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Recruitment & Selection Factors affecting recruitment Recruitment Policy Sources of recruitment

5. recruitment & selection

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Recruitment and Selection process followed by HR

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Page 1: 5. recruitment & selection

Recruitment & Selection Factors affecting recruitment Recruitment Policy Sources of recruitment

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Recruitment

The process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen (Byers & Rue)

Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations.

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Recruitment Policy Recruitment policy gives guidelines for

manpower staffing w.r.t. quantity and quality. (Yodder)

A good recruitment policy- Compiles with govt. policy Provides optimum employment security Ensures management interest in

employee development Prevents formation of cliques Reflects social commitment of

organisation by employing disabled and underprivileged.

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Recruitment policy – We value the best

The key objective of ICICI Lombard’s recruitment policy is to identify and hire people with relevant competencies and appropriate value system.

The approach is to source people through consultants, advertisements, job-sites, internal job postings and referrals.

The recruitment plan for various business functions is based on organizational business growth projections.

It is our endeavor to deploy right-person-for-the-right-job based on his\her strength and further hone functional competencies by providing a cross-functional exposure.

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Factors affecting recruitment

Organizational Factors Reputation of the organisation Organization's culture and

management attitude Geographical location Amount of resources allocated Channels and method used to adv.

vacancy

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Factors affecting recruitment

Environmental Factors Situation in the Labour market Stage of development of the industry Cultural, social attitude and belief

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20 Lakh Jobs In The Aviation Sector Soon

The civil aviation industry will generate about 20 lakh (2 mn) jobs in the next five years.

With the opening of the civil aviation sector there will be plenty of jobs available and this will come through a number of services not just technical but also non-technical such as marketing and finance.

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Retail to create 8 mn jobs in six years The ongoing retail boom is expected

to translate into 8 million new jobs over five to six years. This is in addition to the 21 million jobs already sustained by retailers, including ‘mom & pop’ stores.

The situation could turn even better once retail gets industry status and big-time investments flow in –– either from multinational chains or home-grown corporates.

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RIL talent hunt puts big retail chains on alert

Announcing its retail foray, RIL has started hiring staff to fill up as many as 25 CEO posts in 700 cities.

Poaching, offering high salaries, everything seems to be in place for RIL to get its retail plans off the ground.

The company is handpicking talent itself and is believed to have kept out headhunters.

“Any company that announces a retail foray of this scale and size has to invariably look at the talent pool outside India, for there is a functional and leadership scarcity in the organized Indian retail sector as it’s a new industry here

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Sources of Recruitment Internal Search:

Selecting employees from within the organisation to be groomed to take on higher responsibilities.

Advantages: Economical : The cost of recruitment is

minimal. Time and resources are saved Satisfying: It boosts the morale of the

employees. Reliable: Applicant’s performance could be

assured. Suitable : It helps in selecting the right

candidate. It helps in maintain good relationship.

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Internal Search:Demerits:

Scarifying quality: Settling down for less qualified candidate within will lead to scarifying quality.

Inbreeding: Existing employees may fail to inject necessary dynamics

to enterprise.

Inefficient:Promotion based on tenure leads to reduction in efficiency.

Bone of contention: Source of conflict

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External Search

1. Advertisement Analyze the requirement Decide who does what Write the copy Design the advertisement Plan the media Evaluate the response

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External Search

2. Employment Agencies Brief them about job specification and any

special req. Give them every assistances in defining

the job. Check carefully the proposed prog. And

draft text of adv. Clarify the basis upon which fees and

expenses will be charged. Ensure that arrangements are made to

deal directly with the consultants who will handle the assignments.

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Attrition Costs Weigh Down BPOs: Study

A study by the Indian arm of Hay Group, a global HR consultancy firm, revealed that employee turnover costs in low-end-voice-based-process firms are about 76 pct of their annual salary costs working out to more than nine months' annual compensation.

Three fourths of what is shown as wage costs in a BPO may actually be the money that goes towards costs of hiring, training and rehiring.

Now BPOs are making recruitment agencies more accountable and have put replacement clauses in place.

This means any employee exit before 60 days has to be made good with another suitable candidate.

They are also recruiting through other channels such as referrals, thus, making employees themselves more accountable.

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External Search

4. Employee referrals : Employee working within the organization recommend their friends or acquaintances for vacant position.

5. Educational Institutes: 6. Unsolicited applications:

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The Show With A Difference: JOB SHOW

Naukri.com, India’s No.1 job site collaborated with CNBC TV18 to telecast India’s first-ever Job Show.

With participation from some of the best companies, the show serves as a unique platform for job seekers as they can walk away with their dream job in just 30 minutes.

The companies gets quality branding through a dedicated micro site on naukri.com.

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Talent recruitment Talent recruitment, Wipro Technologies,

told Business Line that in a highly competitive recruitment environment, it was essential to use an optimal mix of sources to ensure lesser sourcing cost, reduced hiring time and higher joining rates. Employee referrals and e-recruitment contribute significantly towards achieving these objectives in Wipro Technologies.

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Evaluation of a recruitment program

The number of successful placements

The number of hiring The numbers of offers made The number of applicants The cost involved Time taken for filling applicants

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Definition of Fit

Fit = match = congruence Many different types of fit in HRM

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Person - Job Fit A match between the a person’s skills

and ability with Examples:

Basic accounting knowledge accounting jobs

No tennis training Tennis couch Outcomes?

HR practices that increase person-job fit?

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Person - Organization Fit

(A) person-job fit(B) A match between the a person’s characteristics (e.g., personality, values, needs) with the organization’s characteristics (e.g., culture)

Examples Aggressive person joins an aggressive

insurance company Outcomes?

HR practices that increase person-org fit?

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Selection

The process of choosing the most suitable candidate for a job from among the available applicants is called selection

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Selection Decision Outcomes

Correct Decision

Reject Error

Accept Error Correct Decision

Accept Reject

Successful

Unsuccessful

Later Job Performance

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Elements in a selection process

OrganizationalObjectives

Job Description

Job Specification

Competency Modeling

Selection

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Steps in selection process

1. Resumes / CV’s Review2. Initial screening 3. Analyze the application blank4. Conducting test and evaluating

performance5. Preliminary Interview6. Core & Departmental interview7. Reference checks8. Job offer9. Medical examination10. Placement

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Job AnalysisJob Description Job specificationA written statement of what the job holder does, how it is done and why it is done.

It states the minimum acceptable qualifications that the employee must posses to perform the job successfully

Includes- Job title, Location, Job Summary, duties , machines, tool and equipments used and working conditions.

Includes – Education, Qualification, exp, training, communication skills and emotional characteristics

Imp. Tool in the recruitment process, helps in adv. the vacancy effectively.

Imp. Tool in the selection process

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Selection Methods Standards

Reliability: A selection procedure is considered to be reliable if it produces consistent result across different situation and time. The repeat or test-retest approach The alternate form or parallel form method The split halves procedure

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Selection Methods Standards

Validity: Degree to which success in the test reflects in the job

Criterion Validity: degree of correlation between test score & job performance score

Content validity : Extent to which the content of selection procedure is representative of important aspects of job performance

Construct Validity: Extent to which selection procedure measures identifiable characteristics desired in a job.

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Selection Methods Standards

Generalizability Utility Legality

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Application Forms

Items that usually appear on the application form:

Personal Information Educational Qualification Work Experience Salary Personality Items Reference Checks

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Selection Test Intelligence TestTheodore simon component of

intelligence are “reasoning, judgment, memory and the power of abstraction.

IQ test (Logical reasoning, analytical skills & general knowledge)

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Selection Test

Aptitude Test Measure an individuals ability to

learn a given job, when given adequate training

Psychomotor test Clerical aptitude test

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Selection Test

Achievement Test: This test measures individuals job

related proficiency or knowledge of the applicant.

Job knowledge test Work sample test

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Selection Test

Situational Test: This test helps us in assessing

applicant’s response to real life situation.

Group discussion In basket exercise Simulated business games

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Selection Test

Interest Test Personality Test: (self confidence, decisiveness,

optimism, value system, dominance) Graphology: Examining individuals

handwriting to assess his personality, emotional characteristics and honesty.

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Other test….

Leadership Skills profile Multidimensional emotional intelligence assessment workplace (MEIA –

W) Six Sigma Personality questionnaire Sigma Performance Index.

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Interview Preliminary Interview

Selection Interview Structured Interview Unstructured Interview Stress Interview Group Interview Method Panel Interview In-depth interview

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The Interview Process Preparation Setting Conduct of interview Closing an interview Evaluation of candidates Reference Checks Medical Examination Placement

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Selection Methodology at HSBC

1. Soft bio-data2. Questionnaire (50q to assess

candidate job specific competency)

3. Assessment Centre TestPersonality TestIntray – CSAAptitude Test

1.

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Thank you !!

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