RECRUITMENT & SELECTION

HOW DO ORGANIZATIONS ATTRACT A QUALITY WORKFORCE?

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.

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.

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

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

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

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

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

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

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.

STEPS IN THE SELECTION PROCESS

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.

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.

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

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.

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.

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.

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.

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.

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.

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

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

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

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