Introduction

Recruitment and Selection is a prime operation in HRM, designed to maximize employee strength to
meet the employer's strategic goals and objectives. In short, Recruitment and Selection is the process of
sourcing, screening, shortlisting, and selecting the proper candidates for filling the required vacant
positions. Recruitment is choosing the right person for the ethical location and at the right time.
Recruitment also refers to attracting, selecting, and appointing potential candidates to meet the
organization’s resource requirements. Recruitment and selection policy is a document that summarizes
the guiding principles regarding how an organization will conduct the overall recruitment and selection
process.

The policy has a pivotal role to hire the most suitable candidates based on the work ethics and
business goals that an organization seeks to serve. In a recruiting briefing for employers, employer
research, review, and job posting site Glassdoor made the following recruiting recommendations,
supported by Harris Poll survey data of adults who were searching for work, both currently employed
and not currently employed. An effective recruitment and selection policy not only fulfills the
requirements of a job but also ensures that an organization will continue to maintain its commitment to
providing equal opportunity to employees. Adherence to such a policy will let you hire the best possible
candidates for your organization

Introduction to Recruitment Process

Recruitment's objective is to find and attract the potential resources for filling up vacant positions in an
organization.

● Get inside the job seeker’s mind

Factors that contribute to
workers’/job seekers’
perception of long-term
potential
Transparency about
pay/benefits: 44%
Information about growth
opportunities: 39%
Company’s track record of
promoting from within: 37%
Positive employee reviews: 35%
Factors most likely to prompt
an application
Attractive benefits: 48%
Convenient commute: 47%
Relatively high salary: 46%
Factors most likely to prompt
candidate to abort the
recruitment process
A layoff announcement: 44%
Negative interactions with a
recruiter or hiring manager:
40%
Negative employee reviews:
35%
Leadership or employee
scandal: 33%

● Gender Differences
 -Gender differences in the workplace typically stem from social factors, which influence the
behaviors of men and women. Some organizations welcome gender diversity and encourage the
inclusion of both sexes when making company decisions and offering promotional opportunities. Other
organizations discourage gender inclusion and promote bias in the workplace. With most companies,
gender differences add value and varying perspectives to an organization.

● Optimize the Candidate Experience

-The candidate experience is important because you want your reputation as an employer to stand
out – especially for those candidates who didn’t make it to the job offer. Their experience in the overall
selection process will determine whether or not they apply for another job at your company.

● 2 main documents that helps job analysis:

1. Job Description- A job description is a document that clearly states essential job requirements,
job duties, job responsibilities, and skills required to perform a specific role. A detailed job
description will cover how success is measured in the role so it can be used in performance
evaluations.
2. Job Specification- A statement about the qualification and characteristics of the employee
required to perform the job task satisfactorily. It is derived from job analysis and acts as an
important tool for the recruitment and selection of employees.

Job Description Job Specification

Job title Qualifications
Tasks and Duties Skills and Abilities
Roles and Responsibilities Experience and Training
Job Summary Education
Working Environment Emotional Attributes and Mental Capabilities

●Employer’s Branding
- is the process of positioning your company as the employer of choice to a target group of potential
candidates. An employer brand refers to the perception your current and potential employees have of
your company.

Bad Reputations Positive Reputations

Lack of job security Stability
Dysfunctional teams Opportunities for career growth
Poor leadership The ability to work with a high-performing
team

●Writing a Job Advertisement

- is an informative text that describes job vacancies and details for potential applicants. They attract
people by describing the benefits of the job, as well as what they’re looking for in their candidates. The
goal of a job advertisement is to convince qualified candidates to apply for a position so the hiring party
can find the best possible person for the job.

●Job Analysis
- is the process of studying a job to determine which activities and responsibilities it includes, its
relative importance to other jobs, the qualifications necessary for the performance of the job, and the
conditions under which the work is performed.

Task-Oriented
-List in the details that will be performed in the
job
-focused on and devoted to completing certain
tasks, especially those that contribute to the
success of a larger project or job
Worker-Oriented
-Describes the characteristics required of the
worker to successfully perform the job.
-aim to examine the human attributes needed to
perform the job successfully. These human
attributes have been commonly classified into
four categories: knowledge, skills, abilities, and
other characteristics (KSAO).

https://www.tutorialspoint.com/recruitment_and_selection/recruitment_and_selection_tutorial.pdf
https://smallbusiness.chron.com/gender-differences-within-workplace-10512.html
https://www.betterteam.com/job-description
https://www.talentlyft.com/en/resources/what-is-employer-brand
https://www.recright.com/en/employer-branding-and-recruitment/#:~:text=Employer%20br