hrm recrutment

7/29/2019 HRM RECRUTMENT

http://slidepdf.com/reader/full/hrm-recrutment 1/34

RecruitmentProf. Rupesh Pais



Learning Objectives

• Concept of Recruitment

• Factors Affecting Recruitment

• Recruitment Policy

• Sources of Recruitment

• Need for Flexible and Proactive Recruitment

Policy • Evaluation of a Recruitment Program



Recruitment

• Recruitment is the process of searching forprospective employees and stimulating them toapply for jobs in the organizations.

• Selection starts

where recruitment ends



Human resource planning

Identify HR requirements

surplus

Retrench/layoffs

demand

Determine numbers, levels &

Criticality of vacancies

Choose the resources &Methods of Recruitment

Analyze the cost & time

involved

Organizational

Recruitment policy

Job analysis

Start implementing the

Recruitment program

Select and hire

Evaluate the Program

Process of recruitment



Constraints & Challenges

• Poor Image

• Unattractive job

• Conservative internal policies

• Limited budgetary support

• Restrictive policies of Government



Factors affecting Recruitment

• Organizational / internal factors

• Environmental / external factors

▫ Political

▫ Economical

▫ Social▫ Technological



Sources of Recruitment

• Internal Sources

Internal Search

HRISIntranet

portalsNotice

boards Circulars




• Internal Sources

Merits Demerits

Economical Limited Choice

Suitable Inbreeding

Reliable Inefficiency

Satisfying Bone of contention




• External Sources

External Search

Advertise-ments

Employeereferrals

Educational

institutions

Interested

applicationsEmployment

agencies




• External Sources

Merits Demerits

Wide choice Expensive

Injection of fresh blood Time consuming

Motivational force Demotivating

Long term benefits Uncertainty



Methods of Recruitment - Internal

• Promotions and Transfers

• Job Posting

▫ Career Shift

• Employee referrals

▫ Employee referral programs

▫ Posters▫ Emails

▫ Kick off parties



Methods of Recruitment - Direct

• Campus Recruitment

▫ Guidelines for Campus

Short list campuses

Choose recruitment team carefully

Pay smartly, not highly

Present a clear image

Do not oversell yourself

Get in early



Methods of Recruitment - Indirect

• Advertisements

▫ Newspaper

▫ Magazines



Methods of Recruitment–

Third Party

• Private employment search firms

• Employment Exchanges

• Gate hiring /Contractors

• Unsolicited Applicants / Walk ins

• Internet recruiting

▫ Naukri.com, monster.com



A good recruitment policy

• Complies with government policies

• Provides job security

• Provides employee development opportunities

• Flexible to accommodate changes

• Ensures its employees long-term employment

opportunities• Cost effective for the organization



Evaluation of Recruitment Program• The recruitment policies, sources & methods

have to be evaluated from time to time

• Successful recruitment program shows▫ Yield Ratio

No. of successful placements No. of offers made

No. of applicants▫ Cost involved▫ Time Lapse Data (TLD)

Time taken for filling up the position



It is easier to go down a hill

than up, but the viewIs best from the top.

Arnold Bennet



Thank You

Questions ???



SelectionProf. Rupesh Pais



How crucial is selection process?



Its better not to select

then selecting a bad candidate



Selection

Selecting

the right candidate

Rejecting

the wrong candidate

Selecting

the wrong candidate

Rejecting

the correct candidate

POSITIVE OUTCOME

NEGATIVE OUTCOME

SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION



THE SELECTION PROCESSResumes/CVs Review

Analyze the Application Blank

Conducting Tests and

Evaluating performance

Preliminary Interview

Reference checks

Job Offer

Initial Screening Interview

Medical Examination

Placement

Core and Departmental

Interviews

ACCEPT

REJECTIONOffer to the

next suitable

candidate



EVALUATION OF APPLICATION FORMS

▫ Clinical method:

In this method, all the information furnished by

the applicant in the application form is analyzedand inferences are made about applicant'spersonality.

▫ Weighted method: In this method, certain points or weights are

assigned to each item in the application form.



SELECTION TESTS

Intelligence tests

Achievement tests

Interest tests

Aptitude tests

Situational tests

Polygraph tests

Personality tests

Graphology



Selection Testing• Intelligence Test

▫ It measures learning ability

• Aptitude Test▫ It measures ability to learn skills

• Personality Test▫ Measures basic aspects of individuals like,

motivation, emotional balance, self-confidenceetc.

• Achievement Test▫ It measures the proficiency



Selection Testing

• Simulation Test

• Graphology Test

▫ Studying handwriting of candidate to know theperson’s personality

• Polygraph Test

▫ Lie detector• Integrity test



Selection Testing

• Assessment Center

▫ The in-basket

▫ The leaderless group discussion

▫ Business games

▫ Individual presentations

▫ Structured interviews



Selection Method Standard• Reliability

▫ Reliability can be measured by using: The repeat or test-retest approach Inner-rater Intra-rater

• Validity ▫ Criterion validity

Predicts the important criteria▫ Content validity

Predicts actual work situation▫ Construct validity

Predicts essential traits



Types InterviewsInterviews

Preliminary

Interview

Selection

Interview

Decision-making

Interview

Formal &

Structured

Interview

Unstructured

Interview

Stress

Interview

Situational

Interview

Panel

InterviewIn-depth

Interview



The Interview ProcessPreparation

Setting

Conduct of Interview

Closing an Interview

Evaluation



Interviewing Mistakes

• Snap judgment

• Cultural noise



Great interviews requires

smart skills



Questions?

Thank You

hrm recrutment

Documents