of vacancies

Determine numbers, levels &Criticality of vacancies

Choose the resources & Methods of Recruitment

Choose the resources & Methods of Recruitment

Analyze the cost & timeinvolved

Analyze the cost & timeinvolved

Organizational Recruitment policy

Job analysis

Start implementing the Recruitment program

Start implementing the Recruitment program

Select and hireSelect and hire

Evaluate the ProgramEvaluate the Program

Process of recruitment

EVALUATION OF A RECRUTIMENT EVALUATION OF A RECRUTIMENT PROGRAMPROGRAMThe recruitment policies, sources

& methods have to be evaluated from time to time

Successful recruitment program shows◦No. of successful placements◦No. of offers made◦No. of applicants◦Cost involved◦Time taken for filling up the position

E-Recruitment

Most striking recent development.

Kinds of E-Recruitment

o Job Portals

o Resume Scanners

Attractions of E-Recruitment

• Jobs can be advertised inexpensively to potentially massive audience.

• Inexpensive, once it is set up.

• Speed of response.

• Facilitates online short listing using CV matching software.

SelectioSelectionn

Multiple hurdle model: eliminating some candidates at each stage of the selection process

Compensatory model: a very high score on one type of assessment can make up for a low score on another. All candidates go through all selection procedures

Vs

Outcome of Outcome of SelectionSelection

Selecting the right candidate

Selecting the right candidate

Rejecting the wrong candidate

Rejecting the wrong candidate

Selecting the wrong candidate

Selecting the wrong candidate

Rejecting the correct candidate

Rejecting the correct candidate

POSITIVE OUTCOME

NEGATIVE OUTCOME

“SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION”

THE SELECTION PROCESSTHE SELECTION PROCESSResumes/CVs ReviewResumes/CVs Review

Analyze the Application BlankAnalyze the Application Blank

Conducting Tests and Evaluating performance

Conducting Tests and Evaluating performance

Preliminary InterviewPreliminary Interview

Reference checks Reference checks

Job OfferJob Offer

Initial Screening InterviewInitial Screening Interview

Medical ExaminationMedical Examination

Placement Placement

Core and Departmental Interviews

Core and Departmental Interviews

ACCEPT

REJECTIONOffer to the next suitable candidate

SELECTION METHODSELECTION METHODApplication formsInterviewsAssessment centerPsychometric test

Application formsApplication formsComputer screening of application

formsUsed by many large firms (Microsoft,

IBM) to save timeUsed for large numbers of applicantsBiodata- education, other information

about accomplishments (did you build a model airplane that flew?—this predicted success of pilot trainees)

InterviewsInterviews

Most common methodNot always most valid method-

depends on form of interviewTypes of interviews:Structured (much higher validity

than unstructured) (questions oriented to past experience, and hypothetical questions)

UnstructuredPanel/ Team

Problems with interviewsProblems with interviews Biases on part of interviewer Halo effect Primacy effect (first

impressions)

Psychometric testPsychometric testPersonality:

◦ Projective Technique: TAT◦ 16Pf Test.

Interest Inventory: ◦ Thurston Inventory

Motivation:◦ Achievement Test ◦ Need for Affiliation ◦ Need For Power

Honesty: ◦ Polygraph◦ Graphology

Assessment centerAssessment center

The focus is on behaviorIncludes role-plays and group exercisesInterviews and tests will be used in

addition to exercisesPerformance is measured in several

dimensions in terms of the competenciesSeveral participants are assessed together

in order to allow interactionSeveral assessors and observers are used

in order to increase the objectivity

References Check

• Increasing as organizations seek to protect themselves against rogue candidates.

• Factual check - confirmation of facts presented by the candidate.

• Character check - requesting opinions about the candidate.

After Reference Check…

Job Offer

Accept the Job Reject the Job

Medical Examination

Offer to next Candidate

Final Placement

PLACEMENPLACEMENTT

The determination of the job to which an accepted candidate

is to be assigned and his assignments to the job.

Questions?

Thank You