Recruitment Prof. Rupesh Pais
7/29/2019 HRM RECRUTMENT
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RecruitmentProf. Rupesh Pais
7/29/2019 HRM RECRUTMENT
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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
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Recruitment
• Recruitment is the process of searching forprospective employees and stimulating them toapply for jobs in the organizations.
• Selection starts
where recruitment ends
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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
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Constraints & Challenges
• Poor Image
• Unattractive job
• Conservative internal policies
• Limited budgetary support
• Restrictive policies of Government
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Factors affecting Recruitment
• Organizational / internal factors
• Environmental / external factors
▫ Political
▫ Economical
▫ Social▫ Technological
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Sources of Recruitment
• Internal Sources
Internal Search
HRISIntranet
portalsNotice
boards Circulars
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Sources of Recruitment
• Internal Sources
Merits Demerits
Economical Limited Choice
Suitable Inbreeding
Reliable Inefficiency
Satisfying Bone of contention
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Sources of Recruitment
• External Sources
External Search
Advertise-ments
Employeereferrals
Educational
institutions
Interested
applicationsEmployment
agencies
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Sources of Recruitment
• External Sources
Merits Demerits
Wide choice Expensive
Injection of fresh blood Time consuming
Motivational force Demotivating
Long term benefits Uncertainty
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Methods of Recruitment - Internal
• Promotions and Transfers
• Job Posting
▫ Career Shift
• Employee referrals
▫ Employee referral programs
▫ Posters▫ Emails
▫ Kick off parties
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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
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Methods of Recruitment - Indirect
• Advertisements
▫ Newspaper
▫ Magazines
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Methods of Recruitment–
Third Party
• Private employment search firms
• Employment Exchanges
• Gate hiring /Contractors
• Unsolicited Applicants / Walk ins
• Internet recruiting
▫ Naukri.com, monster.com
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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
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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
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It is easier to go down a hill
than up, but the viewIs best from the top.
Arnold Bennet
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Thank You
Questions ???
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SelectionProf. Rupesh Pais
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How crucial is selection process?
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Its better not to select
then selecting a bad candidate
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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
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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
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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.
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SELECTION TESTS
Intelligence tests
Achievement tests
Interest tests
Aptitude tests
Situational tests
Polygraph tests
Personality tests
Graphology
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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
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Selection Testing
• Simulation Test
• Graphology Test
▫ Studying handwriting of candidate to know theperson’s personality
• Polygraph Test
▫ Lie detector• Integrity test
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Selection Testing
• Assessment Center
▫ The in-basket
▫ The leaderless group discussion
▫ Business games
▫ Individual presentations
▫ Structured interviews
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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
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Types InterviewsInterviews
Preliminary
Interview
Selection
Interview
Decision-making
Interview
Formal &
Structured
Interview
Unstructured
Interview
Stress
Interview
Situational
Interview
Panel
InterviewIn-depth
Interview
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The Interview ProcessPreparation
Setting
Conduct of Interview
Closing an Interview
Evaluation
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Interviewing Mistakes
• Snap judgment
• Cultural noise
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Great interviews requires
smart skills
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Questions?
Thank You