Recruitment & Selection Presented To:- Ms. Shweta Khanna Presented By: Gaurav Pathak  Hemanta Kumar Baidya  Himanshu Chaudhry  Himanshu Sharma  Himanshu Singh  Irshad Ahmed  Kavita Bansal

MAIN COVERAGE Concept

of Recruitment Recruitment Policy Sources of Recruitment Evaluation of a Recruitment Program E-Recruitment Concept of Selection Selection Process Selection Method

Recruitment Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations. Recruitment is also a technique for creating a pool of candidates from where selection can takes place. “Selection starts where recruitment ends”

A good recruitment policy Complies

with government policies Provides job security Provides employee development opportunities Flexible to accommodate changes Ensures its employees long-term employment opportunities Cost effective for the organization

FACTORS AFFECTING RECRUITMENT Organizational

/

internal factors Environmental

/ external factors

SOURCES OF RECRUITMENT HRIS

Notice boards

Circulars

Internal Search

Job portals

SOURCES OF RECRUITMENT ments

Employee referrals Educational institutions

Employment agencies

Interested applications

External Search

Process of recruitment

Human resource planning surplus

Identify HR requirements Organizational Recruitment policy

Retrench/layoffs demand Determine numbers, levels & Criticality of vacancies

Choose the resources & Methods of Recruitment Job analysis

Analyze the cost & time involved

Start implementing the Recruitment program Select and hire Evaluate the Program

EVALUATION OF A RECRUTIMENT PROGRAM The

recruitment policies, sources & methods have to be evaluated from time to time Successful recruitment program shows ◦ ◦ ◦ ◦ ◦

No. of successful placements No. of offers made No. of applicants Cost involved Time taken for filling up the position

E-Recruitment Most striking recent development.

Kinds of E-Recruitment o Job Portals o Resume Scanners

Attractions of E-Recruitment • Jobs can be d inexpensively to potentially massive audience. • Inexpensive, once it is set up. • Speed of response. • Facilitates online short listing using CV matching software.

Selectio n

Multiple hurdle model: eliminating some candidates at each stage of the selection process

Vs

Compensatory model: a very high score on one type of assessment can make up for a low score on another. All candidates go through all selection procedures

Outcome of Selection Selecting the right candidate

POSITIVE OUTCOME

Rejecting the wrong candidate

Selecting the wrong candidate

NEGATIVE OUTCOME

Rejecting the correct candidate

“SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION”

THE SELECTION PROCESS Resumes/CVs Review

Initial Screening Interview

Analyze the Application Blank Conducting Tests and Evaluating performance Core and Departmental Interviews

Preliminary Interview

Reference checks Offer to the next suitable candidate

REJECTION

Job Offer ACCEPT

Medical Examination

Placement

SELECTION METHOD Application

forms

Interviews Assessment

center Psychometric test

Application forms Computer

screening of application forms Used by many large firms (Microsoft, IBM) to save time Used for large numbers of applicants Biodata- education, other information about accomplishments (did you build a model airplane that flew?—this predicted success of pilot trainees)

Interviews Most

common method Not always most valid methoddepends on form of interview Types of interviews: Structured (much higher validity than unstructured) (questions oriented to past experience, and hypothetical questions) Unstructured / Team

Problems with interviews Biases on part of interviewer  Halo effect  Primacy effect (first impressions) 

Psychometric test Personality: ◦ ◦

Projective Technique: TAT 16Pf Test.

Interest Inventory: ◦ Thurston Inventory

Motivation: ◦ Achievement Test ◦ Need for Affiliation ◦ Need For Power

Honesty: ◦ Polygraph ◦ Graphology

Assessment center The

focus is on behavior Includes role-plays and group exercises Interviews and tests will be used in addition to exercises Performance is measured in several dimensions in of the competencies Several participants are assessed together in order to allow interaction Several assessors and observers are used in order to increase the objectivity

References Check • Increasing as organizations seek to protect themselves against rogue candidates. • Factual check - confirmation presented by the candidate.

of

• Character check about the candidate.

opinions

requesting

facts

After Reference Check… Job Offer

Accept the Job

Reject the Job

Medical Examination

Offer to next Candidate

Final Placement

PLACEMEN T

The determination of the job to which an accepted candidate is to be assigned and his assignments to the job.

Questions?

Thank You