Slides Recruitment & Selection

8/4/2019 Slides Recruitment & Selection

1/28

Recruitment & Selection?

1


2/28

Factors governing Recruitment.

Environmental Organisational Supply & Demand,

Unemployment rate

(accordingly recruitmenteffort)

Political, legal

considerations.

Cos image

(Reputed cos. attract

talent )

Recruitment policy

( internal, external sourcing)

Effective HR Planning

Cost of recruitment (

budget)

Growth & Expansion Location of the company

2


3/28

Recruitment Process

HR Planning Job Analysis

Employee requisition ( Internal/ External

Applicant pool Screening Potential hires

To Selection

Evaluation & Control

3


4/28

Philosophies of Recruitment

RJP

JCQ ( Job Compatibility Questionnaire)

( Questionnaire instrument that measures job

factors covering areas like task

requirements, job-hazards involved,

customer/ peer characteristics,

compensation preferences, task variety, jobautonomy, work schedule etc.).

4


5/28

Sources of Recruitment

?

Evaluating a Recruitment

Programme ?

5


6/28

6

Alternatives to Recruitment

Outsourcing

Contingent Workers

Overtime


7/28

Selection

7


8/28

Outcomes of selection decision

wrong rejectiondecision

right selectiondecision

right rejection

decision

wrong selection

decision

Success

Failure

Failure predicted Success predicted 8


9/28

Loss to Orgn.due to

wrong selection decision

1. Production/ profit loss, etc.

2. Cost associated with training, transfer,

termination etc.

3. Replacement cost ( hiring, training of new

employee).

More important the job, the greater the cost of selection error.

9


10/28

Selection process

( after recruitment ) Preliminary interview

Selection tests

Many of the psychological tests are indicative &predictive in nature. These should serve only asone of the several criteria in selection decision.

10


11/28

Selection process contd.

Employment interview

Reference & background analysis

Selection decision

Medical tests

Job offer, employment contract ( includes job title,

duties/ responsibilities, date of joining, salary, leave,

other terms & conditions etc.)

11


12/28

Choosing tests

( Based on Reliability, validity, objectivity, standardisation )

Reliability

Validity

Objectivity Standardisation ( When a test is standardised, it

is administered to a large no. of people who are

performing similar tasks).

12


13/28

Selection tests

Intelligence tests ( logical, reasoning,analytical etc.)

Aptitude/ Interest tests

Achievement tests Situational tests

Stress-coping tests

Personality tests ( self confidence,optimism, dominance, assertiveness etc.)

13


14/28

The Interview Process

Preparation :

Setting/ Ambience for Interview :

Conduct of Interview :

Closing an Interview :

Evaluation & Decision :

Reference Checks : Medical Examination

14

T f I i


15/28

Types of Interviews

Preliminary Interview

Final Selection Interview :

1. Formal / structured interview

2. Unstructured interview

3. Stress interview

4. Group interview ( a group of candidates are interviewed)

5. Panel Interview ( interviewers from many areas )

6. In-depth interview

Decision Making Interview ( after the knowledge in thecore areas have been evaluated. Interview by HOD, HR head,

Top person : to discuss salary, benefits, joining date etc.)

15


16/28

Barriers to effective selection

Perception

Fairness ( no discrimination on the basis of religion,region, gender etc.)

Validity

Reliability

Pressure

16

Following should be addressed for effectiveselection process:


17/28

17

Orientation / Induction / Placement

?


18/28

18

Topics generally covered under Orientation

Organisational Issues ( history of employer, products/services, co.- policies/ rules etc.)

Employee related issues/ benefits (leave, vacation,PF, other facilities etc.)

Introduction to members of organisation( superiors, subordinates, peer-groups etc.)

Specific Job Duties ( Job location, tasks, safety requirements,performance requirement, goals etc.)


19/28

19

Placement

Placement is allocation of people to the jobs

It is assignment or re-assignment of an employee

to a new or different job.

Consider the group/ sub-group profile with theemployees profile.


20/28

Measuring RecruitmentEffectiveness

?

20


21/28

Recruiting Yield Pyramid

Recruiting yield pyramid

The historical arithmetic relationships between recruitment leads

and invitees, invitees and interviews, interviews and offers made,

and offers made and offers accepted.21


22/28

Internal Sources of Candidates:

Hiring from Within

Advantages Disadvantages

22


23/28

Finding Internal Candidates

Job posting (on bulletin board)

Rehiring former employees

Succession planning

23


24/28

Outside Sources of Candidates

Advertising

The Media:

Newspapers (local and specific labor markets)

Trade and professional journals

Internet job sites Marketing programs

Constructing an effective ad

AIDA (attention, interest, desire, and action)

24


25/28

525

Outside Sources of Candidates

(contd)

Employment agencies:


26/28

Off shoring/Outsourcing Jobs


27/28

Outside Sources for Recruitment

(contd)

College recruiting

Employee referrals

Walk-ins Recruitment via internet


28/28

Developing and Using Application Forms

Application form

Information on education, prior work record, and skills.

Uses of information from applications

educational and experience qualifications

Conclusions about previous progress and growth Indications of the applicants employment stability

Predictions about which candidate is likely to succeed

on the job

Documents

Slides Recruitment & Selection