Recruitment and Selection

Recruitment
The process of finding and attracting job
candidates who are qualified to fill job
vacancies.
According to EDWIN B FLIPPO, "Recruitment
is the process of searching for prospective
employees and stimulating and encouraging
them to apply for jobs in an organization.

Purpose and Importance of Recruitment

Generate a large pool of candidates.

Help increase the success rate of selection process by
reducing the number of visibly under qualified or
overqualified job applicants.
Meet the organization's legal and social obligations regarding
the compositions of its workforce.

Factors Governing Recruitment

Image of the organization
Attractiveness and nature of the job
Internal policies
Government requirements
The recruiting budget
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Recruitment Process

1.

Identify vacancy

2.

Prepare job description

and person specification

3.

Advertising the vacancy

4.

Managing the response

5.

Short-listing

6.

Arrange interviews

7.

Conducting interview and

decision making

Sources of Recruitment

Sources should match the

position to be filled.

The Internet is providing

many new opportunities to
recruit and causing
companies to revisit past
recruiting practices.

Sources:
Internal Searches
Employee Referrals/
Recommendations
External Searches
Alternatives
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Recruiting Sources

1. Internal Search
2. Employee Referrals/Recommendations

3. External Searches
Advertisement
Employment Agencies
School, Colleges
Walk-Ins
Internet Recruiting

4. Alternatives
Temporary help services
Independent contractors

Why evaluate the

recruitment process?

Criterias on which to
evaluate Recruitment

Is it attracting the required

number of applicants?
Are our sources
appropriate?
Is potential staff being
targeted through the
recruitment process?
How cost effective the
process is?
How efficient the overall
process is?

The number of applicants

and the successful
placement

The cost involved

The time taken
Suitability of the candidates
for the selection process.

Advantages
Ensures quality hires
In improving the
system
Is the firm providing
equal employment
opportunities

Disadvantage
If the firm is looking at
only one criteria then
the results would be
incorrect.

Selection
Selection is the process of picking individuals( out of
the pool of job applicants) with requisite
qualifications & competence to fill jobs in the
organization
Selection is the process of differentiating between
applicants in order to identify & hire those with a
greater likelihood of success in a job.
Selection of the right applicant, for the right job & at
the right time is an important aspect of recruitment
& selection procedure in every organization
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CONFUSION???
RECRUITMENT VS SELECTION

Recruitment & selection are the crucial steps of the HR

process, but there is a fine distinction between the two
steps

Recruitment refer to the process of identifying &

encouraging prospective employees to apply for the jobs
Recruitment is positive in its approach as it seeks to attract
as many candidates as possible

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where as
Selection is concerned with picking up right candidates
from the pool of job applicants
Selection on the other hand is negative in its application as
it seeks to eliminate as many unqualified applicants as
possible.

The Selection Process

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Validity and
Reliability
To select the right
person for a job, any
method used to make an employment
decision must demonstrate validity and
reliability.
Validity requires that the method accurately
measure or predict what it is intended to
measure or predict.
Reliability means that the method must
measure, or predict, the same thing each time it
is used.

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Selection
Methodsforms and
Application
resumes

Tests
Interviews
Physical examination
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Application Forms and Resumes

Application forms and/or resumes are usually
the first sources of information about a
potential employee.
Applications and resumes usually record the
applicants desired position and job-related
qualifications and experience.
Both serve as prescreening devices to help
determine whether an applicant meets the
minimum requirements of a position.
Both also allow for preliminary comparisons
with the credentials of other candidates.
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Selection Tests
Tests help pick the best candidate for the position.
There are three categories of tests:
Written tests
Performance tests
Personality or personal tests
These are used to determineApplicants ability
Aptitude
Personality
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Written Tests
Test the applicant in a variety of
areas:
Knowledge
Ability
Skill
Intelligence
Interest
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Performance Tests
Performance tests require the job
candidate to actually perform it the job,
usually in a small part or for a short time.
There are two common types of
performance tests:
Work samples
Assessment centers
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Work Sample Performance

Tests
Work samples are more appropriate for jobs
that are more routine and/or more specific.

If work samples are designed and selected

well, then the persons performance in the
work sample should accurately predict their
performance on the job.
Work samples do show high validity scores,
especially when compared to written
aptitude, personality or intelligence tests.
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Assessment Center Performance

Assessment centersTests
are usually more
appropriate to judge a candidates predicted
performance in a more complex job.

The candidate typically is presented with a

fairly large number and varying types of tasks
to do (sometimes more than can reasonably be
done).
The intent of the assessment center is to judge
how a candidate would behave and perform in
selected tasks to predict performance on the
job.
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Personality or Personal Tests

Judge whether a person fits into the organization.
To measure a prospective employees motivation to
function in a particular working environment
The goal is to hire people who already have
characteristics and attitudes that are line with the core
values of the organization and its culture.
It is assumed that it is easier to teach a person the details
of a job than it is to teach him or her to change deeply
help attitudes or change personality characteristics.
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Interviews
Interviews are relatively formal, in-depth
conversations conducted for the purpose of
assessing a candidates knowledge, skills and
abilities
Interviews also provide the candidate information
about the organization and potential jobs.
Interviews tend to have low validity.
While many people conduct interviews, few are
trained in how to do them well.
Interviews also tend to be fairly informal and no
two are alike which raises issues with reliability.
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Interview
To increase the
validity and reliability of an
Guidelines

interview:
Base the interview questions on a complete
and current job analysis.
Ask precise, specific questions that are job
related.
Avoid biases, making snap judgments,
stereotyping, or looking for only negative, or
only positive, information.
Be careful about having a perception, or
stereotype, of what the good candidate is.
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Physical Examinations
A physical exam is intended to ensure that
a person is physically able to carry out
certain job requirements.
A physical exam can also be used to enroll
employees in fringe benefits such as
health, life, or disability insurance.
Drug tests, while controversial, are used
by many companies for both hiring and
for continued employment.
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Induction

Also called orientation, is a systematic and planned

introduction of employees to their jobs, their co-workers and
the organization.
Purpose of induction
1. To reduce the anxiety of new employees by providing them
information.
2. To introduce them to co-workers.
3. Modifying employees expectations.
4.Expose new employees to all areas of the organization.

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 Orientation programmes consist of three stages:

1. A general introduction to the organization.
2. specific orientation to the department and the job- given by
the supervisor
3. Follow up meeting to verify that important issues have been
answered

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Placement
It includes initial assignment of new employees, and
promotion or transfer of employees
Placing the right candidate in the right job.
Assigning due responsibilities and duties.
Create interest in Job.
Right placement would result in productivity
improvement

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