Post on 13-Nov-2014
RECRUITMENT & SELECTION
What is recruitment?
Process of Attracting the best Qualified individuals to apply for a given Job.
Three main stages in recruitment1) Identify and define the requirements. job
descriptions, job specifications
(2) Attract potential employees
(3) Select and employ the appropriate people from the job applicants
Recruitment & Selection is a continuous process
Staff departures (e.g. retirements, sackings, resignations)
Changes in business requirements (e.g. new products, markets, expanded operations)
Changes in business location (a relocation often triggers the need for substantial recruitment)
Promotions
Factors describing recruitment process
Characteristics of the jobCharacteristics of applicantsRecruiting PoliciesCharacteristics of the recruiter
Characteristics of the Job
PayChallengeJob securityChance for promotionGeographyBenefits (how much do you know?)
Applicant Characteristics
Applicants may decide whether to take a job based on:Non-compensatory factors (got to have this
in a job) minimum salary, locationCompensatory characteristics (would like to
have this)
Recruiting policies
The employer’s view (we just did the applicant’s view)
Recruiting sources:Do you recruit from inside or outside
company?
Recruiter characteristics
WarmthInformativeness (how much do they tell
you about job?)Studies show applicants find recruiter
less credible when from HR department
Methods
Internal RecruitmentThis refers to the filling of job vacancies from
within the business - where existing employees are selected rather than employing someone from outside.
A business might decide that it already has the right people with the right skills to do the job, particularly if its training and development programme has been effective.
How is it done?
Internal vacancies are usually advertised within the business via a variety of media:
Staff notice boards Intranets In-house magazines / newsletters (for
example, E-map, a major publishing business) have a weekly staff magazine devoted solely to advertising jobs within the organization!
Staff meetings
Advantages of internal recruitment
Gives existing employees greater opportunity to advance their careers in the business
May help to retain staff who might otherwise leave Requires a short induction training period Employer should know more about the internal
candidate's abilities (= a reduced risk of selecting an inappropriate candidate)
Usually quicker and less expensive than recruiting from outside
Disadvantages of internal recruitment
Limits the number of potential applicants for a job
External candidates might be better suited / qualified for the job
Another vacancy will be created that has to be filled
Existing staff may feel they have the automatic right to be promoted, whether or not they are competent & Business resistant to change
External Recruitment
This refers to the filling of job vacancies from outside the business (contrast with internal recruitment). Most businesses engage in external recruitment fairly frequently, particularly those that are growing strongly, or that operate in industries with high staff turnover
There are several ways of looking for staff outside the business
Employment / recruitment agencies
These businesses specialize in recruitment and selection. They often specialize in recruitment for specific sectors (e.g., finance, travel, secretarial). They usually provide a shortlist of candidates based on the people registered with the agency. They also supply temporary or interim employees.
The main advantages with using an agency are the
specialist skills they bring and the speed with which they normally provide candidates. They also reduce the administrative burden of recruitment. The cost is the high agency fees charged - often up to 30% of the first year wages of anyone employed.
Headhunters / Recruitment Consultancies
"Upmarket" recruitment agents who provide a more specialised approach to the recruitment of key employees and/or senior management. They tend to "approach" individuals with a good reputation rather than rely on long lists of registered applicants - often using privileged industry contacts to draw up a short list. The cost of using a headhunter or recruitment consultant is high.
Job centresGovernment run agency - good for identifying
local candidates for relatively straightforward jobs. The job centre service is free to employers and is most useful for advertising semi-skilled, clerical and manual jobs.
Government Funded Training SchemesThe advantage of these schemes is that
government funding lowers the cost of employment. However, relatively few employment requirements are covered by these schemes.
Probably the most common method. Advertising allows the employer to reach a wider audience. The choice of advertising media (e.g. national newspaper, internet, specialist magazine etc) depends on the requirement for the advert to reach a particular audience and, crucially, the advertising budget.
Advertising
Advertisement characteristics
Accurate - describes the job and its requirements accurately
Short - not too long-winded; covers just the important ground
Honest - does not make claims about the job or the business that will later prove false to applicants
Positive - gives the potential applicant a positive feel about joining the business
Relevant - provides details that prospective applicants need to know at the application stage (e.g. is shift-working required; are there any qualifications required)
Choice of medium - What kind of advertising medium should be chosen? The following factors are relevant: Type of job: senior management jobs merit adverts in the
national newspapers and/or specialist management magazines (e.g. the Economist, Business Week). Many semi-skilled jobs need only be advertised locally to attract sufficient good quality candidates
Cost of advertising: National newspapers and television cost significantly more than local newspapers etc
Readership and circulation: how many relevant people does the medium reach? How frequently (e.g. weekly, monthly, annually!. Is the target audience actually only a small fraction of the total readership or Viewer ship?
Frequency: how often does the business want to advertise the post?
Advantages of external recruitment
These are mainly the opposite of the disadvantages of internal recruitment. The main one being that a wider audience can be reached which increases the chance that the business will be able to recruit the skills it needs.
Revolutionary method
‘Friends program’ Prospective employee clicked on the Friends
program icon on the company’s website they had to fill in a form explained about the work and the company’s
culture
Internal referral program, Amazing People refer their friends and relatives for a job
Results
Through Friends Programme Attract:100/150 per week & 500,00 in a month.
Hiring cycle comes down to 45 days (65days).
Cost down to 40%Result in more qualified peopleLow attrition rate
Recruitment policies
EEO- equal employment opportunity makes it sure for equal probability of selection in terms of gender, race and caste
Reservations – while recruiting people all the reservations mentioned in the constitution needs to be taken into account
Contingency employment – to what post and in what strength one can hire temporary employee
Encouragement for disabled persons
Internet recruitment
Advancement in technology has caused recruitment and selection process to be more fast and easier.E- mails have replaced ordinary postElectronic CVs has speeded the process by
optical character recognition (OCR)Online recruitment sites include job sites,
agency sites and different media sites.
Common Selection Process
Multiple hurdle model: eliminating some candidates at each stage of the selection process
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
Vs.
Selection Steps
1)Link to organization strategy and objectives.2) Job analysis --> job description --> job specification.3) Recruiting.4) Choose selection tool/method.5) Select from applicant pool.6) Evaluate.
Selection Methods
Application formsInterviewsAssessment centerPsychometric testPeer assessments-
Interviews
Most common method Not always most valid method- depends on
form of interview
Types of interviews: Structured (much higher validity than
unstructured) (questions oriented to past experience, and hypothetical questions)
Unstructured Panel/ 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 terms 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
Application forms
Computer screening of application formsUsed by many large firms (Microsoft,
IBM) to save timeUsed for large numbers of applicantsBiodata- education, other information
about accomplishments (did you build a model airplane that flew?—this predicted success of pilot trainees)
important if teamwork involved
Peer assessments
Reference Checks
It is necessary to confirm the nature of the previous, period of time in employment, the reason for leaving, attendance record etc.
But Allowance should made for prejudice and a check should made.
Some firms fear liability in defamation suits for giving references
Importance of training referees to know difference between facts and generalizations
Credit checks- contain biographical data which can be checked against applicant info
If rejected due to credit check, applicant must be told under Fair Credit Reporting Act
Considerations When Choosing a Selection Method
Strategic goals of organization
Utility (benefits less costs)
Legal defensibility
Reliability and validity
Placement
Decision about placement can be made in the selection process itself based on interest, expertise and individual ability
Separate techniques ( interviews, psychometric tests etc) can be used for placing people
Generally after initial training, individuals are placed in their respective fields based on their performance in the training