recruitment, selection & induction__07!02!2012

RECRUITMENT , SELECTION & INDUCTION

Definition and Meaning of Recruitment

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

Meaning:

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

• A process of finding and attracting capable applicants for employment

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

It is the process to discover sources of manpower to meet the requirement of staffing and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.

Recruitment needs are of three types

PLANNEDthe needs arising from changes in organization and retirement policy.ANTICIPATEDAnticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.UNEXPECTEDResignation, deaths, accidents, illness give rise to unexpected needs.

IMPORTANCE OF RECRUITMENT

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

• Create a talent pool of candidates to enable the selection of best candidates for the organisation.

• Recruitment is the process which links the employers with the employees.

• Increase the pool of job candidates at minimum cost.

• Help increase the success rate of selection process.

Recruitment ProcessRecruitment Process

1. Identify vacancy2. Prepare job description

and person specification

3. Advertising the vacancy

4. Managing the response

5. Short-listing

6. Arrange interviews

7. Conducting interview and decision making

SOURCES OF RECRUITMENT

•Walk-ins•Employee referrals•Advertising•Educational associations•Professional agencies•E-recruitment (general recruitment

agents/ companies’ own sites)•Word-of-mouth

External SourcesExternal Sources

FACTORS AFFECTING RECRUITMENT

Trends are being seen Trends are being seen in recruitmentin recruitment

• Outsourcing

• Poaching

• E-Recruitment

“E-Recruitment The buzzword and the latest trends in recruitment is the

“E-Recruitment”. Also known as “Online recruitment”, it is the use of technology or the web based tools to assist the recruitment process. The tool can be either a job website like naukri.com, the organisation’s corporate web site or its own intranet.

The internet penetration in India is increasing and has tremendous potential. According to a study by NASSCOM – “Jobs is among the top reasons why new users will come on to the internet, besides e-mail.” There are more than 18 million resume’s floating online across the world.

The two kinds of e- recruitment that an organisation can use is –

Job portals –posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organisation. Creating a complete online recruitment/application section in the companies own website. - Companies have added an application system to its website, where the ‘passive’ job seekers can submit their resumes into the database of the organisation for consideration in future, as and when the roles become available.

SelectionAccording 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. ”

In simple words……

It is the functions performed by the management of selecting the right employees .After identifying the sources of human resources, searching for prospective employees and stimulating them to apply for jobs in an organization .

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

Selection Process FlowchartSelection Process FlowchartJob analysis

Recruitment

Application form

Written examination

Group Discussion

interview

Medical examination

Reference checks

Line managers decision

Differentiation between recruitment and Differentiation between recruitment and

selectionselection RecruitmentRecruitment1. It the process of searching

the candidates for employment and stimulating them to apply for jobs in the organization.

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

SelectionSelection 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 organization.

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

4 Recruitment is concerned

with tapping the sources of human resources.

5 There is no contract of recruitment established in recruitment

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

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

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

Importance of Recruitment and Selection

• Helps to get a proper candidate.

• Help to increase success rate or individual & organization.

• Help to reduce the probability of turnover

• Helps to get organizations legal and social obligations.

• Helps to increase organization and individual effectiveness.

Orientation is the process of acquainting new employees with the organization. Orientation topics range from such basic items as the location of the company cafeteria to such concerns as various career paths within the firm. Hence we can say that induction or orientation is the process through which a new employee is introduced to the job and the organization. In the words of Armstrong, induction is "the process of receiving and welcoming an employee when he first joins a company and giving him the basic information he needs to settle down quickly and start work.

Definition: Orientation is a systematic and planned introduction of employees to their jobs, their co-workers and the organization.

It is also called as Induction.

Orientation is designed to provide a new employee with the information he/she needs to function comfortably and effectively in the organization.

Should be a process, not an event.

To reduce start up costs (associated with job learning)

To reduce anxiety

To reduce employee turnover

To save time for supervisor & colleagues

To Develop Realistic Job Expectations and Job Satisfaction 

The idea is to make the new employees feel ‘at home’ in the new environment

Expedite proficiency

Enhance adjustment to work group and norms

Encourage positive attitude

The terms and conditions of employment

It helps a new employ to know the job, its content, policies, rules and regulations.

The people with whom he is supposed to interact. .

Steps In Induction Programme Welcome to the organization

Explain about the company. Show the location, department where the new recruit

will work. . Give the company's manual to the new recruit. Provide details about various work groups . Give details about pay, benefits, holidays, leave, etc.

Emphasize the importance of attendance or punctuality.

Explain about future training opportunities and career prospects.

Clarify doubts, by encouraging the employee to come out with questions.

The areas covered in employee induction programme may be stated as follows -

CONTENT of induction

About the Organisational

o History of company

o Names and titles of key executives.

o Employees' title and department.

o Layout of physical facilities

o Probationary period

o Products/services offered

o Overview of production process

o Company policy and rules

o Disciplinary procedures

o Safety steps

o Employees' handbook

Employee benefits

o Pay scales, pay days

o Vacations, holidays

o Rest pauses

o Training Avenues

o Counselling

o Insurance, medical, recreation, retirement benefit

Job duties

Job location

o Job tasks

o Job safety needs

o Overview of jobs

o Job objectives

o Relationship with other jobs

1 employee handbook and orientation program.

2.Communicate pride in the company by giving each new employee an item with the company logo on it.

3.Encourage communication, and a sense of importance, by inviting new employees to have coffee or lunch with the company owner or a senior manager.

4. Encourage new employees to sample the product and or service that the company sells (i.e. Some restaurants offer new employees a complimentary meal).

5. Reduce the stress of starting a new job by pairing new employees with a buddy (a more senior or experienced team member) that can help coach them through the first few weeks on the job.

Here are some ideas to consider, when devising the orientation program:

1.The MIND thinks in IMAGES… not WORDS!

2.Repetition is Key… Repetition is Key… Repetition is Key.

3.Employee is most excited on the first day of work. You need to keep that excitement alive for as long as possible!

Games can provide for an informal and fun orientation.. For example:                    Photo match after the tour

Too much paperworkhigh Cost to companyOnly expenditure no income Information overloadToo much “selling” of the organizationToo much one-way communicationDifficult for the employee to relate