SELECTION, PROCESS OF

SELECTION, PLACEMENT AND

INDUCTION

BY
Dominic Franklin
K. Kusuma Srridevi
Mohammed. Irfan
K. Kalyan Chakravarthy
K. Hari Vinay Kumar
 Recruitment:
Organizational activities that provide a pool of
applicants for the purpose of filling job
openings.

It is a process of searching for prospective

employees .

Stimulating & Encouraging them to apply for

jobs in the org.
Sources Of Recruitment:
Present Employees
Educational and Professional Instituitions
Public Employment Offices
Private employment Agencies
Employee Referrals
Help wanted Advertising
Walk-Ins
Selection:
Is the process of discovering the qualifications &
characteristics of the job applicant in order to
establish their likely suitability for the job
position.

A good selection requires a methodical approach

to the problem of finding the best matched
person for the job
Types of Selection
Application Banks
Employment interviews
Aptitude tests
Personality tests
Selection Process
1. Preliminary Interview
2. Selection Tests
3. Employment Interview
4. Reference and Background Analysis
5. Job Offer
6. Employment Contract
Stages In Selection Process:
• Stage 1: Screening Of Application Forms.

• Stage 2: Tests--Intelligence, Technical,

Psychometric- Ability, Interest ,Aptitude,
personality.

• Stage 3: Selection Interview.

• Stage 4: Selection Decision

 Why choose testing
 Objectivity – good psychological tests are standardised on a large sample and
provide normative data across a wide range of demographics and age cohorts.
Well selected tests will allow you to demonstrate talents that may otherwise not
be evident.

 Validity – psychometric tests are a more valid method of assessment than

interviews, academic achievement & reference checks, and when utilized in
combination (for example in an assessment center) are highly predictive of
future job performance.

 Cost – the cost of selection errors is large for both the employer and the
employee. Psychometric tests help to minimize costs while maximizing
potential fit between the candidate and the job.
PLACEMENT
Placement is the determination of to which an
accepted candidate is to be assigned, his assignment
to that job. It is a matching of what supervisor has a
reason to think he can do with the job demands. It’s a
matching of what imposes in strain, working
conditions and what he offers in the form of pay roll,
companionship with others
BEFORE:
Revaluation of all the documents
Address verification
Medical certificates
Photographs

AFTER…
Assigning specific rank & responsibility
Probation period
Matching with the organizational requirements
Differential placement
 SIGNIFICANCE OF PLACEMENT
It improves employee morale.
It helps in reducing employee turnover.
It helps in reducing absenteeism.
It helps in reducing accident rates.
It avoids misfit between the candidate and the job.
It helps the candidate to work as per the predetermined
objectives of the organization.

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 Contd…..
 It helps in getting rid of un-productive employees within
the organization
 Show good results
 Get along with the people easily
 Keep his/her spirits high
 Report for duty regularly
 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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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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Trends in Induction
Chalk and talk session
Questionnaire
From practicalities to discussion about culture
Team building exercise

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 Advantages of Good Induction
Employee retention.
Create good impression
It take less time to familiarise
Less turnover ratio
Increase productivity
No chaos

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Conclusion
Recruitment, Selection, Induction & Placement are
important tools hiring manpower from external
sources. HRP helps us to identify the manpower
requirements, keeping pace with corporate
objectives and organisational strategies.
 Thank u….

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