RECRUITMENT ,

SELECTION &
INDUCTION

Definition and Meaning

of Recruitment
According to Edwin B. Flippo, Recruitment
is the process of searching the candidates
for employment and stimulating them to
apply for jobs in the organization
Meaning:
Recruitment is the activity that links the
employers and the job seekers.
A process of finding and attracting capable
applicants for employment

 A process of finding and attracting capable

applicants for employment. The process begins
when new recruits are sought and ends when
their applications are submitted. The result is a
pool of applications from which new employees
are selected.
It is the process to discover sources of
manpower to meet the requirement of staffing
and to employ effective measures for attracting
that manpower in adequate numbers to
facilitate effective selection of an efficient
working force.

Recruitment needs are of

three types
PLANNED
the needs arising from changes in organization and retirement
policy.
ANTICIPATED
Anticipated needs are those movements in personnel, which an
organization can predict by studying trends in internal and external
environment.
UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected
needs.

IMPORTANCE OF RECRUITMENT
Attract and encourage more and more
candidates to apply in the organisation.
Create a talent pool of candidates to enable the
selection of best candidates for the organisation.
Recruitment is the process which links the
employers with the employees.
Increase the pool of job candidates at minimum
cost.
Help increase the success rate of selection
process.

Recruitment Process
1.
2.

Identify vacancy
Prepare job description
and person specification

3.

Advertising the vacancy

4.

Managing the response

5.

Short-listing

6.

Arrange interviews

7.

Conducting interview
and decision making

SOURCES OF RECRUITMENT

External Sources
Walk-ins
Employee referrals
Advertising
Educational associations
Professional agencies
E-recruitment (general recruitment
agents/ companies own sites)

Word-of-mouth

FACTORS AFFECTING
RECRUITMENT

Trends are being seen

in recruitment
Outsourcing
Poaching
E-Recruitment

E-Recruitment
The buzzword and the latest trends in recruitment is the
E-Recruitment. Also known as Online recruitment, it
is the use of technology or the web based tools to assist
the recruitment process. The tool can be either a job
website like naukri.com, the organisations corporate
web site or its own intranet.
The internet penetration in India is increasing and has
tremendous potential. According to a study by NASSCOM
Jobs is among the top reasons why new users will come
on to the internet, besides e-mail. There are more than
18 million resumes floating online across the world.

The two kinds of e- recruitment that an

organisation can use is
Job portals posting the position with the job description
and the job specification on the job portal and also
searching for the suitable resumes posted on the site
corresponding to the opening in the organisation.
Creating a complete online recruitment/application section
in the companies own website. - Companies have added an
application system to its website, where the passive job
seekers can submit their resumes into the database of the
organisation for consideration in future, as and when the
roles become available.

Selection
According to Thomas stone Selection is the process of
differentiating between applicants in order to indentify
and hire those with a greater likelihood of success on the
jobs.
In simple words
It is the functions performed by the management of
selecting the right employees .After identifying the
sources of human resources, searching for prospective
employees and stimulating them to apply for jobs in an
organization .
The objective of the selection decision is to choose the
individual who can most successfully perform the job
from the pool of qualified candidates.

Selection Process Flowchart

Job analysis
Recruitment
Application form
Written examination
Group Discussion
interview
Reference checks
Line managers decision

Medical examination

Differentiation between recruitment and

Recruitment

1.selection
It the process of searching

2.

Selection
It Involves the series of

the candidates for

steps by which the candidates

employment and

are screened for choosing the

stimulating them to apply

most suitable persons for

for jobs in the organization.

vacant posts.

The basic purpose of

recruitments is to create a
talent pool of candidates to
enable the selection of best
candidates for the
organization, by attracting
more and more employees
to apply in the organization.

The basic purpose of selection

process is to choose the right
candidate to fill the various
positions in the organization.

3.

Recruitment is a
positive process i.e.
encouraging more and
more employees to apply
.

Recruitment is
concerned
with tapping the
sources of human
resources.

There is no contract of

3.Selection is a negative
process as it involves
rejection of the unsuitable
candidates.
4 Selection is concerned
with selecting the most
suitable candidate
through various
interviews and tests.
5 Selection results in a

recruitment established

contract of service

in recruitment

between the employer and

the selected employee.

Importance of Recruitment
and Selection
Helps to get a proper candidate.
Help to increase success rate or individual

& organization.
Help to reduce the probability of turnover
Helps to get organizations legal and social

obligations.
Helps to increase organization and

individual effectiveness.

Orientation is the process of acquainting new

employees with the organization. Orientation topics
range from such basic items as the location of the
company cafeteria to such concerns as various
career paths within the firm.
Hence we can say that induction or orientation is
the process through which a new employee is
introduced to the job and the organization.
In the words of Armstrong, induction is "the process
of receiving and welcoming an employee when he
first joins a company and giving him the basic
information he needs to settle down quickly and
start work.

Definition: Orientation is a systematic and

planned introduction of employees to their
jobs, their co-workers and the organization.
It is also called as Induction.
Orientation is designed to provide a new
employee with the information he/she needs
to function comfortably and effectively in the
organization.
Should be a process, not an event.

 To reduce start up costs (associated with job

learning)
To reduce anxiety
To reduce employee turnover
To save time for supervisor & colleagues
To Develop Realistic Job Expectations and Job
Satisfaction

The idea is to make the new employees feel

at home in the new environment
Expedite proficiency
Enhance adjustment to work group and
norms
Encourage positive attitude
The terms and conditions of employment
It helps a new employ to know the job, its
content, policies, rules and regulations.
The people with whom he is supposed to

Steps In Induction
Welcome to the organization
Programme
Explain about the company.
Show the location, department where the new recruit
will work. .
Give the company's manual to the new recruit.
Provide details about various work groups .
Give details about pay, benefits, holidays, leave, etc.
Emphasize the importance of attendance or
punctuality.
Explain about future training opportunities and career
prospects.
Clarify doubts, by encouraging the employee to come
out with questions.

The areas covered in

employee induction
programme may be
stated as follows CONTENT of induction

About the Organisational

o History of company
o Names and titles of key executives.
o Employees' title and department.
o Layout of physical facilities
o Probationary period
o Products/services offered
o Overview of production process
o Company policy and rules
o Disciplinary procedures
o Safety steps
o Employees' handbook

Employee benefits
o Pay scales, pay days
o Vacations, holidays
o Rest pauses
o Training Avenues
o Counselling
o Insurance, medical, recreation, retirement benefit

Job duties
Job location
o Job tasks
o Job safety needs
o Overview of jobs
o Job objectives
o Relationship with other jobs

1employee handbook and orientation

program.
2.Communicate pride in the company by
giving each new employee an item with
the company logo on it.
3.Encourage communication, and a
sense of importance, by inviting new
employees to have coffee or lunch with
the company owner or a senior
manager.

4. Encourage new employees to sample

the product and or service that the
company sells (i.e. Some restaurants
offer new employees a complimentary
meal).
5.Reduce the stress of starting a new
job by pairing new employees with a
buddy (a more senior or experienced
team member) that can help coach them
through the first few weeks on the job.

Here are some ideas to consider, when devising

the orientation program:
1.The MIND thinks in IMAGES not WORDS!
2.Repetition is Key Repetition is Key
Repetition is Key.
3.Employee is most excited on the first day of
work. You need to keep that excitement alive
for as long as possible!

Games can provide for an informal and fun

orientation.. For example:

Photo match after the tour

Too much paperwork

high Cost to company
Only expenditure no income
Information overload
Too much selling of the organization
Too much one-way communication
Difficult for the employee to relate