Recruitment and Selection PDF

RECRUITMENT AND SELECTION -significance of recruitment and selection have been stated as follows: This process is considered useful, because they help in finding the mo...

RECRUITMENT AND SELECTION -significance of recruitment and selection have been stated as follows: This process is considered useful, because they help in finding the most suitable candidates for the jobs. =When job vacancies arise within the organizations, then the designed to make best use of employee strength in order employers give due consideration to the recruitment and to meet the strategic goals and objectives of the selection processes. These processes enable the employers to employers and of the organization identify and analyse the positions that are required to get filled It is a process of screening, sourcing, shortlisting, and in order to achieve the desired goals and objectives selecting the right candidates for the vacant positions =Resources are considered as the most important asset of any Introduction organization, hence, hiring the personnel with appropriate skills and abilities is important. In some cases, this job may be -It is the central function of human resource management manageable, whereas in others it may be tedious and -Recruitment = process of selecting the right person, for the right demanding. Therefore, recruitment and selection are considered position at the right time as important aspects in any organization and should be made of appropriate personnel. =educational qualifications, experience, abilities and skills of the individuals need to be taken into consideration =The significance of recruitment is recognized by the fact that organization gets satisfied with more productive employees. It =process of attracting, selecting and appointing potential not only enhances productivity and profitability, but also candidates encourages good relationships among the employers and the =Recruitment takes place internally, i.e. within the organization employees. It contributes towards growth and development of and externally, i.e. from the usage of external sources. the organization. =Internal factors: the size of the organization, recruiting policy, Principles image of organization and image of job. -The first point to identify about recruitment is that it is a =External factors: demographic factors, labour market, process with a number of key stages, all of which work in co- unemployment rate, labour laws, legal considerations and operation to improve one’s chances of finding the best competitors candidates -Selection = process of picking or choosing the right candidate, -The candidates are required to go through various stages and who is most suitable for the job are given tasks or go through various rounds of interviews. In some cases, final round of interviews, include only two people, =the process of interviewing the candidates and evaluating their one is selected and the other one gets rejected. if one is not qualities, and then selection of the candidates is made for the recruiting the best people available, then it is always going to be right positions challenging to manage them on daily basis =selection of right candidates for the right positions will help the -one should consider the internal candidates that could be organization to achieve its desired goals and objectives encouraged to the available post and then recruit externally for the junior position. one should be concerned with the eminence =it is vital to ensure that they possess the desired qualifications, and appropriateness of every employee (pay less attention to the skills and abilities that are required recruitment process), who joins the business. -Recruitment- positive process with its approach of attracting as -It is assumed that experienced manager carry out interview. many candidates as possible. process of identifying and making open ended as well as close ended questions. interviews can be potential candidates to apply for the jobs. conducted by anybody if they are appropriately trained and -Selection - a negative process with the elimination of many possess effective communication skills candidates as possible. made only of those individuals, who are -There are many legal issues that are associated with the qualified and proficient. hiring of good resources can help in recruitment process and it is necessary for all the individuals to increasing the overall performance familiarise oneself with the relevant legislation, policies and Significance procedures in recruitment and selection processes. -Legislation and good practice and the range of recruitment Factors Affecting Recruitment And Selection sources and selection methods as well as possessing the skills Internal factors and abilities in interviewing and evaluating potential employees highlight the significance of recruitment and selection 1. Size of the Organization - one of the most important factors affecting the recruitment health regulations, and the job duties of the workforce, for process. To develop business, recruitment planning is mandatory different types of employments. As the governments undergo for hiring more resources, which will be crucial in the transformations, there are transformations that come about in management of future operations. the labour laws. 2. Recruitment Policy 5. Legal considerations - includes hiring from the internal or external sources of – Job reservations for different castes such as Scheduled Tribes, organization. It identifies the objectives of recruitment and Scheduled Castes, and Other Backward Classes are the best provides a framework for the implementation of recruitment examples of legal considerations. These considerations, passed programs. by government, will have a positive or negative impact on the recruitment policies of the organizations. 3. Image of the Organizations 6. Competitors - Organizations having a good positive image in the market can easily attract competent and proficient resources. Maintaining – When organizations in the same industry are competing for the good public relations, providing public services, and leading to best qualified resources, there is a need to analyse the goodwill of the organizations, definitely competition and make provision of the resources packages that are finest in terms of the industry standards. helps an organization in improving its reputation in the market, and thereby draw the best possible human resources. 7. Equal Opportunity 4. Image of Jobs –it is vital to take into consideration, equal employment opportunities for the individuals. It is when all the applicants are - it is a critical role in the recruitment and selection processes. treated on an equal basis and consistently at every stage of Jobs having a positive image in terms of better remuneration, recruitment. There should not be any discrimination against promotions, recognition, and amiable working environment with anybody on the basis of factors, such as, caste, creed, race, career development opportunities are considered as the religion, ethnicity, gender and socio-economic background. characteristics to arouse interest and enthusiasm within qualified candidates. Posting Vacancies External Factors -Job posting = practice of publicising and displaying advertisements of an open job to the employees 1. Demographic Factors = these are usually found in internet, newspapers, notices and - they are related to the characteristics of potential employees bulletin boards such as, their age, religion, educational qualifications, gender, occupation, economic status, and place of location. =includes, listing of the attributes: designation, criteria of knowledge, qualifications, skills and experience (some cases, 2. Labour market salary package) – This controls on the demand and supply of labour. For =to bring to the attention of the interested persons, internal or example, if the supply of people having specific skills and abilities external to the organisation and the jobs that are to be filled is less than the demand, then the hiring will require more efforts. On the other hand, if the demand is less than the supply, =areas that need to be taken into consideration before PV then hiring will be relatively more manageable. 1. Whether the retention of the job is done in the present 3. Unemployment rate form with the title, remuneration or status or whether any changes are required to be brought about. – If the unemployment rate is high in a specific area, hiring of 2. Each hiring unit is responsible for determining its hiring human resources will be simple and manageable, as there will be needs, requirements and the scope and responsibilities an increase in the number. In contrast, if the unemployment rate of the individuals is low, then recruiting tends to be difficult due to lesser number 3. Nature of the recruitment options vary based on the of resources. purpose. The various positions within the organizations 4. Labour laws or educational institutions include, clerical, technical, administrative, managerial – it reflects the social and political environment of the market, 4. Any changes or not in the skills, abilities and experience created by the central and the state governments. These laws of the employees, personality characteristics dictate the compensation, working environment, safety and  5. Job rotation- applicants serving in other positions within -elements in the recruitment and selection processes help find the organisation, who may be potential candidates for most suitable candidates. These elements are: the job. It is to improve employee morale, helps in the 1. Job Vacancy development of skills and abilities, to gain knowledge and experience. -when vacancy arises, one should be aware of the vacant 6. existing organizational policy for recruitment such as positions and when they should get filled with capable referrals of the employees by the staff members, friends employees or family members to fill vacancies. 7. Whether the organization considers external sources as -enables the individuals to determine the factors like the most effectual means of recruitment or more redesigning, or initiating part time employment for individuals. beneficial to the organizations in the long term. - vacant positions may get filled with candidates rapidly, or in -It is necessary to have the availability of the functional human others, it may be time consuming. resource information system (and utilization of technology) that -One should implement measures to reduce the risks in supports recruitment. A computerized system would have: recruitment. 1. Ensure that capable and proficient individuals are recruited on -Existing employees should see any potential career path within time, in order to avoid any kind of delay in the production the organization, which may motivate them to stay. processes. 2. Job Analysis 2. recruitment and selection processes require number of rounds, which individuals go through. They may even take 10 to -2 factors: 15 days of time, especially for leadership and higher level 1. expectation of employers from their employees positions. It needs to be ensured that candidates systematically move through the process and are kept informed of their status. = employers have certain expectations from their employees regarding performance, and expect them to have the traits of 3. Ensure that qualified candidates, whose applications are regularity, diligence, resourcefulness, conscientiousness and pending should be communicated with to maintain their interest creativity. within the organization 2. characteristics of the job 4. Assist in analysing appointment, transfer and exit trends and provide other data that leads to the facilitation of planning, = includes: training, work experience, skills and knowledge, organizing, evaluating and assessing the recruitment process. physical attributes, personality traits, communication skills and personal circumstances. 5. Identify any antagonistic impacts of the recruitment process on vulnerable and marginalized groups =Development and utilization of well-structured questions based on the profile of the employees will help in getting the better 6. For internal recruiting, control of the internal job posting insight of their true personality. process, creation of the notices, and then matching the internal applicant qualifications with job specifications is crucial. 3. Attracting Candidates 7. Where jobs are not being posted, creation of a list of qualified –two important sources : internal recruitment and external internal candidates is necessary. recruitment. RECRUITMENT AND SELECTION PROCESS - internal recruitment- its advantages are, it reduces recruitment costs, internal employees are already familiar with the -It is important that job announcements is made available to all organization, its goals, objectives etc. It can act as a motivating the employees. factor by showing that it is possible to acquire promotions and -Satisfactory job postings can ensure that minority workers, employers are familiar with the person, - disadvantaged groups and economically weaker sections are - external recruitment – its source is in websites, advertisements aware of the opportunities within the organization in newspapers, journals, magazines, recruitment agencies, -weakness: employee pessimism occurs when there is open job consultants, employment fairs, and seminars. postings, it generates antipathy and disbelief among employees, 4. Screening Candidates when they believe that it is just a formality with less real opportunity for advancement –to narrow down the field, to spend more time with the candidates for formal interviews. -When Large numbers of applications are received, and all are 3. to obtain effective output from new employees in short time. not called for interviews, then, it is vital for the employers to -TRAINING: making use of methods and strategies to enhance screen the candidates to select the most suitable ones for the the awareness, knowledge and information among the interviews. employees. -Screening is done on the basis of factors : educational Training methods include, role plays, vestibule training, field qualifications, experience, skills, and so forth. When this process visits, and lectures. has been implemented, then screening process takes place. Employees should receive on the job and off the job training to -After the screening process is implemented, then interviews are generate information regarding history, personnel, goals and organized for the candidates. performance of job duties. 5. Interviewing Candidates The main purpose is to balance the needs and requirements of – in preparation in interview, The important aspects for the organizations and human resources. interviewing is ensuring that … 8. Employee Evaluation =proper notice is given on the date and time of the interview, – Monitoring the performance of the employees is an essential =that they know that they should be on time aspect. It is necessary to evaluate the employees from time to time to monitor enhancement of productivity and performance. =that they know where to go and who to contact on arrival -This method helps identify the limitations and the measures =that they are aware of the documents to be brought along in that are required to get implemented to improve them. the interview. -Monitoring performance of the employees is an on-going - The employers/interviewers need to review the resume and job activity and new employees can be trained in a better way to applications before the interview enhance productivity. -It is vital to implement time management skills for this process, -This process can tell whether the recruitment process is working so to complete on time. efficiently or are there any changes needed 6. Selecting and Appointing Candidates -The main purpose is to ensure that the quality of the employees – This method is different in various organizations. get enhanced that are recruited within the organizations. This is to improve employee productivity and to achieve the goals and - Procedures include steps, such as: the selection of the objectives. candidate, verbal communication of his or her appointment, medical completed if appropriate, sending of appointment letters and signing the contract. TYPES OF RECRUITMENT -this method depends on the urgency of getting the vacancy -broadly classified into two categories: internal sources and filled. When vacancies are to be urgently filled, then selecting external sources. and appointing of candidates may take place immediately after the interviews. -Internal sources: hiring of employees within the organization. Applicants are seeking different positions and are those who are - Some organizations, candidates are appointed on an immediate currently employed. At the time of recruitment, main basis, after their selection and formalities. consideration is given to those employees, who are currently 7. Induction and Training working. This provides the opportunities for progress and use of the existing resources. It is the finest and the stress-free way of – INDUCTION: process of receiving and welcoming of the selecting since their work performance and other qualities are employees, after being selected and providing them required already known. training to settle down. The internal sources have been stated as follows: Induction has 3 aims: 1. Promotions 1. To smooth the early stages, when everything is likely to be - Advancement of employees by evaluating their job extraordinary and unfamiliar to the new employees. performance. 2. To establish a positive attitude within the mind-sets of the employees, so that they are likely to stay  - When the employers/ managers/ supervisors feel -Saves cost and employees are well aware of all the satisfied with the employee’s, they promote them to an features of the organization and the performance of upper level leading to pay raise and benefits. their job duties. - Shifting an employee to a higher position with more responsibilities, remuneration, facilities, and status. -External sources: hiring of the employees outside the - Many organizations fill the vacant positions at higher organization. Applicants seeking job opportunities are those, levels with of promotions. who are external to the organization. External employees bring 2. Transfers innovativeness, resourcefulness, creativity and new thoughts – A process of interchanging from one job to another and ideas to the organization. Although it is an expensive and a without any change in the designation and difficult process, it has great potential of driving the organization responsibilities. towards the achievement of goals and objectives. - It can also be the shifting of the employees to another department or location or branch, depending upon the The external sources have been stated as follows: requirement of the position. - It is based on the job requirements and the capabilities 1. Direct Recruitment of the employees. - It is where the recruitment is carried out by putting a 3. Recruitment of Former Employees notice regarding job vacancy on the notice board of the – It is a where ex-employees are called back, depending organization. on the requirement of the positions. - This method is also called as factory gate recruitment. - It is cost effective and saves plenty of time and money. - This is in most cases used to recruit blue collar and - Former employees are already aware of the technical workers. organization, the roles and responsibilities of the job and 2. Employment Exchanges personnel. - it is compulsory that the organization provides details - The employers are well versed with their personality to the employment exchange as per law. traits and approaches and the organization will not - It is a government entity, where the details of the job stress over their training and development. seekers are deposited and given to the employers for 4. Internal Advertisements or Job Postings filling the vacant positions. - It is the processes of posting and advertising jobs -This is accommodating in hiring of the unskilled, semi- within the organization. skilled, and skilled workers. - An open invitation to all the employees where they can 3. Employment Agencies apply for the vacant positions. –They are functioned by various sectors, such as private, - Allows equal opportunities to all the employees. public and government. - Involves less expenses. -It provides, unskilled, semi-skilled and skilled resources 5. Employee Referrals according to the needs and requirements of the - An operative way of sourcing the right candidates at a organizations. low cost. -Job seekers usually register themselves with - It is the process of hiring through the references of the employment agencies and in this way, they have a employees database of qualified candidates and organizations can -In this process, the present employees can refer their use their services at the time of requirement. friends and relatives for filling up the vacant positions. 4. Advertisements - It is lucrative and saves time compared to hiring - The most prevalent and common external sources of candidates from external sources. recruitment. The - Employees are stimulated and motivated towards - Job vacancy is displayed through various print and performing job duties, by giving them benefits, electronic media with a specific job description and incentives and rewards for their performance. specifications of the requirements. 6. Previous Applicants - It is displayed in newspapers, magazines and on the –The hiring team examines the profiles of previous websites. applicants from the organizational recruitment database. -Best way to source candidates in a short span and - These applicants have applied for jobs in the past. provides an efficient way of screening specific - They are easily contacted and the response will be requirements of the candidates. positive in most cases. 5. Professional Associations - This helps the organizations in hiring professional, technical, and managerial personnel, however, they focus on sourcing mid-level and top-level resources.  - There are many professional associations that perform - It is a semi-structured interview, where candidates have to give the roles of facilitators between the organizations and information about their educational qualifications, work the job-seekers. experience, special interests, skills, aptitude and etc and then 6. Campus Recruitment the interviewer takes a depth interview and begins analysing the - It is where the educational institutions like colleges and expertise and proficiency of the candidate. This is to acquire universities provide information to students on detailed information for a manageable selection process. employment opportunities. 5. Stress Interview - It is when opportunities are made available for hiring students. - This is to ascertain how a candidate would react during the - Organizations visit technical, management, and time of stress and cope up with problems. The interviewer will professional institutions for recruiting students directly know whether the candidate can deal in an effective manner for new positions. with the demands and needs of a complicated job. A candidate, 7. Word of Mouth Advertising who maintains self-control is the right person to handle a - An imperceptible (unnoticeable) way of sourcing the stressful job. candidates - Many organizations with good image in the market only 6. Individual Interview need a word of mouth advertising to arouse interest and - The interview takes place on a one to one basis. There will be a enthusiasm among large number of candidates. verbal and a visual interaction between two people. This TYPES OF INTERVIEW interview helps in finding the right candidate for the job. An interviewer may make use of open-ended and close-ended - INTERVIEW : exchange of notions, the answering of questions questions. Open-ended questions involve elaborate explanations and communication between two or more persons. It is a of the answers and close-ended questions involve one word process of private conversation between people, where answers, such as yes, no etc. questions are asked and answers are obtained. The main purpose of the interviews is to acquire information about 7. Informal Interview qualities, attitudes, prospectus and so forth. In various types of - The interview will be stable without any written communication interviews, interviewers examine the behaviour and and can be arranged at any place. There are no proper communication abilities of the candidates. The primary purpose procedures of asking questions in this type of interview and it is of an interview is to transfer information from interviewee to not adequately structured. It is like an informal conversation interviewer. between the individuals and takes place in a friendly manner. The ten different types of interviews have been stated as follows: 8. Formal Interview 1. Structured Interview - The candidate will be aware about the dates and timings of the - the interview is planned, designed and detailed in advance. A interview well in advance and the interviewer plans and structured interview is pre-planned, precise, and reliable in prepares the questions. Also called as a planned interview. The hiring the candidates. interviewee is supposed to provide accurate answers to all the questions. 2. Unstructured Interview 9. Panel Interview - This is an unexpected one, where interview questionnaire is not prepared. The interviewers are not well prepared regarding the - It is being conducted by a group of people. In this type of questions that are to be asked and in obtaining accurate interview, three to five members of the selection committee will answers. Usefulness of the interview is less and there is a waste be asking questions to the candidates on various concepts. The of time and effort of both the interviewer and the interviewee. final decision of selection of the candidates will be taken by all the members of the panel collectively. 3. Group Interview 10. Exit Interview - All the candidates or a group of candidates are interviewed together. Group interviews are done to save time, when there - This is conducted for those employees, who want to leave the are large number of applications. A subject will be given to the organization. It is to ascertain the reasons behind leaving the job. candidates to get engaged in group discussions and the Their reasons for leaving could be: to transfer to another interviewer judges the innovativeness and behavior of each location, health problems, promotional opportunities in other candidate. organizations, availability of rewards and incentives in other organizations, family issues and so forth. 4. Depth Interview