Behavioral Psychology

(MAS-108)

Unit 3 Lecture 8: Recruitment & Selection

 RECRUITMENT & SELECTION

• We will find one thing quite similar between all the high performing
organizations. All of them believe that “people are an organization’s most
important assets”.

• Right from planning to execution, manpower is involved at every step. Even

the most advanced and automated organizations do need manpower.

• Human Resource Planning i.e. selecting and placing the right people at the
right jobs is essential to effectively use the manpower. This makes the job of
human resource department quite challenging and complex.

• We will discuss some of the issues related to recruitment and selection of

human resources.
 • For any organization, hiring
involves two broad group of
activities (a) recruitment,
and (b) selection.
WHAT IS
RECRUITMENT? • Recruitment can be defined
as-
“The process of attracting people
with the right qualifications (as
determined in the job analysis) to
apply for the job.”
 WHAT IS RECRUITMENT?

• It involves attracting and obtaining as many applications as possible

from eligible job seekers.

• Theoretically, recruitment process is said to end with the receipt of

applications. In practice, however, the activity extends to the
screening of applications to eliminate those who do not meet certain
standards.

• In everyday language, the term ‘Recruitment’ is often used

interchangeably with selection. However, as students of OB, we need
to understand and appreciate the subtle difference between the two.
 • Recruitment can itself serve
as a potential source of
competitive advantage to
the firm.

• An effective approach to
OBJECTIVE/ recruitment can help a
company successfully
PURPOSE OF compete for limited human
RECRUITMENT resources.

• A recruiting programme
helps a firm in four ways: -

1. Attract highly qualified and

competent people;
 2. Ensure that the selected
candidates stay longer
with the firm;

OBJECTIVE/ 3. Make sure that there is a

PURPOSE OF match between cost and
RECRUITMENT benefit; and

4. Help the firm to create a

culturally diverse
workforce.
 • A poor recruitment process
can complicate the process
of selection and lower the
selection standards.

• Poor quality of selection

OBJECTIVE/ means extra costs on
PURPOSE OF training and supervision.
RECRUITMENT
• Further, when recruitment
fails to get the desired
talent, a typical response is
to raise entry pay levels
which might adversely
affect the company.
 FACTORS AFFECTING RECRUITMENT?

• The process of recruitment is naturally subject to influence of various

external & internal factors. These are as below: -
 
External factors:

• Demand and supply: The supply and demand of specific skills in the labor
market affects recruitment. If the demand for a skill is high as compared to
its supply, extraordinary efforts need to be put in for recruitment.

• Unemployment rate: If the unemployment rate in an area is high,

recruitment for a company would be easier, the number of unsolicited
applicants are higher, and increased size of labor pool provides better
opportunities for attracting qualified candidates.
 FACTORS AFFECTING RECRUITMENT?

External factors:

• Labor market conditions: For recruitment of non-managerial, supervisory

and mid-level positions, local labor market conditions are of primary
importance. However, for recruitment for executive and professional
positions, the conditions of national level market make difference.
 
• Legal and Political considerations: Certain Govt. regulations and political
consideration also effect the recruitment process.
 
• Company image: The image of a company also matters. Companies with
good image are likely to attract huge number of applications whereas,
companies with bad image or thin visible presence are likely to attract less
applicants.
 FACTORS AFFECTING RECRUITMENT?

Internal factors:

• Recruitment policies: The recruitment policies of an organization affect the

process of recruitment. Some organizations prefer internal recruitment (out
of their own employees) while others prefer external (from outside
sources). Another related policy is to have temporary and part time
employees. Companies hiring temporary or part time employees are likely
to attract less qualified candidates.
 
• Human Resource Planning: Whether a company engages in human
resource planning determines whether it will be able to attract good
volume of quality applications. In most cases, a company cannot attract
prospective employees overnight. It requires meticulous human resource
planning.
 FACTORS AFFECTING RECRUITMENT?

Internal factors:

• Size: Small organizations will find recruitment process less

problematic than the large ones.
 
• Costs: Cost of recruiting is another factor that affects the
recruitment process.
 PROCESS OF RECRUITMENT
Identifying Vacancy
The process begins with the HR Department getting requests for staff. Decisions on
the number of personnel required in a department and such other questions are taken
at this stage.

Job Analysis
The second step is to conduct Job Analysis if no job description and specification exist
for a position. This step is not required if job description and specification already exist.

Advertising Vacancy
The next step is communicating vacancy to desired applicants which can be done by
advertisement using various mediums.
 PROCESS OF RECRUITMENT

Managing Response
This stage involves screening of applications to eliminate those who do not meet
certain standards. It is a crucial stage where applications need to be handled carefully
by qualified staff otherwise it might lead to inclusion of undesirable candidate in the
selection process or the organization might miss an opportunity to recruit desirable
candidate.

Arranging Interview
This is the last stage in the recruitment process which leads to the initiation of
selection process. The suitable candidates which are selected in previous stage
should call for interview and arrange interview for those candidates.
 SOURCES OF RECRUITMENT
Internal Sources
1. Present employees (by promotion
or transfer)
2. Employee referrals
3. Former employees (re-
employment)
4. Previous applicants
External Sources
1. Media advertisements (print,
electronic and social media,
Internet)
2. Employment exchange
3. Job fairs
4. Campus recruitment
5. Employment agencies
6. Contractors
7. Acquisitions and mergers
8. Consultants
9. Competitors
THIS PRESENTATION IS BASED ON FOLLOWING SOURCES

• Aswathappa, K. (2010). Human Resource Management: Text

and Cases. New Delhi: Tata McGraw Hill.

• Deshpandey, A. (2010). Industrial Psychology. New Delhi:

Sun India Publications.

• Bisen, V., & Priya (2010). Industrial Psychology. New Delhi:

New Age International Publishers.