Recruitment & Selection

Lecture No. 4
Saturday February 9, 2013

Recruitment
Definition : The process of seeking
and attracting a pool of qualified
applicants from which candidates for
a job vacancies can be selected.
The basic goal of recruitment is to
locate, at least cost, qualified
applicants who will remain with the
organization.

Challenges of Recruitment

Organizational policies
Human resource plans
Recruiter Habits
Environmental Conditions
Job Requirements
Costs
Incentives

Recruitment Process
The recruitment process has two
main objectives namely to attract the
attention of the suitable candidate
and to build a positive image of the
corporation.

Recruitm
ent
Process &
Selection

Initial Screening
Initial screening minimizes the time the HR Department
must spend during the selection process by removing
obviously unqualified or undesirable applicant.
Application Bank
An application bank is a formal record of an individuals
application for employment. The information obtained
from a completed application bank is compared to the
job specification to determine whether a potential
match exists between the organizations requirements
and applicants qualification.
Pre-employment Testing
General knowledge
Psychometric
Computing

Interview
The purpose of the interview is to determine three
things about the applicant, namely:
Does the applicant have the ability to perform the job?
Will the applicant be motivated to be successful?
Will the applicant match the needs of the organization?

Format of interview:

Unstructured interview
Structured interview
Mixed interview
Behavioral interview /Stress interview

Background Checks
Checking the background of prospective
employees has become increasingly necessary.
Such an investigation in called a reference
check.
There are several methods of checking
references:
The HR specialist can personally visit previous
employers or friends of the applicant.
Check the references by mail.
Through telephone call.
The use of outside services (agents).
Asking previous employers, co-workers &
supervisors.

Medical Exam
A job offer is usually made contingent on the
applicants passing a medical exam. The process
normally consists of a health checklist that asks
the applicant to indicate health information. If the
answers provided cause any doubt about the
candidates overall fitness, it will be supplement
with a physical examination by a physician or
company doctor. Physical examinations can also
include drug and alcohol testing.

Recruitment Sources and

Methods
Internal appointment from current
employees.
Data base with information of
previous applications.
Casual applications.
Applicants referred by employees.
Visit to schools and universities.
Employment agencies.

Internal Recruitment
Methods
Computerized Record System
Job Posting
Succession Planning

External Recruitment
Methods
Advertising
News Papers ; emails; TV; Internet

Government Employment Agencies :

are mostly used

for clerical, sales, technical, industrial and manual positions.

Recruitment Consultancies:

Privately owned employment

agencies.

Executive Search Firms:

is a technique for recruiting senior

managers and professionals. Commonly called head-hunting.

Employee Referrals:

Recommendations made by current

employees.

University Recruiting:

To attract young professionals and

management trainees, many public and private organizations recruit
directly from universities.

Recruitment Internal
Sources
Advantages
Organization has more
knowledge of candidates
strengths and weaknesses.
Candidates already knows
the organization.
Employee morale and
motivation are enhanced.
Organization's return on
investment in training and
development is increased.
Can generate a succession
of promotions.

Disadvantages
Employees maybe
promoted beyond
their level of
competence.
Other employees
morale can get
affected.
Excellent training and
development
programs are
necessary.

Recruitment External
Sources
Advantages

Disadvantages

The pool of talent is bigger.

New insights, skills and
know how can be
introduced into the
organization.
It is often cheaper and
easier to hire employees
from outside the
organization.
Outside employees are not
members of existing
politics.

Attracting and selecting a new

employee is more difficult.
New employee adjustment
and orientation takes longer.
Morale may suffer among
existing employees who have
been passed over.
An employee may be selected
whose performance is below
the standard required or
whose personality does not
match with the org culture.

Selection
Selection is the process of choosing one
person from a number of applicants that
would, according to the judgment of the
recruiter, be most able to meet the
performance requirements of the job.
Selection is usually seen as a negative
process during which applicants are not
selected for a specific position, it should
rather be seen as a positive process with the
purpose of selecting the most suitable
candidate for the job.

Effective selection is of prime importance for the

following reasons:

The selection process is very costly and the

selection of a wrong applicant could cost the
company a lot of money.
It increases output, because the most
suitable applicant was placed in position.
It decreases time spent on training because
the person already has the necessary skills
and qualifications
It decreases labor turnover, because the
person can optimally function in the position.

Difference between Recruitment

and Selection
Recruitment is the way in which an organization
tries to attract the people from whom it will
ultimately make selection. It includes efforts to
reach better pool of candidates and to sell the
organization as an employer of choice.

Where As
Selection is about choosing among the job
candidates as who is most likely to perform well
on the job, through a fair and accurate
assessment of the strengths and weaknesses of
applicants.

Recruitment Process in Organization

Receiving of Job Requisition Form

Job Posting
Screening of Resumes
Telephonic Interview or Interview
scheduling
Test
Interview
Issuance of Offer Letter