Recruitment & Selection

Dr. Parveen Kaur Nagpal

Dr. Parveen Kaur Nagpal
 Recruitment
• Recruitment is the process of finding and attracting capable applicants to
apply for existing and anticipated job openings.
• Process to discover sources of manpower to meet
the requirements or the staffing schedule and to
employ effective measures for attracting manpower
in adequate number to facilitate the selection of an
efficient working force.

Dr. Parveen Kaur Nagpal

 Recruitment
• Recruitment is therefore a positive process of searching for prospective
employees and stimulating them to apply for the jobs in the organization.
• Recruitment precedes selection and includes analyzing the requirements of
a job, giving publicity to the vacancies and attracting employees to that job.

Dr. Parveen Kaur Nagpal

 Types of Recruitment Needs
1. Planned – Needs arising due to the changes in organization and retirement
policy.

2. Anticipated – Those movements in personnel, which an organization can

predict by studying trends in internal and external environment.

3. Unexpected – Resignation, deaths, accidents, illness give rise to

unexpected needs.

Dr. Parveen Kaur Nagpal

 Purpose and Importance of Recruitment
• Help increase fair rate of selection process by decreasing number of visibly
under qualified or over qualified job applicants
• Help reduce the probability that job applicants once recruited and selected
will leave the organization only after a short period of time
• Meet the organizations legal and social obligations regarding the
composition of its workforce
• Begin identifying and preparing potential job applicants who will be
appropriate candidates.
• Increase organization and individual effectiveness of various recruitment
techniques and sources for all types of job applicants.

Dr. Parveen Kaur Nagpal

 Recruitment Policy
Recruitment policy of any organization is derived from the personnel policy of
the same organization
It should take into account the government reservation policy, policies
regarding sons of the soil and the personnel policies of other organizations
regarding merit, internal sources, social responsibility in absorbing minority
sections, women etc.

Dr. Parveen Kaur Nagpal

Factors Affecting Recruitment

Dr. Parveen Kaur Nagpal

 Sources of Recruitment

Internal Sources External Sources

Internal notification Campus Recruitment
Promotion Advertisement
Transfer Job Board
Employee Referral Internship
Placement Consultancy
Casual Callers/ Walk-ins

Dr. Parveen Kaur Nagpal

 Internal Sources of Recruitment
• Internal sources of recruitment refer to hiring employees within the
organization internally
• Applicants seeking for different positions are those who are currently
employed with the same organization. At the time of recruitment of
employees, the initial consideration should be given to those employees
who are currently working within the organization
• This is an important source of recruitment, that provides the opportunities
for the development and utilization of the existing resources within the
organization
• Internal sources of recruitment are the best and the easiest way of selecting
resources as performance of their work is already known to the
organization. Let us now discuss more on the various internal sources of
recruitment Dr. Parveen Kaur Nagpal
 Pros & Cons of Internal Sources of Recruitment
• It is simple, easy, quick, and cost effective
• No need of induction and training, as the candidates already know their job
and responsibilities
• It motivates the employees to work hard, and increases the work
relationship within the organization
• It helps in developing employee loyalty towards the organization
• It prevents new hiring of potential resources
• There could be issues in between the employees, who are promoted & who
are not
• Employees, who are not promoted, may end up being unhappy and
demotivated
Dr. Parveen Kaur Nagpal
 External Sources of Recruitment
• External sources of recruitment refer to hiring employees outside the
organization
• External employees bring innovativeness and fresh thoughts to the
organization
• Although hiring through external sources is a bit expensive and tough, it has
tremendous potential of driving the organization forward in achieving its
goals

Dr. Parveen Kaur Nagpal

 Pros & Cons of External Sources of Recruitment
• It encourages new opportunities for job seekers
• Organization branding increases through external sources
• There will be no biasing or partiality between the employees
• Selecting from a large pool of applicants ensures better success rate
• This process consumes more time, as the selection process is very lengthy
• The cost incurred is very high when compared to recruiting through internal
sources
• External candidates demand more remuneration and benefits

Dr. Parveen Kaur Nagpal

Dr. Parveen Kaur Nagpal
Dr. Parveen Kaur Nagpal
Dr. Parveen Kaur Nagpal
Dr. Parveen Kaur Nagpal
 Recruitment Agencies
• Recruitment agencies are external agencies / outside firms that find suitable
candidates for employers.
• These search agencies are hired by companies wishing to fill a particular
position within their organization.
• The recruitment agency uses the details provided by the company to place
an advertisement on appropriate websites so that jobseekers can apply.
• There are several organizations that depend on recruitment agencies.
However, it should not be the only source of recruitment. Along with it,
there should be other options explored like the newspaper ads, online job
sites, college placement offices, etc.

Dr. Parveen Kaur Nagpal

 Recruitment Agencies
Role of Recruitment Agencies:
• Human resource database
• Human resource planning
• Determine appropriate source of recruitment
• Shortlist and select candidates
• Training
• Provide employees on temporary basis
• Offer options to candidates
• Ease the burden of HR

Dr. Parveen Kaur Nagpal

 Selection
Selection can be defined as process of choosing the right person for
the right job from a pool of different candidates who applied for a
certain job.
To select means to choose. Selection is the process of choosing
people by obtaining and assessing information about the applicants
(age, qualification, experience and qualities) with a view of matching
these with the job requirements and picking up the most suitable
candidates.
Employee selection is a process of matching organization's
requirements with the skills and the qualifications of individuals.

Dr. Parveen Kaur Nagpal

Process of Selection
Job Analysis

Advertisement

Screening of Applications

Psychological Tests

Personal Interview

Reference Check

Medical Check

SelectionDr. Decision/ Job Offer

Parveen Kaur Nagpal
Stages of the Selection Process

Dr. Parveen Kaur Nagpal

 Recruitment v/s Selection
Sr.
No. Recruitment Selection
Meaning: Recruitment is the process Selection is a process of choosing the most
1 of searching for prospective suitable candidates out of those who are
candidates and simulating them to interested and qualified for the job.
apply for job in the organization.
Purpose: To attract maximum number To select the best candidate out of those
2 of interested candidates through qualified and interested in the appointment
applications
Priority: Recruitment is prior to Selection follows recruitment.
3 selection, creates base for scientific
selection. (Recruitment precedes
selection)
Dr. Parveen Kaur Nagpal
 Recruitment v/s Selection
Sr.
No. Recruitment Selection

Negative function of eliminating unsuitable

5 Nature of Function: Positive function employees

6 Length of Process: shorter process Lengthy and complicated process

7 Cost Involved: Relatively inexpensive Expensive affair

Dr. Parveen Kaur Nagpal

 Use of Artificial Intelligence (AI) in Hiring
• Artificial intelligence (AI) in hiring involves the use of technology to
automate aspects of the hiring process
• Advances in artificial intelligence, such as the advent of machine
learning and the growth of big data, enable AI to be utilized to recruit,
screen, and predict the success of applicants
• AI for recruiting is the application of artificial intelligence to the talent
acquisition process, where machine learning can learn to shortlist your
ideal candidate, as well as automate manual tasks in the recruitment
process
• This technology is designed to streamline or automate some part of
the recruiting workflow, especially repetitive, high-volume tasks
Dr. Parveen Kaur Nagpal
 Use of Artificial Intelligence (AI) in Hiring
• Examples include - software that applies machine learning to resume
to auto-screen candidates or software that conducts sentiment analysis
on job description to identify potentially biased language
• AI recruitment software also leverages the wealth of data in the
Applicant Tracking System (ATS) to generate insights into the talent
pool
• Artificial intelligence can help recruiters with blind screening for
reduced bias, as well as visibility into past successful candidates that
have remained at the organization.

Dr. Parveen Kaur Nagpal

 Pros & Cons of Artificial Intelligence (AI) in Hiring
• Saving recruiters time by automating screening of resumes, triggering
assessments, scheduling interviews, panel creation and recruiter
chatbots
• Not only automates tasks but seamlessly integrate with other parts of
the workflow
• Improve quality of hire through standardized job matching and data
analysis
• Recruiters will be able to conduct proactive strategic hiring rather than
spend most of their time with reactive backfilling
• Recruiters will have more time to spend with candidates in-person to
build relationships and help determine culture fit
Dr. Parveen Kaur Nagpal
 Pros & Cons of Artificial Intelligence (AI) in Hiring
• Recruiters will able to close the loop with hiring managers as AI allows
them to use data to show recruiting KPIs including quality of hire
• AI needs lots of data
• AI can learn human biases
• There can be some issues with accuracy.
• Too much dependency on technology

Dr. Parveen Kaur Nagpal

 An inside look at Google’s hiring and onboarding processes
(By Michael Klazema, betanews)
• As one of the most iconic IT companies in the world, Google is a popular
place to work.
• Reports have indicated the company gets about one million resumes every
single year.
• Google needs to have a solid system in place
to narrow down its applicant pools and choose
the best people for each open position.
• Google is an IT mega giant with tons of
employees and a true global presence.
However, Google’s hiring process begins not
so differently from many other companies.
Dr. Parveen Kaur Nagpal
 An inside look at Google’s hiring and onboarding processes
Step 1: The Application
Google Careers website
Each job listing includes a lot of details about the position and what Google
offers as an employer.
Job seekers will be able to see the job title, category, and location as well as a
description about what the role entails.
Job listings include bulleted lists of job responsibilities, minimum
qualifications, and preferred qualifications.

Dr. Parveen Kaur Nagpal

 An inside look at Google’s hiring and onboarding processes
Step 2: The Interview(s)
Two-stage interview process.
First stage is a phone interview (or, more often, a Google Hangout interview).
The second stage is an in-person interview (Only for finalists)

Google looks for candidates who excel in four different categories:

• General Cognitive Ability
• Leadership
• Role-related knowledge
• "Googleyness" (synonym for company culture fit and integration)

Dr. Parveen Kaur Nagpal

 An inside look at Google’s hiring and onboarding processes
Step 3: The Review
This can take several weeks and most of it happens behind the scenes.

At this stage, they bring together Google employees from different levels of
the organization to discuss candidates, sort through applicant materials, and
try to decide who is the best hire. This committee then prepares a candidate
packet featuring the top picks for the job at hand as well as the
recommendations of the committee itself. This packet is passed along to a
senior leader for the second segment of the review phase. The senior leader
then considers the remaining applicant(s) and makes a final decision on who
to hire.

Dr. Parveen Kaur Nagpal

 An inside look at Google’s hiring and onboarding processes
Step 4: The Background Check

Google waits to conduct a background check

All employment offers are made contingent till the completion and
satisfaction of the background check process.
Google’s pre-employment background screening contains four primary types
of checks: criminal history, education verification, employment verification,
and reference checks.
If the background check yields concerns that prompt Google to pull a job
offer, the company notifies the applicant in accordance with the Fair Credit
Reporting Act.
If there are no concerns, then the hiring moves forward as planned.
Dr. Parveen Kaur Nagpal
 An inside look at Google’s hiring and onboarding processes
Step 5: Employee Onboarding

For employee onboarding, Google follows what is called a "just in time" alert
system.
This system mostly leaves onboarding up to the managers to:
• Discuss job responsibilities with the new hire
• Match the new hire with a "buddy" who can show them the ropes
• Help the new hire meet new people and build a network at Google
• Establish an open door policy so the hire knows they can always approach
the manager if they have a question or need help with something
Google has had success with this system as it helps keep managers engaged
with their new employees and also gives each new hire some space to grow
on their own. Dr. Parveen Kaur Nagpal
 How the COVID-19 Pandemic Affects Recruitment
• Job Interviews cannot be handled Face-to-Face
• Onboarding new employees must happened remotely
• Layoffs, fewer available positions, and more open applications
• People were less open to changing jobs
• Building talent communities

(https://talentadore.com/how-the-covid-19-pandemic-affects-recruitment/)
Dr. Parveen Kaur Nagpal
 Coronavirus hiring: How recruiters are selecting and interviewing job
candidates during the pandemic (CNBC, 24th May 2020)
Key Points:
• 84% of recruiters are in the process of adapting their hiring processes to
facilitate remote exchanges.
• Of these, 58% are now using social media networks like LinkedIn, Facebook
and even Instagram to connect with potential hires.
• A growing army of recruiters are also turning to videoconferencing to screen
and interview candidates, as well as AI and text messaging to connect with
candidates.

Dr. Parveen Kaur Nagpal

 Case Study
Soft tech Private Limited is a rapidly growing company dealing into software
business. It provides customized software to industries like banking, FMCG,
engineering etc. At present it has headquarters at Hyderabad and 10
branches spread across the country.
Considering the technological and digital boom to develop customized
software, the Board has decided to open 5 more branches in the country.
They are looking out for the best talented professional for the same. The
Board’s decision about the branch expansion has already been updated on its
website.
Discuss the traditional and modern sources of recruitment available for Soft
tech Private Limited.

Dr. Parveen Kaur Nagpal

 Case Study
Watson Limited is known for its employee welfare and employee oriented
schemes. Employee equity rule is strictly followed in this concern. The
company suddenly started facing problems such as incorrect labeling,
mismatching of packing material etc. Analysis of the situation showed that
there was a problem with the employees and not with the system. This
problem was handed over to the HR department who found that company
hired new employees at higher pay package and designation which created
resentment among the existing employees. The employees had a lot of
grievance with the new recruitment policy of hiring new employees without
considering the potential of existing employees.
As an HR manager, suggest ways for handling such a situation.

Dr. Parveen Kaur Nagpal

 References
1. Aswathappa, K., Human resource management: Text and cases. Delhi: Tata
McGraw-. Hill Publishing Company Limited, 2008
2. Gary Dessler, “A Framework for Human Resource Management”, Pearson
3. Mamoria, “Personnel Management” Himalaya Publications, 13th edition
2019
4. Edwin B Flippo,“Principles of Personnel Management” Mc Graw Hill
International, Classic
5. Nagpal, Human Resource Management, M. Com Part II, Sem 3, Sheth
Publishers

Dr. Parveen Kaur Nagpal

Thank You

Dr. Parveen Nagpal

www.linkedin.com/in/dr-parveen-kaur-nagpal-82965b15
Dr. Parveen Kaur Nagpal