RECRUITMENT , SELECTION & INDUCTION

RECRUITMENT ,

SELECTION &

INDUCTION

Definition and Meaning of Recruitment

According to Edwin B. Flippo,“ Recruitment

is the process of searching the candidates

for employment and stimulating them to

apply for jobs in the organization ”

Meaning:

• Recruitment is the activity that links the

employers and the job seekers.

• A process of finding and attracting capable

applicants for employment

A process of finding and attracting capable

applicants for employment. The process begins

when new recruits are sought and ends when

their applications are submitted. The result is a

pool of applications from which new employees

are selected.

It is the process to discover sources of

manpower to meet the requirement of staffing

and to employ effective measures for attracting

that manpower in adequate numbers to

facilitate effective selection of an efficient

working force.

Recruitment needs are of three types

PLANNED

the needs arising from changes in organization and retirement

policy.

ANTICIPATED

Anticipated needs are those movements in personnel, which an

organization can predict by studying trends in internal and

external environment.

UNEXPECTED

Resignation, deaths, accidents, illness give rise to unexpected

needs.

IMPORTANCE OF RECRUITMENT

• Attract and encourage more and more candidates

to apply in the organisation.

• Create a talent pool of candidates to enable the

selection of best candidates for the organisation.

• Recruitment is the process which links the

employers with the employees.

• Increase the pool of job candidates at minimum

cost.

• Help increase the success rate of selection

process.

Recruitment ProcessRecruitment Process

1. Identify vacancy2. Prepare job description

and person specification

3. Advertising the vacancy

4. Managing the response

5. Short-listing

6. Arrange interviews

7. Conducting interview

and decision making

SOURCES OF RECRUITMENT

•Walk-ins

•Employee referrals

•Advertising

•Educational associations

•Professional agencies

•E-recruitment (general recruitment agents/ companies’ own sites)

•Word-of-mouth

External SourcesExternal Sources

FACTORS AFFECTING

RECRUITMENT

Trends are being seen Trends are being seen in recruitmentin recruitment

• Outsourcing

• Poaching

• E-Recruitment

“E-Recruitment The buzzword and the latest trends in recruitment is the

“E-Recruitment”. Also known as “Online recruitment”, it is

the use of technology or the web based tools to assist the

recruitment process. The tool can be either a job website

like naukri.com, the organisation’s corporate web site or

its own intranet.

The internet penetration in India is increasing and has

tremendous potential. According to a study by NASSCOM –

“Jobs is among the top reasons why new users will come

on to the internet, besides e-mail.” There are more than

18 million resume’s floating online across the world.

The two kinds of e- recruitment that an

organisation can use is –

Job portals –posting the position with the job description

and the job specification on the job portal and also

searching for the suitable resumes posted on the site

corresponding to the opening in the organisation.

Creating a complete online recruitment/application section

in the companies own website. - Companies have added an

application system to its website, where the ‘passive’ job

seekers can submit their resumes into the database of the

organisation for consideration in future, as and when the

roles become available.

SelectionAccording to Thomas stone “Selection is the process of

differentiating between applicants in order to indentify

and hire those with a greater likelihood of success on the

jobs. ”

In simple words……

It is the functions performed by the management of

selecting the right employees .After identifying the

sources of human resources, searching for prospective

employees and stimulating them to apply for jobs in an

organization .

The objective of the selection decision is to choose the

individual who can most successfully perform the job

from the pool of qualified candidates.

Selection Process FlowchartSelection Process FlowchartJob analysis

Recruitment

Application form

Written examination

Group Discussion

interview

Medical examination

Reference checks

Line managers decision

Differentiation between recruitment and Differentiation between recruitment and

selectionselection RecruitmentRecruitment

1. It the process of searching

the candidates for

employment and stimulating

them to apply for jobs in the

organization.

2. The basic purpose of

recruitments 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.

SelectionSelection

It Involves the series of

steps by which the candidates

are screened for choosing the

most suitable persons for

vacant posts.

The basic purpose of selection

process is to choose the right

candidate to fill the various

positions in the organization.

3. Recruitment is a

positive process i.e.

encouraging more and

more employees to

apply .

4 Recruitment is

concerned

with tapping the

sources of human

resources.

5 There is no contract of

recruitment established

in recruitment

3.Selection is a negative

process as it involves

rejection of the unsuitable

candidates.

4 Selection is concerned

with selecting the most

suitable candidate through

various interviews and

tests.

5 Selection results in a

contract of service

between the employer and

the selected employee.

Importance of Recruitment

and Selection• Helps to get a proper candidate.

• Help to increase success rate or individual

& organization.

• Help to reduce the probability of turnover

• Helps to get organizations legal and social

obligations.

• Helps to increase organization and

individual effectiveness.

Orientation is the process of acquainting new

employees with the organization. Orientation topics

range from such basic items as the location of the

company cafeteria to such concerns as various

career paths within the firm.

Hence we can say that induction or orientation is

the process through which a new employee is

introduced to the job and the organization.

In the words of Armstrong, induction is "the process

of receiving and welcoming an employee when he

first joins a company and giving him the basic

information he needs to settle down quickly and

start work.

Definition: Orientation is a systematic and planned introduction of employees to their jobs, their co-workers and the organization.

It is also called as Induction.

Orientation is designed to provide a new employee with the information he/she needs to function comfortably and effectively in the organization.

Should be a process, not an event.

To reduce start up costs (associated with job learning)

To reduce anxiety

To reduce employee turnover

To save time for supervisor & colleagues

To Develop Realistic Job Expectations and Job Satisfaction 

The idea is to make the new employees feel ‘at home’ in the new environment

Expedite proficiency

Enhance adjustment to work group and norms

Encourage positive attitude

The terms and conditions of employment

It helps a new employ to know the job, its content, policies, rules and regulations.

The people with whom he is supposed to interact. .

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's manual to the new recruit.

Provide details about various work groups .

Give details about pay, benefits, holidays, leave, etc.

Emphasize the importance of attendance or

punctuality.

Explain about future training opportunities and career

prospects.

Clarify doubts, by encouraging the employee to come

out with questions.

The areas covered in employee induction programme may be stated as follows -

CONTENT of induction

About the Organisational

o History of company

o Names and titles of key executives.

o Employees' title and department.

o Layout of physical facilities

o Probationary period

o Products/services offered

o Overview of production process

o Company policy and rules

o Disciplinary procedures

o Safety steps

o Employees' handbook

Employee benefits

o Pay scales, pay days

o Vacations, holidays

o Rest pauses

o Training Avenues

o Counselling

o Insurance, medical, recreation, retirement benefit

Job duties

Job location

o Job tasks

o Job safety needs

o Overview of jobs

o Job objectives

o Relationship with other jobs

1 employee handbook and orientation program.

2.Communicate pride in the company by giving each new employee an item with the company logo on it.

3.Encourage communication, and a sense of importance, by inviting new employees to have coffee or lunch with the company owner or a senior manager.

4. Encourage new employees to sample the product and or service that the company sells (i.e. Some restaurants offer new employees a complimentary meal).

5. Reduce the stress of starting a new job by pairing new employees with a buddy (a more senior or experienced team member) that can help coach them through the first few weeks on the job.

Here are some ideas to consider, when devising the orientation program:

1.The MIND thinks in IMAGES… not WORDS!

2.Repetition is Key… Repetition is Key… Repetition is Key.

3.Employee is most excited on the first day of work. You need to keep that excitement alive for as long as possible!

Games can provide for an informal and fun orientation.. For example:                    Photo match after the tour

Too much paperwork

high Cost to company

Only expenditure no income

Information overload

Too much “selling” of the organization

Too much one-way communication

Difficult for the employee to relate