1. Recruitment and Selection Unit 4

2. Recruitment According to Dictionary of Human Resource Management:
Recruitment is the process of generating a pool of candidates from which to select the appropriate person to fill a job vacancy. Typically the recruitment process involves identifying a job vacancy, specifying the requirements of the job (job description) and the skills needed to perform the job competently (person specification).

3. Importance of Recruitment
Recruitment process is the first step in the employment of labour and the methods through which labour is brought into industry has much to do with the ultimate success or failure of such employment.
It has been regarded as the most important function of personnel administration, because unless the right type of people are hired; even the best plans, organization charts and control systems would not do much good.

4. Factors Affecting Recruitment
The size of the organization;
The employment conditions in the community where the organization is located;
The effects of past recruiting efforts
Working conditions and salary and benefit packages offered by the organization --- which may influence turnover and necessitate future recruiting;

5. Factors Affecting Recruitment
The rate of growth of organization;
The level of seasonality of operations and future expansion and production programmes; and
Cultural, economic and legal factors etc.

6. Sources of Recruitment
Internal Recruitment
According to the Dictionary of Human Resource Management
It is the process of filling a job vacancy through promotion or transferring an existing employee within the organization.
External Recruitment
According to the Dictionary of Human Resource Management
It is the process of attracting applicants for a vacancy from the available pool of labour outside the organization.

7. Outside Sources of Recruitment
Advertising
Employment Agencies
Employee Referrals
Schools, Colleges and Professional Institutions.
Labour unions
Casual applicants
Professional organizations or recruiting firms or executive recruiters.

8. Outside Sources of Recruitment
Indoctrination seminars for colleges professors.
Unconsolidated applications
Nepotism
Leasing
Voluntary organizations
Computer data banks

9. Sources for recruitment in India
Within the organization;
Badli or temporary workers;
Employment agencies;
Casual Callers;
Applicants introduced by friends and relatives in the organization;
Advertisements;
Labour contractors.

10. Selection According to Dictionary of Human Resource Management:
selection is the process of assessing job applicants using one or a variety of methods with the purpose of finding the most suitable person for the organization. It is the stage that follows the recruitment process, whereby a pool of possible candidates has been generated.

11. Selection Procedure Initial or preliminary interview
Application blank or blanks.
Check of references.
Psychological tests.
Employment interview
Approval by the supervisor.
Physical examination.
Induction or orientation.

12. Selection Techniques
The techniques are designed to reveal attributes, skills, and qualities of the individual that indicate their suitability for the job.
Selection techniques include:
assessment centres,
biodata, graphology,
interviews,
psychometric
tests
reference checks,
and work sampling.

13. Characteristics of good interviewers
Knowledge of the job or other things with which interviews are concerned.
Emotional maturity and a stable personality.
Sensitivity to the interviewee's feelings and a sympathetic attitude.
Extravert behaviour and considerable physical stamina.