Recruitment & Selection

Dr. Richa Das

Recruitment
• Recruitment involves attracting and obtaining as
many applications as possible from eligible job-
seekers.

• It’s a process of searching for and obtaining

applicants for jobs from among whom the right
people can be selected.
The recruitment and selection process is a series of hurdles aimed at
selecting the best candidate for the job.
Types of Recruitment
 Internal Sources of Candidates
Advantages
• Foreknowledge of
candidates’ strengths
and weaknesses
• More accurate view of
candidate’s skills
• Candidates have a stronger
commitment
to the company
• Increases employee morale
• Less training and orientation
required
Disadvantages
• Failed applicants become
discontented
• Time wasted interviewing
inside candidates who will
not be considered
• Inbreeding strengthens
tendency to maintain the
status quo
 Finding Internal Candidates

Hiring-from-Within Tasks

Posting open Rehiring former Succession

job positions employees planning (HRIS)
Outside Sources of Candidates
Locating Outside Candidates

1 Recruiting via the Internet 6 Executive Recruiters

On Demand Recruiting Services

2 Advertising 7
(ODRS)

3 Employment Agencies 8 College Recruiting

Temp Agencies and Alternative

4 9 Referrals and Walk-ins
Staffing

5 Offshoring/Outsourcing
Recruiting via the Internet
• Advantages
• Cost-effective way to publicize job openings
• More applicants attracted over a longer period
• Immediate applicant responses
• Online prescreening of applicants
• Links to other job search sites
• Automation of applicant tracking and evaluation
• Disadvantages
• Exclusion of older and minority workers
• Unqualified applicants overload the system
• Personal information privacy concerns of applicants
Advertising for Outside Candidates
• The Media Choice
– Selection of the best medium depends on the
positions for which the firm is recruiting.
• Newspapers: local and specific labor markets
• Trade and professional journals: specialized employees
• Internet job sites: global labor markets
• Constructing (Writing) Effective Ads
– Create attention, interest, desire, and action
(AIDA).
– Create a positive impression (image) of the firm.
 Employment Agencies

Types of Employment
Agencies

Public Nonprofit Private

agencies agencies agencies
College Recruiting
• On-campus recruiting goals • On-site visits
– To determine if the candidate is – Invitation letters
worthy of further consideration – Assigned hosts
– To attract good candidates – Information packages
– Planned interviews
– Timely employment offer
– Follow-up
• Internships
 Sources of Outside Applicants

Other Sources of Outside Applicants

Employee
Walk-ins Telecommuters Military personnel
referrals
Employee Referrals and Walk-ins
• Employee Referrals
– Referring employees become stakeholders.
– Referral is a cost-effective recruitment program.
– Referral can speed up diversifying the workforce.
– Relying on referrals may be discriminatory.
• Walk-ins
– Seek employment through a personal direct approach
to the employer.
– Courteous treatment of any applicant is a good
business practice.
Relative Recruiting Source Effectiveness Based on New Hires
Recent trends in Recruitment
• Recruitment Marketing
• Employer Branding
• Outsourcing
• Poaching/ Raiding
• E- recruitment
• Diversity of candidates
Selection
Selecting human resources
• Selection is the process of differentiating between applicants
in order to identify and hire those with a greater likelihood of
success in a job.
Why Careful Selection is Important
• Organizational performance always depends in part on
subordinates having the right skills and attributes.
• Recruiting and hiring employees is costly.
• The legal implications of incompetent hiring
• EEO (Equal Employment Opportunity) laws and court decisions
related to nondiscriminatory selection procedures
• The liability of negligent hiring of workers with questionable
backgrounds
 External Environment

Internal Environment

Rejected Applicants
Preliminary Interview

Selection Test

Employment Interview

Reference and Background Analysis

Selection Decision

Physical examination

Job Offer

Employment Contract

Evaluation
 Other Tests
 Interest inventories
– Personal development and selection devices that compare the
person’s current interests with those of others now in various
occupations so as to determine the preferred occupation for the
individual.
 Achievement tests
– Test that measure what a person has already learned—“job
knowledge” in areas like accounting, marketing, or personnel.
 Web-Based (Online) testing
– Eliminates costly and inefficient paper-and-pencil testing
processes.
– Allows for role-playing by applicants.
– Use of computer-based scoring eliminates rater bias.
– Provides immediate scoring and feedback of results to applicants.
– Can be readily customized for specific jobs.
 Perception

Pressure Barriers to Fairness

effective
selection

Reliability Validity
 Placement and Induction
• After selection, the hired candidate is oriented and placed on the

chosen job.

• Induction/Orientation is a systematic and planned introduction of

employees to their jobs, their co-workers and the organization.

Orientation content
A successful orientation should accomplish
four things for new employees:
– Make them feel welcome and at ease.
– Help them understand the organization in a
broad sense.
– Make clear to them what is expected in terms
of work and behavior.
– Help them begin the process of becoming
socialized into the firm’s ways of acting and
doing things.
Internal Mobility
• Internal mobility refers to the change of role that a worker may
choose to engage in within the organization, shifting from one
organizational unit to a different one, peforming different activities.
• Internal mobility can occur due to various reasons related to
specific organizational needs of the Foundation:
- Open positions that the Foundation advertises through job
opportunities reserved to internal staff (internal selections)
- Role transitions that become necessary due to
organizational/strategic changes, problematic situations or
personal reasons
Transfer
• Definition: A transfer refers to lateral movement of employees
within the same grade, from one job to another. According to Flippo
“a transfer is a change in the job (accompanied by a change in the
place of the job) of an employee without a change in
responsibilities or remuneration”.
• Transfer differs from promotion in the sense that the latter involves
a change of job involving increase in salary, authority, status and
responsibility, while all these remain unchanged /stagnant in the
case of former. Also, transfers are frequent and regular whereas
promotions are infrequent, if not irregular.
Promotion
• Promotion is vertical movement of an employee within the
organisation. In other words, promotion refers to the upward
movement of an employee from one job to another higher one, with
increase in salary, status and responsibilities. Promotion may be
temporary or permanent, depending upon the needs of the
organisation.
• Types of Promotion: Promotion given to employees in an
organisation can be classified into three types:
Types of Promotion
A. Horizontal promotion: When an employee is shifted in the same
category, it is called ‘horizontal promotion’. A junior clerk promoted to
senior clerk is such an example. It is important to note that such
promotion may take place when an employee shifts within the same
department, from one department to other or from one plant to another
plant.
B. Vertical Promotion: This is the kind of promotion when an employee is
promoted from a lower category to lower category involving increase in
salary, status, authority and responsibility. Generally, promotion means
‘vertical promotion’.
C. Dry Promotion: When promotion is made without increase in salary, it is
called ‘dry promotion’. For example, a lower level manager is promoted to
senior level manager without increase in salary or pay. Such promotion is
made either there is resource/fund crunch in the organisation or some
Demotion
• Demotion is just opposite to promotion. In demotion, the employee
is shifted to a job lower in status, grade and
responsibilities. “Demotion refers to the lowering down of the
status, salary and responsibilities of an employee.”
• In the words of Dale Yoder, “Demotion is a shift to a position in
which responsibilities are decreased. Promotion is, in a sense,
an increase in rank and demotion is decrease in rank.”
Reasons of Demotion
• Inadequacy on the part of the employees in terms of job
performance, attitude and capability.
• Demotion may result from organisational staff reductions. Due to
adverse business conditions, organisations may decide to lay off
some and downgrade some job
• Demotions may be used as disciplinary tools against errant
employees.
• When, because of a change in technology, methods and practices,
old hands are unable to adjust or when employees because of ill
health or personal reasons, cannot do their job properly.
Employee separation
• ” Employee separation” or “separation of employment” refers to
the process of managing the end of the employment cycle.
• An employee may be separated as consequence of resignation,
removal, death, permanent incapacity, discharge or retirement.
• The employee may also be separated due to the expiration of an
employment contract or as part of downsizing of the workforce.
Thank you!!