Recruitment Selection Process Methods and Steps 1207897252784197 9 2

8/2/2019 Recruitment Selection Process Methods and Steps 1207897252784197 9 2

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RECRUITMENT, SELECTION, PROCESS, METHODS AND STEPS,

ROLE OF RECRUITMENT CONSULTANT, ADVERTISMENT AND INDUCTION


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Recruitment:-

Organizational activities that provide a pool ofapplicants for the purpose of filling job openings.

It is a process of searching for prospectiveemployees .

Stimulating & Encouraging them to apply for jobsin the org.


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Factors Governing Recruitment

Internal Factors Recruitment Policy of the Org

Size of the org & the Number of Employees Employed

Cost Involved in Recruitment

Growth & Expansion Plans of the Org.

External Factors Supply & Demand of Specific Skills in the Market

Political & Legal considerations such as Reservations of jobs for reserved Catagories

Companys Image Perception by the Job Seekers.


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Sources Of Recruitment:

Present Employees

Unsolicited Applicants

Educational and Professional Instituitions Public Employment Offices

Private employment Agencies

Employee Referrals

Help wanted Advertising

Walk-Ins


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Selection: Is the process of discovering the qualifications &

characteristics of the job applicant in order toestablish their likely suitability for the jobposition.

A good selection requires a methodical approach

to the problem of finding the best matchedperson for the job


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Selection Process1. Preliminary Interview2. Selection Tests

3. Employment Interview

4. Reference and Background Analysis

5. Physical Examination

6. Job Offer

7. Employment Contract


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Use of psychological test in

selection


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Why choose testing Objectivity good psychological tests are standardised on a large sample and

provide normative data across a wide range of demographics and age cohorts. Wellselected tests will allow you to demonstrate talents that may otherwise not beevident.

Validity psychometric tests are a more valid method of assessment thaninterviews, academic achievement & reference checks, and when utilised incombination (for example in an assessment centre) are highly predictive of future

job performance.

Cost the cost of selection errors is large for both the employer and the employee.Psychometric tests help to minimise costs while maximizing potential fit betweenthe candidate and the job.


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Brief history of testsComparisons of human attributes and differences have a very long history.

Hippocrates (400BC) attempted to theoretically define four basictemperament types: sanguine (optimistic), melancholic (depressed), choleric

(irritable) and phlegmatic (listless and sluggish).

Galton - (19th century) measured human individual differences in terms ofability to discriminate between stimuli.

Binet - devised tests to measure differenced in specific human abilities. Nownumerous tests measure specific abilities, strengths and competencies.


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Army Alpha and Beta tests (WW1) developed out of an urgent needto select personnel with specific aptitudes for training in specialistand strategic roles.

Today Psychological tests widely used in selection practices.


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Psychological tests (definition and

dimensions)A selection procedure measure the personality characteristics of applicants thatare related to future job performance. Personality tests typically measure one ormore of five personality dimensions:

Extroversion,

Emotional stability, Agreeableness,

Conscientiousness and

Openness to experience.


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Types Of Psychological Tests

Psychological tests fall into several categories: Aptitude tests: It refers to potentiality that a person has to profit from certain kind

of training. Achievement tests: It helps to measure the proficiency that a person has been able to

achieve. Intelligence tests: It attempts to measure the intelligencethat is, basic ability to

understand the world around you, assimilate its functioning, and apply thisknowledge to enhance the quality of your life. Or, as Alfred Whitehead said about

intelligence, it enables the individual to profit by error without being slaughtered byit.[1] Intelligence, therefore, is a measure of a potential, not a measure of what youvelearned (as in an achievement test), and so it is supposed to be independent ofculture.

IQ=Mental Age/Actual Age*100For example, a six year old child with a mental age of 6 would have an IQ of 100 (theaverage IQ score); a six year old child with a mental age of 9 would have an IQ of

150. Today, intelligence is measured according to individual deviation fromstandardized norms, with 100 being the average.
http://www.guidetopsychology.com/testing.htmhttp://www.guidetopsychology.com/testing.htmhttp://www.guidetopsychology.com/testing.htm


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Cont Neuropsychological tests: It attempts to measure deficits in cognitive functioning

(i.e., your ability to think, speak, reason, etc.) that may result from some sort of braindamage, such as a stroke or a brain injury. Occupational tests : It attempts to match your interests with the interests of persons

in known careers. The logic here is that if the things that interest you in life match upwith, say, the things that interest most school teachers, then you might make a goodschool teacher yourself.

Personality tests : It attempts to measure your basic personalitystyle and are mostused in research or forensic settings to help with clinical diagnoses. Two of the most well-known personality tests are

1. Minnesota Multiphasic Personality Inventory (MMPI), or the revised MMPI-2,composed of several hundred yes or no questions, and

2. Rorschach (the inkblot test), composed of several cards of inkblotsyou simply give adescription of the images and feelings you experience in looking at the blots.

Specific clinical tests :It attempts to measure specific clinical matters, such as yourcurrent level of anxiety or depression.
http://www.guidetopsychology.com/othapp.htmhttp://www.guidetopsychology.com/mpd.htmhttp://www.guidetopsychology.com/othapp.htmhttp://www.guidetopsychology.com/othapp.htmhttp://www.guidetopsychology.com/mpd.htm


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USES OF TESTS Evaluation of right candidate

Proper selection of candidate

Identifying the candidates personality


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Places Where Psychological

Testing Is Used Colleges or Educational InstitutesArmy,Navy etc.

Bank

Airlines Companies

Schools

So, now a days in most of the places candidates are

evaluated on the basis of the psychological test.


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Advantages

can result in lower turnover due if applicants are selected for traits that arehighly correlated with employees who have high longevity within theorganization

can reveal more information about applicant's abilities and interests

can identify interpersonal traits that may be needed for certain jobs


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Disadvantages

difficult to measure personality traits that may not be well defined

applicant's training and experience may have greater impact on jobperformance than applicant's personality

responses by applicant may may be altered by applicant's desire to respond ina way they feel would result in their selection

lack of diversity if all selected applicants have same personality traits

cost may be prohibitive for both the test and interpretation of results

lack of evidence to support validity of use of personality tests


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Tips

Select traits carefully :An employer that selects applicants with high degree of 'assertiveness','independence', and 'self-confidence' may end up excluding femalessignificantly more than males which would result in adverse impact.

Select tests carefully:

Any tests should have been analyzed for (high) reliability and (low)adverse impact.

Not used exclusively:

Personality tests should not be the sole instrument used for selecting

applicants. Rather, they should be used in conjunction with otherprocedures as one element of the selection process. Applicants should notbe selected on the basis of personality tests alone.


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Types of Interviews Structured

Unstructured Mixed

Behavioral

Stressful


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BARRIERS TO EFFECTIVE

SELECTION

Perception

FairnessValidity

Reliability

Pressure


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Stages In Selection Process:

Stage 1: Screening Of Application Forms.

Stage 2: Tests--Intelligence, Aptitude, Technical,Psychometric, Ability, Interest.

Stage 3: Selection Interview.

Stage 4: Selection Decision


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RECRUITMENT PROCESS

PRACTICES BYCAPGEMINI INDIA

St Of R it t P


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Decision is made as to whether recruitment isnecessary

Job description is prepared

Specification is prepared

Plans are made on how and when to advertise

Applicants are short-listed

References are requested

Candidates are invited for interviews andselection tests

The successful candidate is offered the joband signs the contract of employment

Steps Of Recruitment Process


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RECRUITMENT PROCESS FOR

FRESHER WRITTEN /APPTITUDE.

GROUP DISCUSSION.

PSYCHOMETRIC TEST(CONDITIONAL). TECHNICAL INTERVIEWS(CONDITIONAL).

HR INTERVIEWS.


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RECRUITMENT PROCESS FOR

HIGHER POST

PSYCHOMETRIC TEST.

BUSINESS GAME.

HR INTERVIEWS.


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SELECTION PROCEDURE/STEPS

1 PRELIMINARY SCREENING

2 SENDING APPLICATION FORMS

3 TRADE TEST

4 WRITTEN TEST

5 PSYCHOLOGICAL TEST

6 INTERVIEW

7 PHYSICAL TEST

8 ON THE JOB TEST

9 REFERENCE

10 ORIENTATION

11 FINAL SELECTION

12 INTIMATION TO SALARY DEPT.


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Difficulties in Recruitment process

Talent Acquistion.

Expensive.

Time Constraint. Retention of employees.

Managing low attrition rate.

Budget.


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Challenges in Recruitent &

Selection: Talent Shortage

Attrition Rate

Reservations and other Gov. Policies Remoteness of Job

Scrutinity of employees credentials


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Basic Diff. Between Recruitment

and Selection: Recruitment- searching for and attracting applicants

qualified to fill vacant positions

Selection- Analyzing the qualifications of applicants anddeciding upon those who show the most potential


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Case Study: Selection And

Recruitment Practices in Wipro Tech

Wipro Tech is an information technology service companyestablished in India in 1980.

Headquarter Bangalore

Rank Third largest IT servicescompany in India

Employees Strength 78,000 as of September 2007


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Q & A Session with WIPRO HR:How requiremnt arises in Wipro?

Acquisition of Projects, as per needs of PM,TL.

How do you come to know about technology on whichthe workforce have to be recruited.

Project manager, technical lead handover(or mail) HR

team about Job description as well as little bit projectdescription ,& required technical competencies.


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Cont....How do you come to know about no. of candidates to be

recruited?

First do check about current workforce which is on benchand having the required skill then we decide about no. ofcandidate to be recruited.

What's the first process of recruitment?

If the recruitment is on small level and the skillset is easilyavailable then we scan our database for candidates but if therecruitment is very large and skillset is presice (or scarcity of

skillset ) then we give the advt in news papers.


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Cont....What is the next step you follow ?We shortlisted the resume on the basis of skill and

experience and availability of skill set in market, then weinvite them for further process like Aptitude Test ,GroupDiscussion, Interview.


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Cont....What kind of professionals can find job opportunities with the company?We have a rigorous recruitment process to ensure that we hire the best

talent in the industry. All our HR processes are competency based.

Educational qualifications are function dependent.

In addition to a good education, we look for candidates with highpotential, integrity and the ability to lead the organisation in future.

Our main focus is on `internal growth' and hence we look forcandidates who are steady, interested in building a career with Wiproand who bring a new perspective to the organisation.


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Cont...What kind of retention policies do you implement to fight attrition?Our values and culture, freedom and autonomy, exciting challenges and

opportunities for career advancement are our key retention tools. We work in a highly charged environment with talented and successful people

that motivate one and all. We believe that apart from salaries, employees seek fast growth, exciting work

environment and opportunity to make a difference through entrepreneurialventures, amongst other things.

Each employee has a career growth plan in place. Based on the career plan wegive each of them opportunity to work in various functions to get a wide andvaried exposure.

We also have a compensation design, which aggressively differentiates betweenperformers and non-performers. We were arguably the first FMCG company in India to offer stock options to

employees. We also purge the bottom 10% on a regular basis so that they do not become a

liability for others.


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Role of recruitment consultants


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Types of Consultant Environmental consultants.

Technology Consultant.

Human Resource Consultant

Marketing Consultant

Law Consultant

Medicine Consultant

Finance Consultant

and many more.


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What Is Recruitment Consultant "Recruitment consultants work with companies to help them find the right people for

their positions. They also work for candidates to find a role that is suitable for them.

The key skill of a recruitment consultant is to meet the needs of both the client and thecandidate to ensure the best mutual fit; this is not simply a case of skills matching but oftruly understanding the business and its culture, as well as the aspirations of thecandidate."


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Typical work activities A recruitment consultant's role is demanding and diverse.

using marketing and business knowledge to extend company contacts.

identifying and evaluating employers' recruitment needs.

negotiating terms of employment.

interviewing potential candidates

clarifying and negotiating salary and benefits relating to the role.

headhunting - identifying and approaching suitable candidates.

monitoring candidates once placed.

collecting feedback from employers on the performance of candidates who have previouslybeen placed with them.

maintaining current records and personal statistics for review against performance targets.

documenting clients' details and vacancy requirements in a brief.


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Various Players In Recruitment

ConsultancyAt National Level 3P Consultant Pvt. Ltd.

ABC International Placement Services

Active Consultant

Beta Consultancy HR Services

Browse Consulting

Career Graph

CareerIndia

Dynamic Consultant

Enterprise Consulting

HUDDAR

Human Ware India

JCG Associates

and many more


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At Global Level

ADD Resources

BLT

Camron James

Osiris Connections

Prism Executive Recruitment


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What makes a Good Recruitment

ConsultantTo be successful in the recruitment industry you must: be ambitious and confident

be goal orientated

have good interpersonal and communications skills

be a good team player be able to handle multiple priorities

be tenacious

be a problem solver

be able to work to deadlines and targets

enjoy responsibility and working in a high-pressure environment

have a good sense of humour


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Opportunity as a Recruitment

Consultant

A chance to work with a large successful organization.

An opportunity to develop within the Recruitment Industry with one of the most

supportive and resourceful organizations. A role that could provide you with a solid future within Recruitment.

A competitive annual salary and excellent commission packages

Fantastic training and mentoring opportunities


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Challenges Faced By

Recruitment Consultant Develop expertise in those strategic areas, where the consultants have not developedexpertise when firm is focused and the consultant is a generalist.

Reinforce and update knowledge and skills in the areas of focus of the firm when the firmis focused and the consultant is an expert.

Provide the consultants exposure to areas where they do not have expertise in a non

focused firm with expert consultant. Here, the long-term objectives of the consulting firmis to operate in a wide range of sections/functions.

Expose the consultants to all upcoming sectors/functions in a non-focused firm withgeneralist consultant .

Three key areas which every consultant should be well conversant

1)knowledge and skills related to Man-management.

2)Business development, and Quality assurance.

3) evaluation technique.


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To maintain Effectiveness and Efficiency.

Innovation and Quality Assurance are two key elements in the success of any consultingfirm.

Maintain the customer relationship.


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Advantages

Fast Response

Broad customer base in private and public sectors

Improved attraction and recruitment strategies

Identifies and prepares potential job applicants

who will be appropriate candidates.

Higher succession rate of the selection process by

reducing the number of visibility under-qualified

or overqualified job applicants.


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Disadvantages

Non -ethical strategies.

It won't always work.

Cost.


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What are Advertisements..


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ADVERTISEMENTWhat is advertisement?

Advertisingis a one-way communication whose

purpose is to inform potential customers about products

and services and how to obtain them

For Recruitment

To provide information that will attract a significant poolof qualified candidates and discourage unqualifiedones from applying.

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Various kinds of Advertisement

Media

(E.g. billboards, printed flyers , radio, webbanners, web popups, human directorial, magazines,

newspapers, posters)1. Above the line Media: Press, TV, Outdoor, posters, and

radio ( recognized ad agencies get commission fromthese media)

2. Below-the-line Media: Direct mail, Sale Promotion,merchandizing, exhibitions

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Medium for Recruitment

Advertising Television

(e.g. News pop-ups, Commercial ads like Accenture & many more)

Radio (e.g. Radio Mirchi )

Magazines (e.g. Business Today, Winning Edge, Human capital)

Newspapers (e.g. Blind Box Ads, Business accents, Times classifiedetc..)

Internet (e.g. Web portal like Naukri.com, Monster.com)

Direct Mail

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COST

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Graphical Comparison

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0

50

100

150

200

250

Advertisement Consultant

Walkins

Walkins

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0

5

10

15

20

25

30


Joined

Joined

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0

500

1000

1500

2000

2500

3000

3500

4000

4500

5000


Amount per candidate

Amount per candidate

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0

5

10

15

20

25


Convertion Ratio

Convertion Ratio

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0

10

20

30

40

50

60


Avg of Total Hiring

Avg of Total Hiring

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Success Factors Customer realization of Product.

Quality of a Product is determined.

Exposes companys Culture

Ramp Up Awareness of Brand among masses and henceincrease Demand

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U f Ad i i


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Use of Advertisements in

Recruitment Process. Creating awareness of Job Opportunities in the

specified field of Interest.

Finding Desirable Candidates Keeping an competitive edge over competitors

as more advertisements attracts best of the jobseekers.

Advertisement is the fastest way to spreadrecruitment hiring information.

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Evaluation and Effects

Newspapers

Advantages Short lead time, flexible, reach largeaudience, community prestige, intense coverage, reader

control of exposure, coordination with nationaladvertising, merchandising service, segment consumerby geography.

Disadvantages -- short life span, may be expensiverelative to other media, hasty reading, poorreproduction, lack of creativity.

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Radio Advantages audio capacity, short lead time, low cost relative

to other media, reach demographic and geographicsegmented audience, reach large audience.

Disadvantages dont have visual capacity, fragmented andinflexible, temporary nature of message.

Magazines and Journals Advantages -- selectivity for demographic and geographic

segments, high in quality reproduction, lasts as long asmagazine is kept, prestigious advertisement is credibility of

magazine is high, extra services, issue may be read by morethan one person.

Disadvantages long lead time, lack of f lexibility in gainingattention, often limited control over location ofadvertisement.

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Television

Advantages -- impact mass coverage, repetition,flexibility in getting attention of consumer, prestige,

visual and audio capabilities, short lead time.

Disadvantages -- temporary nature of message, high costrelative to other media, high mortality rate forcommercials, evidence of public distrust, lack ofselectivity, hard to target customer, requires production

specialists

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Outdoor Advertising

Advantages inexpensive relative to other media, quickcommunication of simple ideas, repetition of exposureto customers, ability to promote products available for

sale nearby

Disadvantages -- brevityof the message, short exposuretime, cannot target customer, public concern over

aesthetics.

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Internet & Direct Mail

Advantages flexibility in reaching target audience,short lead time, intense coverage, flexibility of format,complete information, easy to personalize

Disadvantages -- high cost per person, dependency onquality of mailing list, consumer resistance, may beconsidered as junk mail, may be difficult and expensive

to access mailing lists

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What is induction?

Induction is process meant to help the new employeeto settle down quickly into the job by becomingfamiliar with the people, the surroundings, the job, the

firm and the industry. Induction is the process of acquainting the new

employees with the existing culture and practices ofthe new organization.

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What is induction for?

To sort out all anxiety of recruited person. To ensure the effective integration of staff.

History and introduction of founders.

Understand the standards and rules (written andunwritten) of the organisation.

Introduction to the company/department and itspersonnel structure.

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Contd.....

Relevant personnel policies, such as training,promotion and health and safety.

To clear doubtful situation between new employee and

existing one.

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Who needs special attention?

Institute leavers.

People returning to work after a break.

Disabled employees. Management trainees.

Employees with language difficulties.

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Induction Programme


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Induction ProgrammeBefore designing induction programme firm need to

decide four strategic choice.

Formal Informal

Divestiture

CollectiveIndividual

Investiture

Serial Disjunctive

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Who is responsible for the


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Who is responsible for the

induction process? HR manager Health and safety advisor

Training officer

Department or line manager

Supervisor

Trade union or employee representative

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Points while implementing

Induction Identify the business objectives and desired benefits.

Secure early commitment

Agree roles and responsibilities of different players inthe process

Think of induction as a journey

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E l i


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Evaluation

Feedback from whom who completed induction

Retention rates

Exit interviews Monitoring queries

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Trends in Induction

Chalk and talk session

Questionnaire

From practicalities to discussion about culture

Using technologies like e-learning

Team building exercise

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Problem in induction

To keep it simple

Supervisor is not trained enough

Employee get so much of information in short span oftime

Large no. of forms

Employee is thrown into action too soon

Wrong perception develop in short span

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Advantages of Good Induction

Employee retention.

Create good impression

It creates good adhesion

It take less time to familiarise

Less turnover ratio

Increase productivity

No chaos Cost reduction

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In absence of Induction Uneasiness of new employee in the environment of the

org.

Poor integration in team

Low morale

Loss of productivity

Failure to work with their highest potential

Company image goes down

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Contd.....

Leads to Early leaving. It leads many problems like:-

a) High employee turnover

b) Lowering the morale of remaining staff

c) Additional cost for re-recruiting

d) Damage the company reputation

e) Affect new recruitment

f) Leavers record is affected

Recruitment Selection Process Methods and Steps 1207897252784197 9 2

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