SELECTION AND RECRUITMENT

Meaning
 The process of searching for and
obtaining applicants for jobs, from
among whom the right people can be
selected
Purposes and Importance
 Determine the present and future
requirements
 Increase the pool of job candidates at
minimum cost
 Reduce the probability of employee turn over
 Increase the success rate of the selection
process
 Increase organizational and individual’s
effectiveness
EFFECTS
• Positive Recruitment Process
– Attract highly qualified and
competent people
– Ensure that the selected candidates
stay longer with the company
– Make sure that there is match
between cost and benefit
– Help the firm create more culturally
diverse work-force
• Negative Recruitment Process
– Failure to generate qualified
applicants
– There is no match between cost and
benefit
– Extra cost on training and supervision
– Increases the entry level pay scales
External Factors Internal Factors

Supply and Recruitment

Demand Policy
Unemploymen HRP
t rate Recruitment Size of the
Labor market firm
Political-social Cost
Sons of soil Growth and
Image Expansion
RECRUITMENT PROCESS
• Planning
• Strategy development
• Searching
• Screening
• Evaluation and control
Offers/Acceptance
(3:2)

Interviews/Offers
(4:3)

Screening/Invites
(5:1)

Contacts/Screens
(10:1)
STRATEGY DEVELOPMENT
• Make Or Buy
• Technological sophistication
• Where to look
• How to look
– Internal Recruitment
• Present Employees
• Employee Referrals
• Former Employees
• Previous Applicants
 External Recruitment
• Professional Trade associations
• Advertisements
• Employment exchanges
• College / University / Institute placement services
• Walk-ins and Write-ins
• Consultants
• Contractors
• Displaced persons
• Radio and Television
• Acquisitions & Mergers
• Competitors
 E - Recruiting

– Screening
– Directing potential hires to skill assessment
– Conduct background checks
– Interview through video conferencing

• Cost savings ,Speed enhancement , Geographical reach

• Unqualified candidates may appear, more e mails, resumes,

internet access is a must.
 External Recruitment

– Disadvantages
– Advantages • Better morale and
motivation associated with
• Benefits of new skills,
internal recruiting is denied
new talents and new to the organization
experiences to
• It is costly
organization
• Chances of creeping in
• Compliance with false positive and fake
reservation policy is negative errors
easy • Adjustment of new
• Scope for resentment, employees to the
jealousies and heartburn organizational culture takes
are avoided longer time
EVALUATION & CONTROL
• Salaries for Recruiters
• Management & professional time spent on
preparing job description,job specification
advertisements,liaison etc..
• Cost of advertisement
• Cost of producing supporting literature
• Recruitment overheads & administrative
expenses
• Cost of overtime & outsourcing
PHILOSOPHIES OF
RECRUITING
• Traditional philosophy – to get as many people
to apply for a job as possible
• Waiting in queues
• Job dissatisfaction & employee turnover
• Emphasis is on matching the needs of the
organization to the needs of the applicants
• Minimize employee turnover & enhance
satisfaction
REALISTIC JOB PREVIEWS
• Provides complete job related information
to the applicants so that they can make
right decision before taking up jobs
• Lower rate of employee turnover
• High level of job satisfaction &
performance
• Beneficial for organizations hiring at the
entry level
JOB COMPATIBILITY
QUESTIONNAIRE
• To determine applicants preference for
work match the characteristics of the job
• Greater the compatibility of applicants
preferences & characteristics of the job
greater the probability of employee
effectiveness & longer the tenure
• 400 item instrument
• Measures job factor related to
performance,satisfaction turnover and
absenteeism
 ALTERNATIVES TO
RECRUITMENT
• Because of the cost of recruiting

OVERTIME
- When demand for product peaks
- additional income for employee
- It results in Fatigue, increased accidents
& more absenteeism
- Need to pay double wages
EMPLOYEE LEASING

- Often called Staff outsourcing

- Useful to small & medium sized firms

TEMPORARY EMPLOYMENT

- Low labour costs

- Easy access to experienced labour
- Flexibility in future
- DISADVANTAGE- Do not know the work
culture of the firm
SELECTION

DEFINITION: It is the process of

differentiating between applicants in
order to identify (and hire) those with a
greater likelihood of success in a job.
 OUTCOMES OF SELECTION
DECISION
• Mainly four different types
• True positive
• True negative
• False positive error:
Results in cost for training ,transfer or terminating the service
of employee.
Costs of replacing an employee with a fresh one-hiring,
training, and replacement.
• False negative error:
Costs associated difficult to estimate
 SELECTION PROCESS
EXTERNAL ENVIRONMENT
INTERNAL ENVIRONMENT
Preliminary interview
Selection tests
APPLICANTS
REJECTED

Employment interview
References and background
analysis
Selection decision
Physical examination
Job offer
Employment contract
Evaluation
ENVIRONMENTAL FACTORS
• EXTERNAL
Supply and demand in labour market
Unemployment rate
Legal and political considerations
Company’s image
• INTERNAL
Company’s policy
Cost of hiring
SELECTION TESTS
TYPES:
• Ability, aptitude and personality tests.
• Interest and graphology tests.
• Polygraph tests
• Medical tests
 Selection Decision

• The most critical of all steps

• Final decision is made after tests interviews and reference

checks.

• It becomes a daunting task when many job-seekers lined for

final selection.

• HR Manager and Line Manager play a crucial here.

 Job Offer

• Job offer is made through a letter of Appointment( when to report on

duty )

• Appointee should be give reasonable time for reporting.

• Appointee is also required to obtain a relieving certificate.

• Decency demands that rejected applicants should be informed.

• Their application can be preserved for future use, if any.

 Barriers for Effective Selection

• Perception

• Fairness

• Validity

• Reliability

• Pressure

Evaluation and Conclusion of Selection Programme:

- Reassuring the non selected candidate.

- An Audit for evaluation.