Institute of Management Technology

Hyderabad

Subject:
Human Resource Management

Instructor:
Dr. Pavan Kumar Balivada
 A positive process which involves searching and attracting a pool of
prospective employees and encouraging them to apply for jobs.

Recruitment- Right people in right numbers

To fill the emerging positions in an organisation.

Concept of Equal Employment
Opportunity

Refers to the approach of the

employers to ensure the
practice of being fair and
impartial in the employment
process.
 Discrimination in employment
Discrimination refers to the any kind of
prejudice, biasness or favoritism on the
basis of disability
 Race
 Age
 Gender
 Sexuality
 Pregnancy
 Marital status

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 Indian
Constitution

Article 16, Clause 1

 Must be equality in opportunity

Article 16, Clause 2

 No discremination on religion,
sex, race, caste, descent, place
of birth, residence.

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RECRUITMENT NEEDS ARE OF THREE TYPES

•PLANNED
i.e. the needs arising from changes in organization and
retirement policy.

•ANTICIPATED
Anticipated needs are those movements in personnel, which an
organization can predict by studying trends in internal and
external environment.

•UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected
needs.

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 Present employees

Former employees

Employee referrals

Sources of Previous applicants

recruitment- Advantages of internal sources of recruitment

• Keep employees motivated

internal • Cost effective and less time consuming

• Lesser or no training required
• Boosts employee loyalty

Disadvantages of internal sources of recruitment

• May result in in-breeding

• Lesser pool for selection
• Restricts fresh talent and creativity
• Discourages competition
 Employment exchanges

Advertisements

Campus recruitment

Deputation

Sources of Poaching

recruitment- Advantages of internal sources of recruitment

External •
•
•
Brings fresh talent to the organisation
Boosts heathy competition
Generates larger pool for selection
• Provides the opportunity to choose the best candidate

Disadvantages of internal sources of recruitment

• May demotivate the existing employees

• Time consuming and expensive
• The new recruits require more training
• Threat of poaching
Recruitment Sources (Infosys)

Internal Sources:
• Upgrades internally only for managerial positions
External Sources:
• Campus Recruitment
• Off Campus
• Lateral Entries
Factors affecting recruitment
Factors of recruitment

Internal External

Labour
HR policy market
conditions

Reputation Legal
of the firm regulations

Demographic
Type of job factors
 Direct– suitable when a larger pool
of candidates with specific skillset is
required mainly for lower to middle
level management.

Indirect methods -mainly for lower to

Methods of middle level management.

recruitment
Third party method-suitable for top
level recruitments

Internal Methods-suitable for middle

to top level recruitment.
Recruitment methods (Infosys)
 Direct method (campus recruitment)

Campus hiring programs like campus connect and Instep. Recruits

students from Engineering colleges between May to September and
from Management colleges December to March.
• Indirect methods
(advertisements in papers,
professional journals etc.)
• Third party method
(recruitment agencies,
management consultants)
 Recruitment Determining
Searching
planning strategy
Recruitment
process
Evaluation
Screening
and Control
Emerging sources of
recruitment
• Facebook
• Snapchat-The JPMorgan and the GE
“Snaployee”
• Blogs
• Company website
 the process of choosing the most suitable people
out of the acceptable candidates who have applied
for the job in the organization, from both within as
well as outside the organization.

SELECTION

A process positive in nature.

 Selection Model
Recruitment Program Work Force Job Analysis

Applicants HRP Job Description

(Workforce Analysis)
In (Workload Analysis) Job Specification
div
idu
al

on
Employee Requisition

ati
niz
-------------------------------------------------

ga
Or
Application Blanks

Screening

Tests
Selection Process
Interviews

Reference Checks

Physical Examination
Induction
Recruitment & Selection Process (Infosys)
 Ability Test: refers to
the test taken to check
the capacity of a person
to do a particular job.

Judgment Test- provides

Selection Tests Aptitude Test- measures with realistic situations
the latent talents to assess the judgment
skills.

Achievement Test- Intelligence Test-

measure the knowledge measures the
gained In previous job intellectual ability.
THE STAGES TO GET RECRUITED IN
INFOSYS
• Online Aptitude Test/Written Exam
Academic wise: Minimum of 60% in class X and XII and above 65% in
B.Tech.
• Candidates should not have a gap of more than 2 years in the process
of education.
Test Description
• Quantitative Aptitude consists of questions from different topics such as
Permutation & Combination, Probability, Time and Work, Time and
distance, Partnership, Profit and Loss, Percentage, number series etc.
• Logical reasoning consists of questions based on syllogisms, data
sufficiency, visual reasoning, blood relations, statement reasoning,
interpretation of data.
• Verbal Ability section will consists of short reading comprehension
passages, vocabulary, sentence completion, Antonyms and Synonyms, etc.
• No negative marking but one has to secure at least 50% in each section.
• Only those candidates who clear the written round will qualify for the next
round.
 Personality tests-
tests the Sum of the
characteristics of a
person.

Interest test- to Projective Test-

Selection Tests know about the projects internal
candidate's interest traits, attitudes and
in the job. behavior

Personality Test- Attitude Test-

assess the basic Assesses the
characteristics of a attitudes of the
person candidate
 Panel
Interview

Group Structured
Interview Interview

Interviews

Stress Unstructured
Interview Interview

In- Depth
Interview
Interview Process (Infosys)
It consists of two phases. The first phase is the technical Interview
which comprises:
• Questions related to specific technical fields are asked in this round.
• Questions may be based on specific knowledge about the company’s
technical activities.
• May require candidates to solve actual technical problems that they
would be likely to face if they get employed.
SECOND PHASE (Infosys)

Personality based questions which can be of wide range

starting from introduction, qualification, experience, strengths
& weaknesses, about friends and family, courses done till date
or any industry exposure.

The candidate who gets through both the rounds gets

selected!!
 o Stereo typing

o Halo/Horn effect

o Confirmation Bias
Biases
o Conformity Bias

o Contrast Effect

o Similarity bias
PROMOTION TRANSFERS

• refers to the advancement of an • Refers to movement of

employee's rank or position in a employees across
hierarchical structure in terms departments but on the same
of skills, pay, and level of the organisation.
responsibility. • A horizontal shift
• A upward vertical shift
• Bases of Promotion: • Bases for transfer
 Merit Penalty
 Seniority Training
 Seniority-cum- Job rotations
merit
 Favouritism
 Induction refers to the process of introducing a
new comer to his employer/ company and
work environment. An induction session,
conducted on day one for a new joiner, usually
Induction and through PowerPoint presentation and videos
Orientation sessions lasts a few hours or day . Orientation
on the other hand, is a well designed program
which aims at reorganizing a new employee
and making him accustomed to his
department, job role and work culture.
 Orientation is formal and
structured process of learning
about the organisational reality
by the newcomer
Orientation vs
socialization Socialization is rather informal
and spontaneous process of
learning about the culture of the
organisation by the new comer.
Orientation (Infosys)
A ‘New Hire Orientation Development Programme’ is conducted within
the first 3 months of the employee’s recruitment and gives an overall
learning to the employee regarding
• Corporate culture
• Work policies
• Specific process details

At the end of each year, Infosys holds many lectures to summarize all
training in order to recognise the problems, and to take corrective
action to plan for the coming year’s programmes effectively
 o Resignation
o Retirement
o Death
o Layoff
Separation
o Retrenchment
o Outplacement
o Suspension
o Discharge