Recruitment and Selection

Definition:

“ The policies and practices involved in carrying out the ‘People’ or HR aspects of a management position, including recruiting, screening, training, rewarding and appraising”

-Dessler

Definition: It is the process of finding and

attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected.

To attract people with multi-dimensional skills and experiences that suit the present and future organisational strategies.

To induct outsiders with a new perspective to lead the company.

To infuse fresh blood at all levels of the organisation.

To develop an organisational culture that attracts competent people to the company.

To search or head hunt people whose skills fit the company’s values.

To devise methodologies for assessing psychological traits.

To search for talent globally and not just within the company.

To anticipate and find people for positions that do not exist yet.

Internal and External

Internal:

Transfers Promotions Upgrading Demotion Retired Employees Retrenchment employees Dependents and relatives of deceased

employee. Employee Referrals.

External:

Press AdvertisementsEducational institutesPlacement agencies/ outsourcingEmployment exchangesLabour contractors Professional or Trade associationsE-recruiting

Outdoor Advertising (Billboards). Professional Organisations and Trade

Associations. Newspapers and Magazines

advertisements. Word of Mouth/ Networking and

Employee Referrals. TV advertisments. Consultants. Promotions. Campus Recruitment.

Recruitment by Internet (Job Portals). Direct Mail Campaign. Job Fairs. Employment Exchange. Walk-Ins/ Direct Applications-

Voluntary. Latest Blog Recruitment. Professional Meetings/ Gatherings. Head Hunters-Executive search

firms(Senior). Acquisitions and Mergers.

It Includes: Job AnalysisPreparation of Job DescriptionCandidate IdentificationAdvertised Recruitment Database Selection Internet search/ Search Engine UseManaging the responseShort listing candidates

Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.

Selection process can be successful if the following requirements are satisfied:

Someone should have the authority to select. This authority comes from the employment requisition, as developed by an analysis of the work-load and work-force.

There must be some standard of personnel with which a prospective employee may be compared i.e. a comprehensive job description and job specification should be available beforehand.

There must be a sufficient number of applicants from whom the required number of employees may be selected.

Shortlisted application/Resume/CVWritten ExaminationPreliminary InterviewBusiness GamesTestsFinal Interview

Medical ExaminationReference Checks/Credential

verificationLine Manager’s Decision Job Offer Salary and contract negotiationEmployment

Organisational efficiency is mostly determined by the productivity. Productivity in its turn is mostly influenced by the employee’s contribution.

Organisational efficiency is influenced by production of high quality products, rendering superior service to the customers. Human resources is the most vital resource in producing quality products and rendering the best service to the customers.

Globalisation and international competitiveness led to the customisation in production and distribution. Customisation can be possible only with the commitment and multi-skills of human resources.

HR is the knowledge, machine, technology, marketing, finance etc. in the software industry.

According to Edwin B. Flippo: “ Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation.”

Recruitment is the activity that links the employers and the job seekers.

A process of finding and attracting capable applicants for employment.

According to Thomas Stone:“Selection is the process of differentiating between applicants in order to indentify and hire those with a greater likelihood of success on the jobs.”

The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates.

Recruitment –

It the process of searching the candidates for employment and stimulating them to apply for jobs in the organization.

The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation.

Recruitment is a positive process i.e. encouraging more and more employees to apply.

Recruitment is concerned with tapping the sources of human resources.

Selection-

It involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

The basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation.

Selection is a negative process as it involves rejection of the unsuitable candidates.

Selection is concerned with selecting the most suitable candidate through various interviews and tests.

Selection results in a contract of service between the employer and the selected candidate.

Helps to get a proper candidate.

Help to increase success rate.

Help to reduce the probability.

Helps to increase organization and individual effectiveness.

Attract and encourage candidates.Create a talent pool.Determine present and future

requirements. Links the employers with the

employees. Increase the pool of job candidates

Thank You!