1. RECRUITMENT & SELECTION

2. HOW DO ORGANIZATIONS ATTRACT A QUALITY WORKFORCE?

3. RECRUITMENT Recruitment
Activities designed to attract a qualified pool of job applicants to an organization.
Steps in the recruitment process:
Advertisement of a job vacancy.
Preliminary contact with potential job candidates.
Initial screening to create a pool of qualified applicants.

4. RECRUITMENT METHODS Recruitment methods:
External recruitment — candidates are sought from outside the hiring organization.
Internal recruitment — candidates are sought from within the organization.
Traditional recruitment — candidates receive information only on most positive organizational features.
Realistic job previews — candidates receive all pertinent information.

5. Steps in recruitment process
Process is interlinked and interdependent with other activities
Employee planning and work analysis
Deciding on the number of vacancies and selecting a source
Advertising vacancies
Screening the applicants
Filling vacancies

6. Sources of recruitment
Internal and External sources
Internal source – Selecting suitable candidate from among the current employees in an organization
Employee referrals, promotions from within, succession planning.
Advantages:
Builds employee morale
Involves less cost than booking for outside
Facilitates people to be places in the middle and top level positions

7. External source of recruitment
Walk in/write in
Advertising
Private placement agencies
Government – employment exchanges
Campus recruitment
Head hunters
Military
Professional associations

8. Electronic recruiting
Recruitment thru internet
Advantage is wide publicity and a chance for a large number of applicants to choose
Best method to be assessed depends upon:
- Cost per hire
- Number of resumes
- Time-lapse between recruitment and placement ratio
- Applicant performance and turnover

9. Retention of employees
Planning ahead
Clarity in job requirements
Identify a good source of recruitment
Screening and interviewing
Providing challenging work
Focus on compensation and working conditions

10. short listed/selected
Initiate recruitment
request
Recruitment Flow Chart
Review & approval
by level 5 and
above managers
Approval
received
Intimation to the
Original
requester No A
Yes
References
Advertise/
Agencies
Screening
Profiles
Eligible
Profiles
found No
Yes
Is written
test
required
Conduct
Written
test
Yes A No
Qualified/
Short listed
Yes
Arrange & conduct
Interviews
Yes NO
Qualified/
Short listed
Intimate to the
candidate about not
short listed/selected No A
Yes
Final selection
Selected No A
Yes
Send offer
letter

11. SELECTION Selection Selection Steps
Choosing from a pool of applicants the person or persons who offer the greatest performance potential.
Selection Steps
Completion of a formal application form.
Interviewing.
Testing.
Reference checks.
Physical examination.
Final analysis and decision to hire or reject.

12. STEPS IN THE SELECTION PROCESS

13. STEPS IN THE SELECTION PROCESS
Step 1—application forms
Declares individual to be a job candidate.
Documents applicant’s personal history and qualifications.
Personal résumés may be included.
Applicants lacking appropriate credentials are rejected at this step.

14. STEPS IN THE SELECTION PROCESS
Step 2—interviews
Exchange of information between job candidate and key members of the organization.
Opportunity for job candidate and organizational members to learn more about each other.

15. STEPS IN THE SELECTION PROCESS
Step 3 — employment tests
Used to further screen applicants by gathering additional job-relevant information.
Common types of employment tests:
Intelligence
Aptitude
Personality
Interests

16. STEPS IN THE SELECTION PROCESS
Criteria for selection devices:
Reliability
The selection device is consistent in measurement.
Validity
There is a demonstrable relationship between a person’s score or rating on a selection device and his/her eventual job performance.

17. STEPS IN THE SELECTION PROCESS
Behaviorally-oriented employment tests:
Assessment center
Evaluates a person’s performance in simulated work situations.
Work sampling
Evaluates a person’s performance on actual job tasks.

18. STEPS IN THE SELECTION PROCESS
Step 4 — reference and background checks
Inquiries to previous employers, academic advisors, coworkers and/or acquaintances regarding applicant’s:
Qualifications.
Experience.
Past work records.
Can better inform potential employer.
Can enhance candidate’s credibility.

19. STEPS IN THE SELECTION PROCESS
Step 5 — physical examinations
Ensure applicant’s physical capability to fulfill job requirements.
Basis for enrolling applicant in life, health, and disability insurance programs.
Drug testing is done at this step.

20. STEPS IN THE SELECTION PROCESS
Step 6 — final decision to hire or reject
Best selection decisions will involve extensive consultation among multiple parties.
Selection decision should focus on all aspects of the candidate’s capacity to perform the designated job.

21. SOCIALIZATION & ORIENTATION
Process of influencing the expectations, behavior, and attitudes of a new employee in a way considered desirable by the organization.
Orientation
Set of activities designed to familiarize new employees with their jobs, coworkers, and key aspects of the organization.

22. Induction
Induction is the process that introduces an employee to the organization
It is usually the responsibility of the HR department to conduct induction process

23. Immediate supervisor might introduce the following steps:
Welcomes the newcomer
Explains the overall objectives of the company and his role
Shows the location or place of work
Hands over the rule book or job descriptions
Provides details about training and promotional advancements
Discusses working conditions

24. Topics that are usually covered are:
Organizational issues:
History of that company
Layout and physical facilities
Products/services offered
Overview of the company procedures
Disciplinary procedures
Probationary period

25. Employee benefits Pay scales Vacations, holidays Schedules Counseling
Other benefits
Training opportunities