RECRUITMENT AND SELECTION (MIDTERM)
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RECRUITMENT AND SELECTION (MIDTERM)

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If a job opening has been newly formed, or vacated recently, it is important to find out what the position, and eventually your organization, needs in a candidate who will assume the position.

CREATING A RECRUITMENT PLAN

Finding the best sources of recruitment, identifying the right talent, attracting and motivating them to apply for the job help you bring in a fresh perspective to your organization.

TALENT SEARCH

In order to zero-in on the right candidate for the job and move along with the recruitment process, it is important to effectively screen your candidates.

SCREENING AND SHORT-LISTING

Short-listed candidates will move to the interview process after which you will determine whether the candidate is to be offered the job or rejected.

<p>INTERVIEWING</p> Signup and view all the answers

Once you have screened through all the potential candidates, you will have to offer the position to the most deserving one(s) who will be evaluated for credibility prior to the offer.

<p>EVALUATION AND OFFER OF EMPLOYMENT</p> Signup and view all the answers

It will help you understand what skills and experience your potential employees must have in order to qualify for the job opening. It also helps potential candidates make a check-list to determine whether they’d be right for the job.

<p>PREPARING THE JOB DESCRIPTION</p> Signup and view all the answers

One of the most important parts of the recruitment process. It helps generate referrals internally, as well as externally on social media and job boards.

<p>TALENT SEARCH</p> Signup and view all the answers

It motivates your current employees to be more productive and maximizes job satisfaction.

<p>INTERNALLY SOURCED/INTERNAL SOURCES</p> Signup and view all the answers

You can choose to recruit from within your organization by transferring your employee(s) from one department to another, if they are better suited for a different position.

<p>TRANSFER</p> Signup and view all the answers

You can choose to promote an employee with high performance rates to take over a senior position in the organization.

<p>PROMOTION</p> Signup and view all the answers

Depending on the performance and demand for workforce, employees could sometimes be moved to a lower position.

<p>DEMOTION</p> Signup and view all the answers

The employees in your organization can create a buzz on their social media accounts to generate job referrals for the vacancy.

<p>JOB REFERRALS</p> Signup and view all the answers

If there is an urgent need or emergency, a retired employee can be called to fill in for a vacancy for a short period until someone else can step in.

<p>RETIRED EMPLOYEES</p> Signup and view all the answers

Candidates who applied previously, but did not make the cut can be reached out to when appropriate job positions open up.

<p>PREVIOUS APPLICANTS</p> Signup and view all the answers

It can offer you a much wider scope of selection from a large number of candidates.

<p>EXTERNALLY SOURCED/EXTERNAL SOURCE</p> Signup and view all the answers

Whether they’re digital or in print, help create a strong brand identity and attract efficient manpower.

<p>ADVERTISEMENTS</p> Signup and view all the answers

With an increase in the use of the internet, you can also list job openings on job portals where those seeking for jobs and better opportunities provide you with a great way to tap into industry talent

<p>JOB PORTALS</p> Signup and view all the answers

A career page on your company’s website can help those interested in your organization to apply for vacant positions.

<p>COMPANY'S CAREER SITE</p> Signup and view all the answers

Social media is the best place to look for potential employees these days. It is a great way to look for industry talent, as well as attract job seekers looking for opportunities.

<p>SOCIAL NETWORK</p> Signup and view all the answers

Job fairs offer access to a large pool of talent and help you create brand awareness and build a brand identity, all while also saving cost, time and effort.

<p>JOB FAIRS</p> Signup and view all the answers

Recruiting young students who are enthusiastic and energetic can bring in fresh perspectives.

<p>CAMPUS PLACEMENTS</p> Signup and view all the answers

This is where the recruitment process can get a little challenging. Almost all candidates who have applied for the job are well qualified.

<p>SCREENING AND SHORT-LISTING</p> Signup and view all the answers

RECRUITMENT PROCESS

<ol> <li>CREATING A RECRUITMENT PLAN</li> <li>TALENT SEARCH</li> <li>SCREENING AND SHORT-LISTING</li> <li>INTERVIEWING</li> <li>EVALUATION AND OFFER OF EMPLOYMENT</li> </ol> Signup and view all the answers

PREPARING THE JOB DESCRIPTION

<ol> <li>COMPANY NAME AND DESCRIPTION</li> <li>CORE VALUES OF YOUR ORGANIZATION</li> <li>BENEFITS YOU OFFER</li> <li>LOCATION</li> <li>JOB TITLE</li> <li>DEPARTMENT</li> <li>INDUSTRY PAY</li> <li>DESCRIPTION OF DUTIES</li> <li>SKILL-SET, EXPERIENCE, KNOWLEDGE AND TRAINING REQUIRED</li> <li>QUALITIE THAT WILL MAKE A DIFFERENCE</li> <li>A CALL-TO-ACTION</li> </ol> Signup and view all the answers

DO'S OF JOB DESCRIPTION

<ol> <li>KEEP IT SHORT AND SIMPLE</li> <li>BE SPECIFIC</li> <li>USE THE RIGHT KEYWORDS</li> <li>USE BULLET POINTS IF POSSIBLE</li> <li>KEEP THE TONE CONVERSATIONAL</li> <li>PROVIDE ENOUGH DETAILS</li> </ol> Signup and view all the answers

DONT'S OF JOB DESCRIPTIONS

<ol> <li>DON'T USE TOO MUCH TEXT</li> <li>REFRAIN FROM TOO MANY JARGONS OR HEAVY WORDS</li> <li>DO NOT GLOSS OVER THE CHALLENGING ASPECTS OF THE JOB</li> </ol> Signup and view all the answers

INTERNALLY SOURCED

<ol> <li>TRANSFER</li> <li>PROMOTION</li> <li>DEMOTION</li> <li>JOB REFERRALS</li> <li>RETIRED EMPLOYEES</li> <li>PREVIOUS APPLICANTS</li> </ol> Signup and view all the answers

EXTERNALLY SOURCED

<ol> <li>ADVERTISEMENTS</li> <li>JOB PORTALS</li> <li>COMPANY CAREER SITE</li> <li>SOCIAL NETWORK</li> <li>JOB FAIRS</li> <li>CAMPUS PLACEMENTS</li> </ol> Signup and view all the answers

CREATING A RECRUITMENT PLAN

<ol> <li>CHECK WHETHER YOUR CURRENT WORK-FORCE HAS ANY GAPS THAT NEED TO BE FILLED.</li> <li>KEEP A TRACK OF INPUT VERSUS OUTPUT WHEN IT COMES TO YOUR TEAM.</li> <li>ANALYZE THE PERFORMANCE OF YOUR TEAM AND LIST DOWN THE QUALITIES AND SKILLS THAT MIGHT MAKE A POSITIVE DIFFERENCE IN THE ORGANIZATION.</li> <li>BE MINDFUL WHEN AN EXISTING EMPLOYEE IS BEING PROMOTED OR LEAVING SO THAT YOU'LL KNOW WHEN YOU NEED TO HIRE NEW TALENT.</li> </ol> Signup and view all the answers

A purposeful exchange of ideas, the answering of questions and communication between two or more persons.

<p>INTERVIEW</p> Signup and view all the answers

A process of private meeting conversation between people, where questions are asked and answered, for obtaining information about qualities, attitudes, prospectus etc.

<p>INTERVIEW</p> Signup and view all the answers

Refers to a conversation with one or more persons acting as the role of an interviewer who ask questions and the person who answers the questions acts as the role of an interviewee.

<p>INTERVIEW</p> Signup and view all the answers

Is the first step of conducting an interview. Prior to interview, the interviewer should make sure that he/she understands the key elements of the job. And the interviewer should go through the resume of the candidate for understanding his/her qualities and efficiencies.

<p>PREPARE/PREPARATION</p> Signup and view all the answers

The interviewer should have knowledge about the purpose of the interview, why he/she is conducting it. The interviewer should project the organization as the best place to work to the interviewee, which helps in selecting the right candidate.

<p>PURPOSE</p> Signup and view all the answers

An interviewer must identify the attitude, attributes, knowledge and skills of the applicants, who are needed for the success of the organization.

<p>PERFORMANCE</p> Signup and view all the answers

The applicant, who comes for an interview, will not be completely transparent. Hence, it is the job of an interviewer to un-mask the applicant and discover the inner qualities and skills during the interview. This good practice of hiring will help in selecting the right candidate for the organization.

<p>PEOPLE SKILLS</p> Signup and view all the answers

Every interviewer should follow a structured interview process to get better results. A structured process of interview avoids bias and gives equal and fair chance to all the applicants. The best way for accomplishing this process is by using the behavioral based questions and situational questions.

<p>PROCESS</p> Signup and view all the answers

INTERVIEW PROCESS

<p>• Determine the requirements of the job. Conduct a thorough job analysis. • Prepare a specific job description and a job specification. • Make a plan − how and where to find qualified candidates. • Collect and review applications and resumes and from them, select the most potential and qualified candidates for further proceedings. • Interview the shortlisted candidates based upon the job description and specification. • Verify the candidates’ background with the references provided by them.</p> Signup and view all the answers

In this type, the interview is designed and detailed in advance. It is pre-planned, accurate, and consistent in hiring the candidates

<p>STRUCTURED INTERVIEW</p> Signup and view all the answers

This type of interview is an unplanned one, where the interview questionnaire is not prepared. Here, the effectiveness of the interview is very less and there is a tremendous waste of time and effort of both the interviewer and the interviewee.

<p>UNSTRUCTURED INTERVIEW</p> Signup and view all the answers

this type of interview, all the candidates or a group of candidates are interviewed together. This are conducted to save time when there is a large number of applications for a few job vacancies. A topic will be given to discuss among the candidates and the interviewer judges the innovativeness and behavior of each candidate in the group.

<p>GROUP INTERVIEW</p> Signup and view all the answers

It is a semi-structured interview, where the candidates have to give a detailed information about their education background, work experience, special interests, etc. And the interviewer takes a depth interview and tries in finding the expertise of the candidate.

<p>DEPTH INTERVIEW</p> Signup and view all the answers

This are conducted to discover how a candidate behaves in stressful conditions. In this type of interview, the interviewer will come to know whether the candidate can handle the demands of a complex job. The candidate who maintains his composure during a stress interview is normally the right person to handle a stressful job.

<p>STRESS INTERVIEW</p> Signup and view all the answers

The interview takes place one-on-one i.e., there will be a verbal and a visual interaction between two people, an interviewer and a candidate. This is a two-way communication interview, which helps in finding the right candidate for a vacant job position.

<p>INDIVIDUAL INTERVIEW</p> Signup and view all the answers

Such interviews are conducted in an informal way, i.e., the interview will be fixed without any written communication and can be arranged at any place. There is no procedure of asking questions in this type of interview, hence it will be a friendly kind of interview.

<p>INFORMAL INTERVIEW</p> Signup and view all the answers

This is also called as a planned interview. It held in a formal way, i.e., the candidate will be intimated about the interview well in advance and the interviewer plans and prepares questions for the interview.

<p>FORMAL INTERVIEW</p> Signup and view all the answers

It is being conducted by a group of people. In this type of interview, three to five members of the selection committee will be asking questions to the candidates on different aspects. The final decision will be taken by all the members of the panel collectively

<p>PANEL INTERVIEW</p> Signup and view all the answers

This are conducted for those employees who want to leave the organization. The importance of this is to discover why employee wants to leave the job

<p>EXIT INTERVIEW</p> Signup and view all the answers

FIVE (5) P's

<ol> <li>PREPARE</li> <li>PURPOSE</li> <li>PERFORMANCE</li> <li>PEOPLE SKILLS</li> <li>PROCESS</li> </ol> Signup and view all the answers

TYPES OF INTERVIEW

<ol> <li>STRUCTURED INTERVIEW</li> <li>UNSTRUCTURED INTERVIEW</li> <li>GROUP INTERVIEW</li> <li>DEPTH INTERVIEW</li> <li>STRESS INTERVIEW</li> <li>INDIVIDUAL INTERVIEW</li> <li>INFORMAL INTERVIEW</li> <li>FORMAL INTERVIEW</li> <li>PANEL INTERVIEW</li> <li>EXIT INTERVIEW</li> </ol> Signup and view all the answers

It is a fact that in many things even when the goal is the same the paths leading to it are always different.

<p>JOB INTERVIEWS</p> Signup and view all the answers

The same can be said for any job prospects where there are diverse arrays of interview styles that seek to select that best for that particular profile. Employers adopt a variety of ways to find out if the particular candidate fits the bill.

<p>JOB INTERVIEWS</p> Signup and view all the answers

This is a traditional interview and the most common type. In this interview the candidate and the interviewer meets face-to-face.

<p>FACE-TO-FACE INTERVIEW</p> Signup and view all the answers

The main concept of the interview is to build rapport with the interviewer and show how the qualifications will benefit their organization. The interviewee should maintain eye contact, and respond to all the questions of the interviewer.

<p>FACE-TO-FACE INTERVIEW</p> Signup and view all the answers

• It comprises more than two members interviewing a person for the hiring. • It is most common mode of interview when hiring at the senior level. • The interviewee should try to connect with each interviewer and the best way to do this is to read the personality of each interviewer.

<p>PANEL INTERVIEW</p> Signup and view all the answers

The interview is conducted entirely over the phone and this is very effective in eliminating any bias that may arise from the appearance and manner of the candidate.

<p>PHONE INTERVIEW</p> Signup and view all the answers

The main purpose of this interview is to see how the interviewer interacts with others and how he or she influences others with knowledge and reason

<p>GROUP INTERVIEW</p> Signup and view all the answers

It is also the best way to discover any leadership potential among the candidates.

<p>GROUP INTERVIEW</p> Signup and view all the answers

This type of interview is rare in the present job scenario. It was a very common interview method when selecting for sales position.

<p>STRESS INTERVIEW</p> Signup and view all the answers

TIPS ON HOW-TO-INTERVIEW

<p>Stay calm and ask follow-up questions whenever you do not understand something in an interview.</p> Signup and view all the answers

STRESS INTERVIEW MEANS

<p>• Being asked more than one questions at a time. • Being asked further questions without being allowed adequate time to respond. • Being questioned in an interrogatory tone and voice. • Being asked an unrelated bunch of questions; • Having his feelings provoked.</p> Signup and view all the answers

IMPORTANCE OF A STRONG RECRUITMENT PROCESS

<ol> <li>Any good recruitment process is targeted at extremely well-qualified candidates and encourages the maximum number of job-seekers to apply for the position.</li> <li>A strong recruitment process will help your hiring team to filter the right candidates and minimizes the time and effort taken to find the eligible candidates.</li> </ol> Signup and view all the answers

PRIMARY PURPOSE OF INTERVIEW

<p>TRANSFER INFORMATION FROM INTERVIEWEE TO INTERVIEWER</p> Signup and view all the answers

IMPORTANCE OF INTERVIEW

<p>Help in gathering a wide range of information about the applicants’ attitude, feelings and motivations, which in turn help in the decision-making process to hire the right candidates.</p> <p>• Interviews help in selecting the right candidate from a group of applicants • Information given in the application form is very less. • Interviews are a medium to help collect useful information about potential candidates. • A good interviewer gives good impression about the organization, which in turn increases the goodwill of the organization. • Interviews also help in promotions and transfers of the candidates, as per the requirements of the organization.</p> Signup and view all the answers

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