RECRUITMENT AND SELECTION

INTRODUCTION The aim of personnel planning is to determine the needs for persons both in terms of number and type. Right type of persons should be employed at right job. Recruitment and employment is different Recruitment and selection is different.

RECRUITMENT Recruitment is the process of searching for prospective candidates for employment and stimulating them to apply for jobs in the organisation It is a linkage activity that brings together those offering jobs and those searching jobs. It is often termed as positive

PROCESS OF RECRUITMENT Finding out the sources Developing the techniques to attract desired candidates. Employing of techniques. To stimulate and ask them to apply for jobs.

FACTORS AFFECTING RECRUITMENT Size of the organization Employment conditions Salary structure and working conditions Rate of growth

CONSTRAINTS ON RECRUITMENT Image of the organisation Unattractive jobs Organisational policies Union requirements Government policies CENTRALISED Vs DECENTRALISED RECRUITMENT METHODS OR TECHNIQUES OF RECRUITMENT

SOURCES OF RECRUITMENT INTERNAL SOURCES EXTERNAL SOURCES

INTERNAL SOURCES TRANSFERS PROMOTIONS PRESENT EMPLOYEES

EXTERNAL SOURCES Advertisement Employment Exchanges Educational Institutions Unsolicited Applicants Casual Callers Labour Contractors Gate Recruitment Walk-in Interviews Competitors/ Poaching/ Similar Organisations Recommendations/ Referals Telecasting/ Tv Website/ E-recruitment Outsourcing/ Leasing Of Hr

BASIS OF DIFFERENCES INTERNAL SOURCES EXTERNAL SOURCES Meaning Recruitment is from within the organisation It is the recruitment from outside the organisation Bases Seniority cum merit Strictly on merit and qualifications Time involved Less time consuming Time consuming Cost Cheap source of recruitment Expensive. It involves time, expense and resources reference No reference of the employees is needed since all his records are available with the concern. References about previous work, conduct and character is needed. Choice Limited choice Wider choice Existing staff Feel motivated Feel dissatisfied.

SELECTION “Selection is the process in which candidates for employment are divided into two classes, those who are to be offered employment and those who are not.” --Dale Yoder OBJECTIVES: to determine whether an applicant meets the qualifications for a specific job Choose the best suitable applicant Differentiate b/w qualified and unqualified applicants. Applying various techniques such as interviews, tests etc

SELECTION PROCEDURE RECEIPT & SCRUTINY OF APPLICANTS PRELIMINARY INTERVIEW BLANK APPLICATION FORM TESTS INTERVIEWS CHECKING REFERENCES PRELIMINARY AND FINAL SELECTION PHYSICAL EXAMINATION PLACEMENT & ORIENTATION

SELECTION PROCEDURE RECEIPT AND SCRUTINY OF APPLICATIONS/ RECEPTION PRELIMINARY INTERVIEW- It is a sorting process which helps to screen out obvious misfits. Rejection rate is high, the interviewers should be courteous, kind, receptive and informal. BLANK APPLICATION FORM- It includes following particulars: Bio-data Educational qualifications Work experience Curricular activities References Salary demanded

continued….. IV. TESTS/ EMPLOYMENT TESTS Test is a most controversial step. Test is a systematic procedure for comparing the behaviour of two or more persons. The worth of test will be judged from its ability to reject unsuitable persons and selecting appropriate persons. CHARACTERISTICS OF A GOOD TEST Reliability Objectivity Consistency Standardisation Proper communication

PROFICIENCY/TRADE TESTS TYPES OF TESTS PROFICIENCY/TRADE TESTS ACHIEVEMENT TESTS DEXTERITY TESTS APTITUDE TESTS INTELLIGENCE TESTS PERSONALITY TESTS MOVEMENT TESTS INTEREST TEST

B. APTITUDE TESTS An aptitude test measures the potential of the applicant to learn skills required on a job. Graphology test Ability test Medical test.

V. INTERVIEWS It is a face to face interaction between two persons for a particular purpose. Purpose is to get information and give information. Interviewer can judge certain qualities like manners, appearance, ability to speak, grasp of things of the prospective candidate.

TYPES OF INTERVIEWS PATTERNED OR STRUCTURED INTERVIEW FREE/ NON-DIRECTED INTERVIEW ACTION INTERVIEW GROUP INTERVIEW PANEL OR BOARD INTERVIEW STRESS INTERVIEW ERRORS IN INTERVIEWING Halo error, leniency, projection, stereotyping

Errors in Interviewing 33If 34. Halo Error - One trait of personality of the candidate dominates the judgement of the interviewer. Leniency - One person may be lenient or very strict while taking interview Projection - This error arises when the interviewer expects his own skills, qualities, values in an applicant Stereotyping - An interviewer may form a mental association between a particular trait, cultural background, particular community etc. Personalities come across differently- Shy, nervous and slow people can be assessed poorly even though the job does not require speaking up or boldness. 31.

Fooled by enthusiasm- Some interviewers are so smitten with Fooled by enthusiasm- Some interviewers are so smitten with candidate enthusiasm and passion that they fail to accurately assess other important job requirements. Looking for reasons to reject. Often interviewers spend almost all of the time trying to find a reason to reject the candidate, and as a result, they miss the candidate’s positive aspects. In some cases, negative responses are given twice the weight, so a candidate can be “mentally” rejected after a single error. Recentcy comparison (the contrast effect)- If an interviewer has several bad interviews in a row, the next person that performs much better may be inaccurately rated as outstanding, simply because they are so much better than the recent poor performers.

Checking References Features Candidate are required to give atleast two or three references. Reference from former employers or with whom working earlier (if he is already in service). Referee should not be relative of candidate.

Merits Provide information regarding education, experience, skills, ability etc. of candidate. Easy to investigate about candidate. Economical and time saving Demerits Partial- Referee either praise the candidate or criticise his work and ability. Not helpful in knowing exact position of candidates.

Preliminary and Final Selection Work under line officers Line officer assign work Assess on job performance If not suitable, tried at other job or kept as apprentice No rejection at this stage

Physical Examination After final selection candidates have to appear for physical examination. Purpose Physical suitability to perform job Contagious disease can be prevented Helps in discovering existing disabilities and obtain a record of employee’s health Setting claim of compensation Place person in jobs which they can handle without injury or damage to health

Contents Quick examination of the eyes, ears, throats, hearts, lungs etc. The person who assigned heavy manual work should be tested for physical strength and health. Who employed for office work need to be tested for eyesight, conditions of pulmonary system and sign of tubecular tenden.

Placement and Orientation Placement In this step selected candidates should be given detailed description of the job assigned to them and introduced to their immediate superior and subordinate . Orientation The employee should be informed about product manufactured, service provided, canteen location, recreation rooms, dispensary etc. so that they adjust easily in the organisation.

Recruitment Selection Bases of difference 1. Meaning Identification of potential employees and encouraging them to apply Selection amongst the qualified applicants. 2. Nature Positive Negative 3. Process Simple Complex and consist many hurdles 4. Sequence Starts before selection Starts after the process of recruitment 5. Object To create a large pool of candidates To select the most appropriate candidate after eliminating others 6. Classification Internal and external No such classification 7. Restriction No restriction on the no. of persons applying for the job Only restricted no. of persons selected 8. Contract of Service No contractual relationship established Contract of service between employer and selected candidates

Scrutiny of applications Preliminary interview Y Is preliminary interview O.K ? N Specialized application form Testing N Is Test O.K ? Y Final Interview Is Interview O.K. ? N Y Checking References Is Reference O.K. ? N Y Selection Medical Test Is Medical Test O.K ? N Y Rejected Applications Job Offer Employment Contract

VI. CHECKING REFERENCES VII. PRELIMINARY AND FINAL SELECTION VIII VI. CHECKING REFERENCES VII. PRELIMINARY AND FINAL SELECTION VIII. PHYSICAL EXAMINATION IX. FINAL SELECTION AND APPOINTMENT LETTER X. PLACEMENT AND ORIENTATION

BASIS OF DIFFERENCES B/W RECRUITMENT AND SELECTION NATURE MEANING PROCESS CLASSIFICATION OBJECT RESTRICTION CONTRACT OF SERVICE

THANK YOU MADE BY: SANDEEP KAUR ASSIST. PROFESSOR GCCBA-42