Recruitment & Selection Final 1
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Transcript of Recruitment & Selection Final 1
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RECRUITMENT
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Recruitment - Introduction
Recruitment is an important part of human
resource planning.
In all businesses, people are a vital resource -and they need to be managed.
The overall aim of the recruitment process is
to obtain the number and quality of employeesthat are required in order for the business to
achieve its objectives.
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Recruitment Recruitment is the process of generating a
pool of qualified candidates for a particular
job. The firm must announce the jobsavailability to the market and attract qualified
candidates to apply. The firm may seek
applicants from inside the organization,
outside the organization, or both.
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When it is done? It is important to appreciate that recruitment is
a continuous process -because of
Staff departures
Changes in the business
Promotions
Changes in business location.
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Recruitment Policy It is a guiding principle that governs the HR
practice relating to recruitment.
Recruitment Policy at Infosys
While recruiting new employees, Infosys takes adequate
care to identify the right candidate .The qualities thatInfosys is looks for in a a candidate are superior academicrecord ,technical skill & ingrained capacity for hard work.Infosys focus on people with high learnability.
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Factors Governing Recruitment Policy Internal Factor
1. Organization HR Policy
2. Nature of the job
3. Reputation of the firm
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External Factors
1. Supply & Demand
2. Unemployment Rate
3. Labour Market
4. Political & Legal Consideration
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Recruitment Process
Human Resource Planning
Strategy Development
Evaluation of sources of recruitment
Implementing the recruitment method
Evaluation & Control
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Strategy Development Make or Buy
Technological Sophistication
Geographic Distribution
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Sources of Recruitment Internal
External
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Internal Recruitment Sources
Present Employees
Employee Referrals
Former Employees
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Promotions & Transfers
Promotions involves movement of an employee
from a lower level position to a higher level
position accompanied by changes in duties,status & value.
- Personnel Records
- Skill Banks
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Some companies have a policy that all vacant
positions will be posted on the company
bulletin boards, in their internal publications,or other internal communication systems
Usually there is a stated time period for the
internal recruitment process after which thecompany can recruit externally
Internal Job Postings:
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Often used when employment demand
exceeds supply
Companies will post announcements of
vacancies within the company and will offer
some prize or monetary reward to employees
whose referrals result in new hires
Employee Referrals
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Advantages
1. Tends to build employee morale
2. Reduces the cost and time to recruit
3. Generally employees will recommend individualswhom they think can do a good job (own reputationat stake)
Limitations
1. Downside is if an employee recommends someoneand that person is not hired without a reasonableexplanation.
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Internal Recruitment: Advantages
Easier to evaluate applicants
Less expensive
Faster
More familiar with organization; less training
Motivational for current employees
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Internal Recruitment: Disadvantages
Business stagnation
Promoted employees do not necessarily have
potential to fill senior posts. Competition among employees could lead to
poor team cohesion (cooperation).
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College and University Recruiting & Job Fairs
Internet Recruitment
Employment Agencies
Media Sources
Competitors
External Recruitment: Sources
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- Many of the larger firms visits various universities
and polytechnics to interview potential job
candidates
- In many instances, the companies have no specific
jobs available but will hire management trainees
- Sometimes organizations will work together and have
a job fair where students and others can come and talkto representatives from various companies about job
opportunities
Campus Recruitment/Job Fairs
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Government: - focus is on people who are out of
work and who are having difficulty finding new
works sometimes have to make themselves
available for work to get government benefits.
Employment Agencies
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Executive Search firms (Headhunters) focus onmiddle to senior management/technical positions
Agency receives an order from a company and
then attempts to fill it. Agency does not get paid until they find a suitable
candidate
The final billing for the recruitment consultant
depends upon the policies of the client company,but generally ranges from anything between 8.33%to 30% of the candidate's annual CTC. This
percentage is according to the level ororganizational hierarchy of the client company.
Private Employment Agencies
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Internet Recruitment
Becoming one of the fastest growing areas of
recruitment
More cost effective than newspaper Fastest form of response time
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Internet Recruiting Methods
Internet Recruiting
Methods
Professional/
Career Web Sites
Employer Web Sites
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Internet Recruiting
Advantages
Recruiting cost savings
Recruiting time savings
Expanded pool of
applicants
Disadvantages
More unqualified
applicants
Additional work for HR
staff members
Many applicants are not
seriously seeking
employment
Access limited or
unavailable to some
applicants
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Raiding or Poaching
It refers to attracting the employees of
competitors firm with attractive offers to join
their firm.
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Anti Poaching Techniques
Co-operation Agreements
Benchmarked Recruitment practices
Reporting Bonuses
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Examples:
Pepsi was one of the companies to take Coca
Cola to court for hiring several of its marketing
& strategic employees. There was an agreementrestricting employees from joining competitors
within one year of leaving Pepsi.
Jet sued on its pilots for joining Sahara within afew month of completion of new generation
aircrafts training.
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External Recruitment: Advantages
New ideas and innovation
Does not disrupt current organizational chart
Signal to employees that business is changing Often no viable internal candidate
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External Recruitment: Disadvantages
Cost of recruitment very high
Advertising; Travel; Board and Lodging
Risky: Possibility that applicant may not be
successful in the job.
Morale of existing employees low due to lack
of opportunities.
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4. Implementing the recruitment method
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5.Recruitment Evaluation
Time in which jobs were filled
Cost per hire
Cost of operations Number of jobs filled
Number and quality of resumes/applications
Acceptance to offer ratio Analysis of rejected offers
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Common Recruitment Mistakes
Lack of specificity in job ads Too many unqualified applicants
Not communicating accurate information aboutthe job and/or organization Employees may become dissatisfied and leave
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Recent Trends in Recruitment:
Recruitment Process Outsourcing
The RPO is the form of Business Process
Outsourcing (BPO) where the client or theemployer transfers almost all or part of its
recruitment activities and functions to an
external service-provider.
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RPO Searching candidates through the job portals, job postings,
inbuilt database
CV/Resume screening
Response handling
Searching for both active and passive candidates
Reference checks
Database handling and maintenance
Skill testing
Interview process Short-listing
Interview and joining formalities
Induction and training.
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SELECTION
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Selection
The process of choosing from a group of
applicants the individual best suited for a particular
position and an organization
Goal of the selection process is to properly match
people with jobs and the organization
Individuals overqualified, underqualified, or do not
fiteither the job or the organizations culture, willprobably leave the firm
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Recruitment and Selection
Recruitmentis the first part of the process of filling a
vacancy, the consideration of sources of suitable contacts,
making contact with those candidates and attracting
applications from them.
Selection is the next stage, i.e. assessing the candidates
by various means, and making a choice followed by an
offer of employment.
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SELECTION PROCESS
Preliminary Interviews
Review of Applications & Resumes
Selection Tests
Employment Interviews Reference & Background Analysis
Selection Decision
Physical Examination
Job Offer
Employment Contract
Evaluation
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1.PRELIMINARY INTERVIEW
Initial applicant screening to remove
individuals who obviously do not meet the
position requirements A few straightforward questions are asked
May be well qualified to work in other open
positions
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Preliminary Interview
Telephone interviews
Computer interviews
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2. Review of Applications
Each person completes an application to
determine if there is a match between individual
and the position
Essential information included and presented in astandardized format
Certification that everything on the form is true
Employment at will. Permission to have his or her references checked
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3.Selection Tests
Types
Advantages
Potential Problems using Selection Tests
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Types of Employment/Selection Tests
Cognitive aptitude
Psychomotor abilities
Job Knowledge Work-sample (simulation)
Personality
Polygraph test Genetic
Graphoanalysis
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Cognitive Aptitude Tests
General reasoning ability
Memory
Vocabulary
Numerical ability
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Psychomotor Abilities Tests
Strength
Coordination
Dexterity
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Job Knowledge Tests
Measure a candidate's knowledge ofthe duties of the position for which he
or she is applying. These are commercially available.
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Work-Sample (Simulation)
Tests thatrequire an applicant toperform a task or set of tasks
representative of the job Such tests by their nature are job
related
Produces a high predictive validity,reduces adverse impact, and is moreacceptable to applicants
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Polygraph Tests
These are designed to ensure accuracy of
the information given in the applications.
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Personality Tests
A personality test can be used
to get a generalized overview
of an individual's character,
for example their anxieties,whether they are sociable,
assertive, extroverted or
introverted.
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Graphology Testing It is designed to analyze the handwriting
of an employee.
It is said that individuals handwriting can
suggest the degree of energy , inhibitions& spontaneity & elements of balance &control.
-measures match between personality & job
-gauges personality without candidatesawareness.
-suggest jobs that suits candidate best.
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Genetic Testing
Determines whether a person carries the gene
mutation for certain diseases, including heart
disease, colon cancer, breast cancer and
Huntingtons disease.
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Advantages of Selection Tests
Reliable and accurate means
of selecting qualified
candidates
Identify attitudes and job-
related skills
Cost & time effective
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Potential Problems Using Selection Tests
Test anxiety
Invasion of privacy
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4. The Employment Interview
Goal-oriented conversation in which interviewer
and applicant exchange information
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Content of the Interview
Occupational experience
Academic achievement
Interpersonal skills Personal qualities
Organizational fit
Candidates objectives
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Types of Interviews
Unstructured
(nondirective)
Structured (directive
or patterned)
Behavior Description
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Unstructured (Nondirective) Interview
Asks probing, open-endedquestions
Encourages applicant todo much of the talking
Often time-consuming
Different information fromdifferent candidates
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Structured (Directive or Patterned) Interview
Situational questions
Job knowledge questions
Job-sample simulationquestions
Worker requirements
questions
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Behavior Description Interview
Find knowledge, skills, abilities andbehaviors important for job success
Determine which behavioral questionsto ask about particular job to elicitdesired behaviors
Develop structured format tailored for
each job Set benchmark responses - examples
ofgood, average and badanswers
Train interviewers
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Methods of Interviewing
One-on-one interview - Applicant meetsone-on-one with an interviewer
Group interview - Several applicants
interact in the presence of one or morecompany representatives
Board interview - Several of the firms
representatives interview one candidate Stress interview - Anxiety is intentionally
created
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Potential Interviewing Problems
Premature judgments
Interviewer domination Inconsistent questions
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5.Personal Reference Checks
Provides additional insightinto applicant information
Verification of accuracy Applicant often required to
provide names of several
references More emphasis on
previous employment
investigations
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Professional References and Background Investigations
Previous employment
Education verification
Personal reference check
Criminal history
Driving record
Workers compensation history
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Methods of checking references
The four most commonly used methods of
checking references are:
1) by telephone,2) by email
3) in person,
4) a combination of the first three. Reference checking is a shared responsibility
between HR leaders and line managers.
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6. The Selection Decision Person whose qualifications most closely
conform to the requirements of the open
position should be selected.
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7. Physical Examination
Determine whether applicant is
physically capable of working.
Legal liabilities.
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Notification to Candidates
Results should be made known to candidatesas soon as possible
Delay may result in firm losing prime
candidate
Unsuccessful candidates should also bepromptly notified
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8. Making the Job Offer
Offer Guidelines
Formalize the offer with a letter to the applicant
clearly stating the terms and conditions of
employment.
Avoid vague, general statements and promises.
Require return of a signed acceptance of the offer.
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Employment Contract
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Evaluation
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Examples:
The automotive giant Tata Motors holds
online selection tests to recruit employees.
The company also sponsors scholarships at
the prestigious Indian schools. It runs an
employee referral program where it
encourages the involvement of the existing
workforce for recruiting the right talent.
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Wipro Technologies, India's third largest IT services
exporter, is broadbasing the role of its partners for
recruiting IT professionals. Partners or manpower
consultants help the IT companies in sourcing the ITprofessionals for a particular business vertical.
Wipro feels this will be a more stable business
model and a win-win strategy as its partners will be
responsible for sourcing the manpower and training
them.
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Questions?