Recruitment & Selection (2)
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Recruitment and Selection of Human Resources - Prof. Hema Kapoor
Overview
What is Recruitment
Recruitment Process
Factors affecting Recruitment
Sources of Recruitment
Selection Process
Recruitment – What does it mean? Organizations need qualified employees to succeed Attracting suitable candidates
“the process of seeking & attracting a pool of people from which qualified candidates for job vacancies can be chosen.” (Byers & Rue)
Recruitment is a 2-way process
Recruitment
Recruitment
Selection filter
Recruitment Process
Factors Affecting Recruitment ?
Company reputation
Time constraint
ORGANIZATIONAL
Relations with labor unions
FACTORS
Cost involved
Organization culture
Factors Affecting Recruitment Condition of labor market
Regulations ENVIRONMENTAL FACTORS
Social attitudes about particular jobs
Competition from other companies
Economic trends
Sources of Recruitment Sources of Recruitment
Internal search
Sources
External sources
should match the position to be
filled The Internet is providing many new opportunities to recruit and causing companies to revisit past recruiting practices
Sources of Recruitment Internal recruiting is the search for inhouse employees who have the abilities and the attitudes to fulfill the requirements needed and to help the organization achieve its objectives HRIS forms the basis of internal search
Internal Sources: • • • •
Present , Permanent employees Present Temp/ Casual Employee referrals Dependents of diseased , disabled , retired and present employees
Advantages & Disadvantages of Internal Recruitment Recruiting Source
Internal
Advantages
Morale of promotee
Better assessment of the abilities
Disadvantages Possible morale problems of those not promoted
“Political” infighting for the promotions
Lower cost for some jobs
Talent pool within the organization might stagnate, so the need to bring in fresh flow of ideas & opinions
Motivator for the good performance
Causes a succession of the promotions
Need to hire only at the entry level
Sources of Recruitment
External recruiting is done when the company lacks the internal supply of the employees for promotions or when it is staffing entry level positions, managers must consider the external supply of the manpower
Sources of Recruitment Educational & training institutes
Public employment exchanges
External ExternalSources Sources
Advertisements
Pvt. Employment agencies/ Consultancies
Advantages & Disadvantages of External Recruitment Recruiting Source External
Advantages
New “Blood” brings new perspectives
Cheaper and faster than training professionals
Disadvantages
May not select someone who will “fit” the job or the organization
May cause the morale problems for the internal candidates not selected
Less groups of the political supporters in the organization already
Longer “ adjustment” or orientation time
May bring new industry insights
Selection
Involves choosing the person best suited for a given job from a pool of candidates, resulting from the recruitment process
Attempt to get a “fit” between what the applicant can and wants to do, and what the organization needs (knowledge, skills, and abilities) Fitting the person to the right job is called ‘Placement.’
Person-Organization Fit
The Selection Process The selection process typically consists of eight steps: 1. initial screening interview 2. completion of the application form 3. employment tests 4. comprehensive interview 5. background investigation 6. conditional job offer 7. medical/physical exam 8. permanent job offer
The Selection Process Initial
Screening
Involves screening of inquiries and screening interviews Job description information is shared along with a salary range OR • Initial Screening with resume/application
The Selection Process Employment Tests
Estimates say 60% of all organizations use some type of employment tests
Performance simulation tests: requires the applicant to engage in specific job behaviors necessary for doing the job successfully Work sampling: Job analysis is used to develop a miniature replica of the job on which an applicant demonstrates his/her skills Assessment centers: A series of tests and exercises, including individual and group simulation tests, is used to assess managerial potential or other complex sets of skills
The Selection Process Comprehensive Interviews: Interviews involve a face-to-face meeting with the candidate to probe areas not addressed by the application form or tests They are a universal selection tool
The Selection Process Comprehensive Interviews: Interview Effectiveness
Interviews are the most widely used selection tool Often are expensive, inefficient, and not job-related Possible biases with decisions based on interviews include prior knowledge about the applicant, stereotypes, interviewee order
The Selection Process Comprehensive Interviews: Interview Effectiveness
Impression management, or the applicant’s desire to project the “right” image, may skew the interview results Interviewers have short and inaccurate memories: note-taking and videotaping may help
The Selection Process Background Investigation: Verify information from the application form Typical information verified includes:
former employers previous job performance education legal status to work criminal records
The Selection Process Job Offers Actual hiring decision generally made by the department manager Candidates not hired deserve the courtesy of prompt notification
Difference between Recruitment & Selection 1.
Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.
2. The basic purpose of recruitment 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 WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organization.
Difference between Recruitment & Selection 3. Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates. 4. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests. 5. There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee
Remember . . .
. . . An organization is known by the quality of its people.
Overview
What is Recruitment
Recruitment Process
Factors affecting Recruitment
Sources of Recruitment
Selection Process
Recruitment – What does it mean? Organizations need qualified employees to succeed Attracting suitable candidates
“the process of seeking & attracting a pool of people from which qualified candidates for job vacancies can be chosen.” (Byers & Rue)
Recruitment is a 2-way process
Recruitment
Recruitment
Selection filter
Recruitment Process
Factors Affecting Recruitment ?
Company reputation
Time constraint
ORGANIZATIONAL
Relations with labor unions
FACTORS
Cost involved
Organization culture
Factors Affecting Recruitment Condition of labor market
Regulations ENVIRONMENTAL FACTORS
Social attitudes about particular jobs
Competition from other companies
Economic trends
Sources of Recruitment Sources of Recruitment
Internal search
Sources
External sources
should match the position to be
filled The Internet is providing many new opportunities to recruit and causing companies to revisit past recruiting practices
Sources of Recruitment Internal recruiting is the search for inhouse employees who have the abilities and the attitudes to fulfill the requirements needed and to help the organization achieve its objectives HRIS forms the basis of internal search
Internal Sources: • • • •
Present , Permanent employees Present Temp/ Casual Employee referrals Dependents of diseased , disabled , retired and present employees
Advantages & Disadvantages of Internal Recruitment Recruiting Source
Internal
Advantages
Morale of promotee
Better assessment of the abilities
Disadvantages Possible morale problems of those not promoted
“Political” infighting for the promotions
Lower cost for some jobs
Talent pool within the organization might stagnate, so the need to bring in fresh flow of ideas & opinions
Motivator for the good performance
Causes a succession of the promotions
Need to hire only at the entry level
Sources of Recruitment
External recruiting is done when the company lacks the internal supply of the employees for promotions or when it is staffing entry level positions, managers must consider the external supply of the manpower
Sources of Recruitment Educational & training institutes
Public employment exchanges
External ExternalSources Sources
Advertisements
Pvt. Employment agencies/ Consultancies
Advantages & Disadvantages of External Recruitment Recruiting Source External
Advantages
New “Blood” brings new perspectives
Cheaper and faster than training professionals
Disadvantages
May not select someone who will “fit” the job or the organization
May cause the morale problems for the internal candidates not selected
Less groups of the political supporters in the organization already
Longer “ adjustment” or orientation time
May bring new industry insights
Selection
Involves choosing the person best suited for a given job from a pool of candidates, resulting from the recruitment process
Attempt to get a “fit” between what the applicant can and wants to do, and what the organization needs (knowledge, skills, and abilities) Fitting the person to the right job is called ‘Placement.’
Person-Organization Fit
The Selection Process The selection process typically consists of eight steps: 1. initial screening interview 2. completion of the application form 3. employment tests 4. comprehensive interview 5. background investigation 6. conditional job offer 7. medical/physical exam 8. permanent job offer
The Selection Process Initial
Screening
Involves screening of inquiries and screening interviews Job description information is shared along with a salary range OR • Initial Screening with resume/application
The Selection Process Employment Tests
Estimates say 60% of all organizations use some type of employment tests
Performance simulation tests: requires the applicant to engage in specific job behaviors necessary for doing the job successfully Work sampling: Job analysis is used to develop a miniature replica of the job on which an applicant demonstrates his/her skills Assessment centers: A series of tests and exercises, including individual and group simulation tests, is used to assess managerial potential or other complex sets of skills
The Selection Process Comprehensive Interviews: Interviews involve a face-to-face meeting with the candidate to probe areas not addressed by the application form or tests They are a universal selection tool
The Selection Process Comprehensive Interviews: Interview Effectiveness
Interviews are the most widely used selection tool Often are expensive, inefficient, and not job-related Possible biases with decisions based on interviews include prior knowledge about the applicant, stereotypes, interviewee order
The Selection Process Comprehensive Interviews: Interview Effectiveness
Impression management, or the applicant’s desire to project the “right” image, may skew the interview results Interviewers have short and inaccurate memories: note-taking and videotaping may help
The Selection Process Background Investigation: Verify information from the application form Typical information verified includes:
former employers previous job performance education legal status to work criminal records
The Selection Process Job Offers Actual hiring decision generally made by the department manager Candidates not hired deserve the courtesy of prompt notification
Difference between Recruitment & Selection 1.
Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.
2. The basic purpose of recruitment 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 WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organization.
Difference between Recruitment & Selection 3. Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates. 4. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests. 5. There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee
Remember . . .
. . . An organization is known by the quality of its people.
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