Recruitment and Selection in Retail Sector

Core part of HRM: namely, the acquisition, development and reward of employees Decisions are often for good reason taken by the line managers along with HR professionals Recruitment is the process of generating a pool of capable people to apply for employment. Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests.

Recruitment Policy Derived from HR policy of the organization and is formulated based on: Selection criteria and preferences HR policies of competition / other companies Government policies Recruitment sources Recruitment needs and cost Centralized Vs decentralized recruitment

Sources of Recruitments Internal Sources Present Employees Present temporary/Part-time employees Retired employees

Employee referrals Promotions

Why prefer Internal Sources

Motivation to existing employees Stability Loyalty, commitment and belongingness Minimized cost

External Sources Campus recruitments Placement consultants Govt. Employment exchanges Professional organizations Data Bank Casual applicants Advertisements Job fairs Outsourcing

Modern sources & techniques of recruitments Walk-In Personally calling on Head-hunting Body Shopping E-Recruitment Reference

Developing Interviewing Skills

Review job description/specification Prepare set of structured questions Review application blank/resume before meeting candidate Put the candidate at ease Ask questions. Listen carefully answers. Need to make notes Apart from functional knowledge, check on the following Ability to work in teams Analytical and problem solving skills Communication skills Inter-personal skills Creativity and resourcefulness Leadership potential Drive and zeal Other managerial skills Entrepreneurial skills Close the interview by telling applicant what is going to happen next Write your evaluation/impressions about the applicant on the evaluation sheet

Selections
It is a process of picking individuals having relevant qualifications/experience to fill jobs in the organization. The basic purpose is to choose the individual who can most successfully perform the job, from the pool of qualified candidates.

Selection Process Screening of CVs Application Blank Weighted Application Blanks Selection Testing Intelligence/Aptitude/Personality/EI tests Simulation or Mock up Tests-Activities and problems employee faces at work i.e. Role Plays

Assessment Centers Psychometric test Suitable for managerial jobs The in-basket exercise-accumulation of reports, memos, letters for action within a fixed time Leaderless Group Discussion- group of candidates work on a problem, Helps identify soft skills, tolerance for stress, adaptability, selfconfidence, initiative, persuasive skills etc. Business Games Integrity Test The above tests are used by most organizations today

Types of Selection interview Non-directive interview- broad and open ended questions Directive/Structured Interview- Predetermined set of questions Situational Interview Stress Interview- Response to rude, embarrassing, aggressive, insulting questions Evaluation Medical Examination Reference Checks Hiring Decision

Placement, Induction, Separation

HR initiates the following steps while organizing the induction program:
i. Welcome to the organization. ii. Explain about the company. iii. Show the location/department where the new recruit will work. iv. Give the companys manual to the new recruit. v. Provide details about various work groups and the extent of unionism if any within the company. vi. Give details about pay, benefits, holidays, leave, etc. Emphasize the importance of attendance or punctuality. vii. Explain about future training opportunities and career prospects. viii. Clarify doubts, by encouraging the employee to come out with questions. ix. Take the employee on a guided tour of buildings, facilities, etc. Hand him over to his superior.