RECRUTMENT & SELECTION

PREPARED BY DIMPLE RAMNANI

CONTENTS

• INTRODUCTION OF THE COMPANY• DO YOU AGREE?• MANPOWER PLANNING• FACTORS AFFECTING MANPOWER

PLANNING• HOW DO ORGANIZATIONS STRUCTURE

THEIR RECRUITING DEPARTMENTS?• INRERNAL & EXTERNAL RECRUITMENT

CONTENTS

• STRATEGIC RECRUITING STAGES• RECRUITING DECISIONS &

RECRUITING METHODS• SELECTION

INTRODUCTION

• TATA GROUP is an Indian Multinational Conglomerate Company headquartered in Mumbai, Maharashtra INDIA.

• TATA GROUP was founded in 1868 by Jamsetji Tata as trading Company.

• It has operation in more than 80 countries

across 6 continents.

INTRODUCTION

• TATA GROUP has over 100 operating companies each of them operates independently.

• Out of them 32 companies are publicly listed.

• TATA POWER, TATA MOTORS, TATA CHEMICALS ETC ARE OUT OF 32 COMPANIES.

• TATA RECIEVES 58% FROM OUTSIDE INDIA.

DO YOU AGREE?

• Great companies “first got the right people on the bus, the wrong people off the bus, and the right people in the right seats – and then they figured out where to drive it.”

• Good to Great: Why Some Companies Make the Leap and Others Don’t – Jim Collins

MANPOWER PLANNING

• Manpower planning is a process by which an organization ensure that:

– Right Number of people.– Right Kind of People– At the Right Time– At the Right Place

FACTORS AFFECTING MANPOWER PLANNING

• Sales & Production Forecast• The effects of technological change

on task needs.• Variation in efficiency, productivity,

Work study, New Motivation.• Changes in Employment Practices.

(use of subcontracts or agency staff etc.)

WHAT IS RECRUITMENT

Recruitment is not about filing jobs that are currently vacant- it is about making a continuous, long-term investment to build a high quality workforce capable of accomplishing the organization’s mission now and in the future

How do organizations structure their recruiting

departments?

Main Functions of Recruitment Process

• Three Main Functions of Recruitment Process are:

– Attract a pool of suitable candidates– Deter unsuitable candidates from

applying– Create a positive image of the

organization

RECRUITMENT TYPES

INTERNAL RECRUITMENT

VSEXTERNAL RECRUITMENT

RECRUITMENT FROMINSINDE

ADVANTAGES• Career plan for

existing workers & morale,Motivator for good performance.

• Relatively easier assessment of applicants as information is available, Reduced recruitment costs (travel expenses)

DISADVANTAGES• Existing employees

may not bring-in new ideas to their new job (inbreeding).

• Lower level employees may not have capacities required at higher jobs.

SOURCING CHANNELS

INTERNAL• Job Posting • Skills Data Base• Employee

Referrals by Other Departments

EXTERNAL• Advertisement• Placement

Agencies• Internships• Job Sites• E-Recruiting• Campus

Recruitment Strategy: A Six Step Approach

Recruitment strategy should answer the following

questions related to their target populations:

1. Who is being targeted through the

recruitment?

2. Where is the appropriate place to recruit

clients?

3. When should recruitment be done?

4. What messages should be delivered during

recruitment?

5. How should the messages be delivered?

6. Who is the most appropriate

person to do recruitment?

STRATEGIC RECRUITING STAGES

HUMAN RESOURCE PLANNING• How many employees are needed?• When employees will be needed?

ORGANIZATIONAL RESPONSIBILITIES• HR staff & operating managers• Recruiting presence and image• Training of recruiters

SELECTION

• The process of assessing candidates and appointing a post holder

• Applicants short listed – most suitable candidates selected

• Selection process – varies according to organisation.

SELECTION TOOLS

• Interview – most common method

• Psychometric testing – assessing the personality of the applicants –

• Measures of personality• Honesty test (substitute to polygraph)

• Aptitude testing – assessing the skills of applicants

• Measures of proficiency, achievement, or knowledge• Measures of mental ability or intelligence

SELECTION TOOLS

• In-tray exercise – activity based around what the applicant will be doing

• Presentation – looking for different skills as well as the ideas of the candidate

• Assessment Centres – battery of tests

CHOICE OF SELECTION METHODS

• Number of applicants

• Criticality of position

• Cost/effort involved

• Predictive validity

• Extent of preparation required

DETERMINING SELECTION STANDARDS

Sources of Information about Applicants

• Application Forms• Reference Checks• Physical Examination

Selection Tests (Reliability & Validity)

The Selection Interview

RECRUITMENT: RETURN ON INVESTMENT (ROI)Recruitment return on investment (ROI)

understands and compares the elements, costs and risks of a

recruitment related project to the expected benefits