Recruitment and Selection(Theme Four)Jayendra Rimal

IntroductionOne of the major challenges is to find right high caliber employees and place them in the right job so that it is possible to build a desirable culture and norm in the organization resulting in higher productivity. Some related words:

Recruitment: The process of identifying prospective employees, stimulating and encouraging them to apply for a particular job (creating a pool of candidates)

Selection: The process of examining applicants with regards to their suitability for a given job and choosing the best from suitable candidates

Placement: Placing the right person in the right job

Induction/Orientation: Introducing an employee to the job and the organization

Importance of Proper Recruitment & SelectionMotivated employees resulting in higher productivityHigh morale in departments as HR needs are being addressed quicklyMinimizes wastage of human talent as HR are utilized where they are neededHigher levels of employee commitmentEffective system of Human Resource Information System within a broader MIS.

Matching the person with the job ensures that:The person has the required competenciesIf there is a deficiency, the person has the potential to develop them within a reasonable timeThe person has the chance to acquire new competencies

ForecastingPlanning and forecasting is done taking into consideration:

Projected turnoverQuality and skills of employeesStrategic decisionsTechnological and other changesFinancial resources available

Some methods of undertaking forecasting:

Trend Analysis: The concept of collecting information and attempting to spot a pattern, or trend, in the information. Ratio Analysis: Comparing quantities relative to each otherScatter Plot: The data is displayed as a collection of points, each having the value of one variable determining the position on the horizontal axis and the value of the other variable determining the position on the vertical axis

Recruiting Yield PyramidNew Hires

Offers made

Candidates interviewed

Candidates invited for GD Candidates invited for exam Leads generated

Sources of ManpowerInternal sources of candidates: Personnel already working for the organization, succession planning and reemployment of past employees. Internal job ads and referrals

External sources of candidates: Advertisements, Recruitment agencies/ Executive search agencies,, Colleges/Universities, Unsolicited applications/Walk-ins, Job fairs, Professional associations, Trade unions and Internet

SelectionThe process involved in selection:

Completing application form

Initial screening

Employment tests: Intelligence tests, Potential ability tests, Personality tests, Psychometric tests

Comprehensive interview: Informal, Formal, Planned, Patterned, Non-directive, Depth, Stress, Panel

Background investigation

Physical examination

Job offer

Key Elements for Successful PredictorsEmphasis on they relate to employment tests, though they are relevant to any selection device:

Reliability: Consistent and stable scores over time

Validity: As related to a criteria as job performanceContent validity: Job relatedConstruct validity: Trait relatedCriterion related validity: Performance related

Questions ? None I hope !!!