Recruitment & Selection

Recruitment & “Recruitment is Selection the process of searching for

prospective employees and stimulating them to apply for jobs in the organizations”-Edwin B Flippo Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.

Factors Affecting Recruitment Internal Factors External Factors • • • • • • • •

Reputation of the company-Blue chip company Organisational culture and attitude of its management Geographical location Channels and methods used Emoluments/offers Cost of recruitment Company product/service Company size Role of trade union

* Socio-Economic Factors * Supply & Demand Factors * Political, legal, Govt * Employment information system

Recruitment Policy 1. 2. 3. 4. 5.

Complies with govt policies- High v/s Low pay Provide Employment security and avoid frequent lay-offs Career development Prevents cliques-from same family Social commitment of the organization-employing handicapped and underprivileged people 6. Should accommodate change 7. Stress in job 8. Cost of recruitment

Sources of Recruitment A. Internal Source: * Transfer * Promotion * Present permanent Employment * Present Temporary Employment * Retrenched/ Retired Employees * Dependent of Deceased * Job posting-HLL Introduced in 2002, AV Birla Group employee can apply for any post in Birla Group

B. External Source: * Advertisement-i- Flex ad in FM Radio * Campus * Placement Agencies *Employment Exchanges * Labour Contractors-Manual workers * Recommendations * Internal/Employee Referrals- Coca-cola India -’OK 4 KO’ * E-Recruitment * Recruitment at Factory gate- substitute/badli workers * Field Trips-In Hotel etc.-walk-in * Other Sources-NGO/Handicaped * Trade union * Interested/Unsolicited applications-Direct applications-CV Drop Box at TATA Indicom

Recruitment Techniques A. Traditional Promotion Transfer Present Employees Scouting- sending representation to provide information about company

Advertising

B. Modern Techniques Walk-In Consult-In Head-hunting/search ConsultantCompany request to professional consultants Body Shopping-Pooling of HR and supply on request or supply by enquiry Business Alliances-Merger acquisition

Alternative to Recruitment Overtime—For short term fluctuation in work Subcontract Temporary employee Employee leasing Outsourcing

Recruitment Practices in India The problem of the ‘Sons of the Soil’ National Commission on Labour Recommendation *Whose land is acquired-Provide Training local people to get job in new units Incidents---Nandikoor power project, Krojenctixin Mangalore Nandi village in Kolkatta

Evaluation of Recruitment Success of Recruitment can be judged based on • No of Application received • The no of successful placements • The cost involved • Time taken for filling up the position

Selection Selection is the process of choosing the best out of those recruited. Selection Decision Outcomes Accept

Successful

Unsuccessful

Reject

Selection is successive hurdle technique Current focus in Selection Norms *Hire people who fit in your culture eg Microsoft culture-value aggressiveness and risk taking JOHNSON & JOHNSON- strong family feeling and value trust

• Hirer’s finding men/women with right mindset • Predicting of persons future behaviour • Give realistic job information • Align personality with job

Elements in a Selection Process Organizational Objectives

Job Description & Job Design

Job Specifications

Competency Modelling

Recruitment Policy Selection

Steps in the Selection Process Bio-Data/Resumes/CV Review Analyze the Application Blank Conducting Tests & Evaluating Performance Preliminary Interview-CTC Core & Departmental Interviews Reference Checks Rejection by the

Job Offers Medical Examination

candidate

Placement

Offer to the next suitable candidat es

Ethical issues in Application Design Principle of “Equal Employment opportunity” Questions that should not be asked: • No relevance in the context of the job • Privacy of the applicant • Question that might lead to discrimination on any ground • which affect employment of women, minorities, disabled

According to Meyer and Bertottle candidates are judged on the basis of • Physical Characteristics- Height Weight Senses Visual Hearing Abilities and skills------------------ Dexterity-skill at doing something, especially using your hands Mathematical Ability Verbal Ability Intelligence Interest-------------------------------- Mechanical Aptitudes Scientific Interest Economic Interest Cultural Interest Personality Traits--------------------Sociability Cooperativeness Tolerance Emotional Stability

Reservation in job-Need of the hour or not

Selection Test ,

Selection Interviews 1.

Preliminary Interview: i) Informal Interview ii) Unstructured /Non-Directed Interview 2. Selection Interview: i) Background information Interview a) Appearance and Mannerism b) Family background c) Education d) Work History e) Personality and social adjustment f) Health ii) Formal/Patterned/Structured Interview iii) Stress Interview iv) Panel/Board Interview v) Situational/Group Interview vi) In-depth Interview 3. Decision Interview:

Interview Process A) Preparation for the interview * Physical settings * Appropriate type of interview * The areas to be tested * Number of interviews/Panel members B) Conduct the Interview * Open the interview * Get complete and accurate information * Record observations and impressions * Guide the interviewee * Check the success of the interview C) Close the interview D) Evaluate interview results

DOs and DON’Ts of Interviewing

Tips for the Interviewees • Preparation of a Resume • Preparation for the Interview itself • During the Interview

Errors in Interviewing • • • •

The Hallo Effect Leniency Projection Stereotyping

Mrs. Rama devi worked for 20 years in the Horlicks Biscuits Ltd. She joined very recently the Nutrine Biscuits Ltd., as the production Manager. She was supposed to attend a routine departmental heads meeting last Friday at 4.30 p.m. which was presided by the MD of the company. She did not attend the meeting as there was no formal or informal communication to her. The MD dint like her absence as there were many important items to be discussed regarding production department. Mrs. Rama Devi was called by the MD on the next day and asked explanation for not attending the meeting. Mrs. Rama Devi replied that there was no information. The secretary said that it was a routine meeting and as such information was not sent to any departmental heads. But all the other heads, except Mrs. Rama Devi, attended the meeting. Then, the MD spent a lot of time to find out the man, who is responsible for the incident. But he could not succeed. Questions: 3) Who is responsible for the occurrence of such a mistake? 4) Find out the reason for the incident. How do you propose to solve such problems in future?

Placement

Process of assigning a specific job to each one of the selected candidates.

INDUCTION PROGRAMME It’s the process of introducing the new employees to the organization and its policies, procedures and rules.

Objectives: 2. To overcome natural shyness and nervousness/Removes Fears 3. Develop sense of belongingness/Feel at home 4. Avoid negative attitude 5. To learn culture 6. Provide necessary/valuable information

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 manual Details about pay, benefits, holidays leave etc. Explain about training programme Clarify doubts Hand him/her to the superior/immediate boss

1.

Induction programme : Topics

Organisational issues: * History of the company *Organizational Structure * Suggestion schemes * Career growth * Names and Designation of key executives * Employees title and department * Lay out/Physical facilities * Probationary period * Products/Services offered * Overview of production process * Company policies and rules * Disciplinary procedure and actions * Service rules * Safety steps

2. Employee benefits: * Pay scale * Vacations * Rest * Training * Medical, retirement benefits 3. Introductions: * To supervisors * To Trainers * To Employee counsellors * To co-workers etc. 4. Job duties: * Job location * Job tasks * Relationship with other jobs

Socialization It’s a process through which a new recruit begins to understand and accept the values, norms and beliefs held by others in the organization.

INTERNAL MOBILITY Internal Mobility: Promotion Transfer Demotion/Separation External Mobility: Better prospects Retirement Termination

Transfer Purpose of Transfer: * To meet the organizational requirement • • • • • •

To satisfy the employee needs To utilize employee better To make the employee more versatile To provide relief-specially for hazardous job To reduce conflict To punish

Types of Transfer: * production • Replacement • Rotation • Remedial-Wrong Placement • Penal

Promotion

Merit v/s Seniority

DEMOTION UNABLE TO MEET THE CHALLENGES POSED BY A NEW JOB

DUE TO ADVERSE BUSINESS CONDITIONS AS DISCIPLINARY TOOLS

EMPLOYEE SEPARATION 1. Resignation 2. Retirement-Compulsory, VRS 3. Lay-off------Temporary Removal due to reasons beyond the control of an employer, shortage of power coal etc. 4. Retrenchment: Permanent termination due to economic reasons 5. Outplacement 6. Suspension 7. Discharge/Dismissal