HRM Procedures:

Recruitment, Selection, Induction

Submitted to:
Associate Professor
Nigamananda Biswas

Submitted By:
Manzoor Elahi Laskar
Department of Business Administration
Assam University
Meaning and definition

Recruitment is the generation of applications or applicants positions
to be filled up in the organisation. In other words, it is a process
of searching for and obtaining for jobs so that the right people in
right number can be selected.

Recruitment refers to the process of attracting, screening, and
selecting qualified people for a job at an organization or firm

Definitions:

According to Flippo It is “ a process of searching for prospective
employees and stimulating capable applicants”

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
In the words of Werther and Davis,

“Recruitment is the process of finding and
attracting capable applicants for employment.
The process begins when new recruits are
sought an ends when their applications are
submitted. The results is a pool of applicants
from which new employees are selected”

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 Factors Affecting Recruitments


There are mainly two types factor that affects recruitments.

These are

1. Internal factors

2. External factors



Internal factors:

The internal factors are endogenous factors and are the
factors within the organisation that affect recruiting
personnel in the organisation.

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Some of these are:


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External Factors:

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 Sources of recruitment:

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
Present Employees:

Promotions and transfer from among the present
employees can be a good source of recruitmnet.
Promotion implies upgrading of an employee to a
higher status, pay and responsibilities. Promotion
among the present employees is advantageous
because the employees promoted are well
acquainted with the organizational culture, they get
motivated, and it is cheaper also. Promotion among
the employees also reduce the requirement for job
training.

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 
Former Employees:

Former employee is another source of applicants for
vacancies to be filled up in the organisation. Retired or
retrenched employees may be interested to come back to
the company to work on a part-time basis. Similarly,
some former employees who left the organisation for any
reason, may again be interested to come back to works.
This source has the advantage of hiring people whose
performance is already known in the organisation.

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 
Employees Referrals:

This yet another internal source of recruitment. The existing
employees refer their family member, friend and relative to
the company as potential candidates for the vacancies to be
filled up in the organisation. This source serves as on of the
most effective methods of recruiting people in the
organisation because employees refer to those potential
candidates who meet the company requirements known to
them from their own experience.

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 
Previous applicants:

This is considered as internal source in the
sense that applications from the potential
candidates are already lying with the
organisation. Sometimes, the organisation
contact through mail or messages these
applicants to fill up the vacancies
particularly for unskilled or semi-skilled
jobs.

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 
External Factors:
Employment Exchange:



National employment service was
established to bring employer and job
seekers togather. The main functions the
employement exchage with their branches
in most cities are registration of job seeker
and their placement in the notified
vacancies. It is obligatory for the employer
to inform the outcome of the selection
within 15 days to the employement
exchage.

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
Employment Agencies:

In additon to the government agencies, there are a number of
private employment agencies who register cadidates for
empoyment and furnish a list of suitable candidates from their data
bank as and when sought by the prospective employers. ABC
Consultants, Datamatrics, Ferguson Associates, S B Billimoria, etc.
Are the popular private employment agencies in our country.



Generally, this agencies select personnel for supervisory and higher
levels. The main function of these agencies is to invite applications
and short list the suitable candidates for the organisation. Of
course, the final selection is taken by the representatives of the
organisation. At best, the representatives of the employment
agencies may also sit on the panel for final selection of the
candidates

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
Advertisement:

Advertisement is perhaps the most widely used
method for generating many applications. This is
because it reach is very high. This method of
recruitment can be used for jobs like clerical ,
technical and managerial. The higher position in
the organisaiton, the more specialized the skill, or
the shorter the supply of that resource in the
labour market, the more widely dispersed the
advertisements is likely to be.

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


Professional Association or
Headhunters:



Vary often, recruitmnet for certain professional and
technical position is made through professional
associations and also called ‘headhunter’. Institute
of Medical Association, All Indian Management
Association, etc., provide placement services for
their members.

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
Campus Recruitment:



This is another source of recruitmnet. Companies
visits educational institutes and training
institutes/campuses for recruitment purpose.
Examples of such campuses are the Indian
Institutes Of management, Indian Institutes of
technology and the university departments of
business management. For this purpose many
institutes have regular placement cells/offices to
serve as liaison between the employers and the
students. Assam university has, for example, one
placement coordinator(Training and Placement) for
the purpose of campus recruitment and placement.
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


Deputation:



Another source of recruitment is
deputation, i.e., sending an employee to
another organisation for a short duration of
two to three years. This method of
recruitment is practiced, in a pretty
manner, in the government and public
sector organisation.

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
Word-of-mouth:

some organisation in India also practice the ‘word-
of-mouth’ method of recruitment. In this method,
the word is passed around the possible vacancies
or opening in the organisation. Another form of
word-of-mouth method of recruitment is
“employee-pinching” i.e., the employees working
in another organisation are offered an attractive
offer by the rival organisation.

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 
Raiding or Poaching:

Raiding or poaching is another method of
recruitment whereby the rival firms by
offering better term and conditions, try to
attract qualified employees to join them.
This raiding is a common feature in Indian
organisation. For example several
executives of HMT left to join TITIAN Watch
Company, so also exodus of pilot from the
Indian Airlines to join private air taxi
operator.

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Recruitment Process:


Recruitment process comprises the following five
steps:



Recruitment planning

Strategy Development

Searching

Screening

Evaluation and control


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Personnel Employee
Job Analysis
Training Requisition

Screening

To Selection
Searching Activation
Job Vacancies
“Selling” Applicant Potential
Recruitme-nt Planning Numbers Types
Message Pool Hire
Media

Strategy Develop-ment Applic-ant Evaluation and Control

Popul-ation

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Recruitment Process
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
Selection:

Meaning and Definition:



Selection is hiring the best candidates from the
pool of application. It refers to the process of
offering jobs to one or more
applicants/candidates from the application
received through recruitment.



According to David and Robbins it is a
“managerial decision-making process as to
predict which job applicants will be successful if
hired”.
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


In the opinion of knootz “Selection is the
process of choosing from among the
candidates from within the organisation or
from the outside, the most suitable person
for the current position or for the future
position.


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 Selection methods

 Preliminary Interview
 Application Blank
 Selection Test
 Selection Interview
 Reference Checks
 Physical Examination
 Final Selection

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SELECTION PROCEDURE/STEPS
12 INTIMATION TO SALARY
DEPT.
11 FINAL
SELECTION
10 ORIENTATION

9 REFERENCE
8 ON THE JOB
TEST
7 PHYSICAL TEST

6 INTERVIEW

5 PSYCHOLOGICAL TEST
4 WRITTEN TEST
3 TRADE TEST
2 SENDING APPLICATION
FORMS
1 PRELIMINARY
SCREENING


Preliminary Interview:



preliminary interview follows screening, the
purpose of preliminary interview is to eliminate
unsuitable or unqualified candidates from the
selection process. In screening unqualified
candidates are eliminated on the basis of
information given in the application form, whereas
preliminary interview rejects misfits for reason,
which did not appear in the application form.

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
Application Blanks:

Its is the commonest device for getting
information from a prospective candidate. Almost
all organisation require job seeker to fill up an
application. This serves as personal record of the
candidates bearing personal history profile,
detailed personal activities, skill and
accomplishments. Accordingly, the following data
is generally called on from the applicant through
application blank.



1.Biograhphical information

2. Educational information

3.Work Experience

4. Salary

5. Extra curricular information

6. References

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
Selection Test:

Test is “an objective and standardize measure of a sample
behavior”. It is considered standardized because the procedure
of administering the test, the environment in which the test is
conducted, and method of calculating individual score are
uniformly applied. It is called objective because test measures
the individual differences in terms of their abilities and skill
following an unbiased and scientific method avoiding
interference of human factors.



Selection test are divided into:

Ability tests. i.e., aptitude test, achievement tests, intelligence test,
judgment tests.

Personality Tests. i.e., Interest test, Personality Test, Projective Tests,
Attitude tests.



Others tests like

Graphology, Polygraph, Physiognomy test etc.



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

Selection Interview:



The next step in selection process is “employment
interview”. It is a face-to-face interaction between
interviewee and interviewer. Its is a powerful technique
in having accurate information of the interviewee.



Interview can be defined as an attempt to secure
maximum amount of information from the candidate
concerning his/her suitability of the job under
consideration. It tries to achieve an accurate appraisal
of the applicant in terms of his/her educational
qualification, training, family background, previous
work experience and judge the applicant’s certain
qualities like manner, appearance, conversational
ability, meet other people pleasantly etc.
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 
There are four types of interview are
identified in terms of selection
process.

These are
1.Preliminary Interview.
2.Patterned Interview.
3.Depth Interview.
4.Stress Interview.

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
Reference Checks

The reference check as yet another step in the
selection process used for the purpose of
verifying information and also obtaining
additional feedback on an application. The
candidate is asked to supply two- three names of
person i.e., referees who know him/her
personally. Previous employers, university
professor, neighbor and friends can act as
references.

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
Physical Examination:



The main purpose of conducting physical or
medical examination is to have proper matching
of job requirement with the physical ability of the
candidate. Among various objectives of a physical
test, the major one are to detect if the individual
is carrying any infectious disease, to identify
health defects of an individual for undertaking
certain works detrimental to his/her health and to
protect companies from employees filing
compensation claims for injuries and accidents
caused by pre-existing ailments.
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
Final selection:



The last step in the selection process is the final
selection of the candidates for a job. The candidates
who have cleared all above hurdles are finally selected
and a letter of job offer is issued to them. The job
offer i.e., appointment letter contains the detail like
pay-scale, allowances and other terms and conditions
of the job. It also contains when and whom he should
report for the joining duty.



When he/she reports for joining than he/she needs to
be placed in a particular sections or division and
introduced to the job and organisation. This is done
through placement and induction.
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 What is induction?

 Induction is process meant to help the new

employee to settle down quickly into the
job by becoming familiar with the people,
the surroundings, the job, the firm and the
industry.
 Induction is the process of acquainting the
new employees with the existing culture
and practices of the new organization.

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What is induction for?

 To sort out all anxiety of recruited person.

 To ensure the effective integration of staff.
 History and introduction of founders.
 Understand the standards and rules (written
and unwritten) of the organisation.
 Introduction to the company/department and its
personnel structure.

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Contd.....

 Relevant personnel policies, such as

training, promotion and health and
safety.
 To clear doubtful situation between new
employee and existing one.



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Who needs special attention?

 Institute leavers.
 People returning to work after a break.
 Disabled employees.
 Management trainees.
 Employees with language difficulties.

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Induction Programme

Before designing induction programme firm need to decide four
strategic choice.


Formal Informal

Individual Collective

Serial Disjunctive

Investiture Divestiture
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Who is responsible for the
induction process?

 HR manager
 Health and safety advisor
 Training officer
 Department or line manager
 Supervisor
 Trade union or employee representative
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HROrganisational
RepresentativeIssues Employee Benefits Introduction

Special Anxiety Reduction Seminars

To Placement

Specific Job Location and Duties

Supervisor

Formal
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Induction Programme
Evaluation

 Feedback from whom who completed induction

 Retention rates
 Exit interviews
 Monitoring queries

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 Advantages of Good Induction

 Employee retention.
 Create good impression
 It creates good adhesion
 It take less time to familiarise
 Less turnover ratio
 Increase productivity
 No chaos
 Cost reduction



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