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

SelectionSelection involves the series of steps by which the candidates are screened for choosing the most

suitable persons for vacant posts.

Placing the RIGHT Person in RIGHT Place at RIGHT Time.

• Attract and encourage more and more candidates to apply in the organization.

• To enable the selection of best candidates for the organization.

• To increase the productivity of the organization.

Sources of RecruitmentInternal Sources External Sources

Employee Referral Policy Newspaper Advertisements

Transfers Campus Placement

Internal Job Promotion Placement Agencies/ Consultancies

Rehiring of Former Employees Employment Exchange

Hiring Dependents /Relatives of Deceased Employee

Unsolicited Applicants/ Walk In

Social Networking Sites

Radio/ FM Stations

Job fairs

Education through books

Different Job Sites

Internal Sources

• • Employee Referral Policy- encourages an employee to refer their friends

for various positions and If the referral gets shortlisted in the process then that employee gets rewarded with Referral Bonus.

• Transfers- When the Employees are transferred from one department to another or from location to another.

• Internal Job Promotion/Posting- When an Employee is promoted from one role to the other and moves up the rung of the ladder.

• Rehiring of Former Employees-rehiring them saves time and cost of the organization, as they are aware of policies and procedures.

• Hiring Dependent s and Relatives of Deceased Employee-so that family members are not left at the mercy of others.

External Sources- Process Flow for Campus Drive

Day 1

• Company PPT and Q& A session.• Test conducted- Duration 60 mins.• Two Sections- Aptitude and Technical.• Checking of OMR sheets.• Declaring the short listed names for Interview on

Day 2.

Contd…

Day 2• Interview Starts.• Offer letters would be rolled out to the selected

candidates at the end of the day.• Final offered list is shared with the TPO and TPC.

Interesting Facts

• Did anyone ever imagine that there will be a recruitment drive held for the sentenced convicts, serving their terms at Tihar?

• This clearly reinforces the fact that if you have the skills and abilities, then even bars cannot hold you from soaring the skies and carving a niche for yourself.

Tihar Recruitment

• A total of 175 Tihar Inmates appeared for campus interviews on 27th Jan, 2012

• 142 candidates got selected, 13 were women.• Companies like Frontline Securities, IKYA

Global, Career Craft, Future Mason.• Package from 84k p.a. to 3,60,000 p.a.

Recruitment at Jail No 3, Tihar

Raju has been offered 3 jobs at diff. companies

Jail mates attend interviews at Drive.

Conscription in Chattisgarh• Maoist insurgents have stepped up their recruitment drive in

Raipur region forcing minor boys and girls, mostly in their early teens, to join the rebel ranks as young as 13 years.

• According to police the rebels are conducting recruitment drives through posters.

• The posters put up at Koylabeda say that the first phase of the recruitment is expected to commence from October 25 and last till November 15, 2012

Sources of Recruitment- Radio

• DUCR 90.4 MHZ Delhi University Community Radio established in 2007.

• Broadcast student centric programmes such as:• Health, Education, Stress Management.• Spreading awareness about various careers, career

counseling.

Rehiring Former Employees

• Infosys Technologies has opened a “Green Channel” inviting its former employees who wish to come back.

Job Sites

Social Networking

• Nowadays people have free and easy access to Social Networking sites like LinkedIn, Facebook and Twitter.

• They can be used to search jobs, to connect and to seek advice from Career and Job Search Experts.

E

• Academic Test• Psychological Test (Potential View)• Assessment Center (Competency Based)• Interview• Medical Check ( Organization based)• Reference and Background checks

• http://education-portal.com/academy/lesson/the-hiring-process-types-of-recruiting-strategies.html#lesson Hiring process

There are a number of tests an organisation sets for the candidate such as ;

• I.Q tests• Aptitude tests• Psychometric tests• Checking for Responsibility Quotient

Assessment centre

• An assessment centre is a place at which a person, such as a member of staff, is assessed to determine their suitability for particular roles, especially management or military command. The candidates' personality and aptitudes are determined by a variety of techniques including interviews, examinations and psychometric testing.

Contd….

• Employers invest a great deal in ensuring that the process is relevant to the requirements of their organization yet also gives you a fair opportunity to demonstrate your skills and personal qualities.

• Exercises are sometimes designed to simulate real scenarios that you might face at work.

• Example• At an assessment centre for a sales job you might

take part in a role play where you have to sell a new product to a retail buyer.

Contd

• Example At an assessment day for a teaching post you

are likely to be required to teach a lesson that you have prepared in advance.

• Example At an assessment centre for the armed forces

you might find yourself leading a team through a demanding physical challenge.

Interview

• Interviews can be of different types. The usual types are structured, unstructured, mixed, behavioral and stress producing.

• Structured Interview- A predetermined checklist of questions, usually asked of all applicants. Used especially when dealing with a large no. of candidates.

• Unstructured Interview: Questions are formed during the course of an interview. Used when the interviewer tries to probe into the personal details of the candidate to analyze whether they are fit for the job or not.

• Mixed Interview- Combination of both structured and unstructured questions, which resembles what is usually done in practice.

• Behavioral Interview: probes much deeper than traditional interviewing techniques. You should prepare by thinking of specific examples that demonstrate your competence in core behaviors such as teamwork, problem-solving, communication, creativity, flexibility and organizational skills.

• Stress Interview- objective of a stress interview is to check the candidates performance under stress.

• Group Interview• Panel Interview• In-depth Interview

Halo effect

• The halo effect or halo error is a cognitive bias in which one's judgments of a person’s character can be influenced by one's overall impression of him or her. It can be found in a range of situations from the courtroom to the classroom and in everyday interactions. The halo effect was given its name by psychologist Edward Thorndike

Contd……

• The "halo" effect occurs when an interviewer allows one strong point about the candidate to overshadow or have an effect on everything else. For instance, knowing someone went to a particular university might be looked upon favorably. Everything the applicant says during the interview is seen in this light. ("Well, she left out an important part of the answer to that question, but, she must know it, she went to Harvard University). The "horn" effect is just the opposite - allowing one weak point to influence everything else.

Hiring Process: what to expect@ Google

• How We Interview• At Google, every candidate goes through both

manager and peer interviews. While conventional interviews normally have a single hiring manager make or break a hiring decision, Google values both peer and manager feedback. In fact, candidates also interview with at least one Googler who works in a completely different department to ensure that we’re hiring someone who is a great fit for the company overall.

• Here are some general tips to follow as you prepare for your interview:

• Know what interests you about Google and why you’ve applied.

• Get to know Google’s products and services. Research our competitors.

• If you are interviewing for a software engineering or technical role, be ready to answer high-level technical questions on data-structures and algorithms. We would like you to code up your answers on boards with our engineers.

• Familiarize yourself with the job description you are interested in.

• If you are interviewing for a software engineering role then you may first want to visit the websitewww.topcoder.com. Please launch the “Arena” widget and go to the practice rooms where you can solve problems in the first and second division.

• Make sure that you substantiate anything your CV/resume says – for instance, if you list Java or Haskell as your key programming language, questions about this are fair game and may be asked of you.

What Influences HR’s Decision to Invite a Candidate for an Interview?

Xecute HR Solutions

Relevant work or Relevant work or internship experienceinternship experience

Rated 1Rated 1stst

Education that Education that matches the jobmatches the job

Rated 2Rated 2ndnd

Referral from someone Referral from someone within the companywithin the company

Rated 3Rated 3rdrd

Resume directed to Resume directed to specific job/rolespecific job/role

Rated 4Rated 4thth

Academic Academic AccomplishmentsAccomplishments

Rated 5Rated 5thth

Follow-up contact from Follow-up contact from candidate/level of candidate/level of

InterestInterest

Rated 6Rated 6thth

Offer Letter

• Once a candidate clears his Interview, then he is furnished with an Offer letter along with a Document Check List; which enumerates the list of documents that he would carry on his Induction Day.

Induction programme

• An induction programme is the process used within many businesses to welcome new employees to the company and prepare them for their new role.

• It is based on TPI-theory, it refers that new employees need to develop theoretical (T) and practical (P) skills towards the performance of the new job, but also satisfy needs of (I) interaction that exist among the new employees.

• http://education-portal.com/academy/lesson/new-employee-orientation-function-characteristics.html#lesson New Employee Orientation

General practice

• In order to fully benefit the company and employee, the induction programme should be planned in advance. A timetable should be prepared, detailing the induction activities for a set period of time (ideally at least a week) for the new employee, including a named member of staff who will be responsible for each activity.

• This plan should be circulated to everyone involved in the induction process, including the new starter.

A typical induction programme

A typical induction programme will include at least some of the following:

• any legal requirements (for example in the, some Health and Safety training is obligatory)

• any regulatory requirements (for example in the banking sector certain forms need to be completed)

• introduction to terms and conditions (for example, holiday entitlement, how to make expense claims, etc.)

Contd…..

• a basic introduction to the company, and how the particular department fits in

• a guided tour of the building like that of the gym, atm machine, first aid room.

• set-up of payroll details.• introductions to key members of staff.