Recruitment
By Nisha Hariyani
MAIN POINTS COVERAGE • • • • •
Concept of Recruitment Factors Affecting Recruitment Recruitment Policy Sources of Recruitment Need for Flexible and Proactive Recruitment Policy • Evaluation of a Recruitment Program
Recruitment • Tata owned Jaguar-Land Rover (JLR) has announced a major drive to recruit 600 engineers and technical staff to work on its 700-million-pounds projects • Besides, there are a "significant number" of vacancies in its purchasing, finance and human resources departments. It is also launching a programme aimed at recruiting
Recruitment • Problem of booming B Schools • Headhunters scouting around for MBAs • 2000 witnessed an alarming rise in number of institutes, offering management education both at the undergraduate & PG • All these needs atleast 200 MBAs for teaching faculty • Most of MBAs join industries • Management are worried • Where to find qualified & eligible MBAs…?
Recruitment Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations. Selection starts where recruitment ends
FACTORS AFFECTING RECRUITMENT • Organizational / internal factors • Environmental / external factors
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
SOURCES OF RECRUITMENT HRIS
Notice boards
Circulars
Internal Search
Job portals
SOURCES OF RECRUITMENT Advertisements
Employee referrals Educational institutions
Employment agencies
Interested applications
External Search
Process of recruitment
Human resource planning surplus
Identify HR requirements Organizational Recruitment policy
Retrench/layoffs demand Determine numbers, levels & Criticality of vacancies
Choose the resources & Methods of Recruitment Job analysis
Analyze the cost & time involved
Start implementing the Recruitment program Select and hire Evaluate the Program
EVALUATION OF A RECRUTIMENT PROGRAM • The recruitment policies, sources & methods have to be evaluated from time to time • Successful recruitment program shows – No. of successful placements – No. of offers made – No. of applicants – Cost involved – Time taken for filling up the position
It is easier to go down a hill than up, but the view Is best from the top. Arnold Bennet
Thank You Questions ???
SELECTION
By Nisha Hariyani
How crucial is selection process?
Its better not to select then selecting a bad candidate
SELECTION Selecting the right candidate
POSITIVE OUTCOME
Rejecting the wrong candidate
Selecting the wrong candidate
NEGATIVE OUTCOME
Rejecting the correct candidate
SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION
THE SELECTION PROCESS Resumes/CVs Review
Initial Screening Interview
Analyze the Application Blank Conducting Tests and Evaluating performance Core and Departmental Interviews
Preliminary Interview
Reference checks Offer to the next suitable candidate
REJECTION
Job Offer ACCEPT
Medical Examination
Placement
SELECTION METHOD STANDARDS • Reliability – Reliability can be measured by using: • The repeat or test-retest approach • The alternate-form or parallel-form method • The split-halves procedure
• Validity – Criterion validity – Content validity – Construct validity
• Generalizability – Generalizability of a selection method is defined as the degree to which its validity, established in one context, can be extended to other “primary contexts”.
Utility Legality
APPLICATION FORMS
Personal information Educational qualifications Work experience Salary Personality items Reference checks
EVALUATION OF APPLICATION FORMS – Clinical method: • In this method, all the information furnished by the applicant in the application form is analyzed and inferences are made about applicant's personality.
– Weighted method: • In this method, certain points or weights are assigned to each item in the application form.
ETHICAL ISSUES IN APPLICATION FORM DESIGN
SELECTION TESTS Intelligence tests
Interest tests
Aptitude tests
Personality tests
Achievement tests
Polygraph tests
Situational tests
Graphology
INTERVIEWS Interviews
Preliminary Interview
Formal & Structured Interview
Unstructured Interview
Selection Interview
Stress Interview
Decision-making Interview
Group Interview Method
Panel Interview
In-depth Interview
Great interviews requires smart skills
THE INTERVIEW PROCESS
Preparation Setting
Conduct of Interview Closing an Interview Evaluation Reference Checks Medical Examination
PLACEMENT The determination of the job to which an accepted candidate is to be assigned and his assignments to the job.
Questions?
Thank You