CHRA Set A- Recruitment and Selection

1. Size of the Organization

2. Recruitment Policy

3. Image of the Organization

4. Image of Jobs

What are the internal factors affecting recruitment and selection?

Recruitment Policy

It identifies the objectives of recruitment and provides a framework for the implementation of recruitment programs.

1. Demographic Factors

2. Labor Market

3. Unemployment Rate

4. Labor laws

5. Legal Considerations

6. Competitors

7. Equal Opportunities

What are the external factors affecting recruitment and selection?

Demographics

The characteristics of potential employees such as, their age, religion, educational qualifications, gender, occupation, economic status, and place of location.

Labour Market

Exercises control on the demand and supply of labour.

Labor laws

These laws dictate the compensation, working environment, safety and health regulations, and the job duties of the workforce, for different types of employments.

Equal Opportunities

When all the applicants are treated on an equal basis and consistently at every stage of recruitment.

Job Posting

Refers to the practice of publicising and displaying advertisements of an open job to the employees.

1. Job Vacancy

2. Job Analysis

3. Attracting Candidates

4. Screening Candidates

5. Interviewing Candidates

6. Selecting and Appraising Candidates

7. Induction and Training

8. Employee Evaluation

What are the elements of recruitment and selection?

Job Vacancy

This enables the individuals to determine the factors, such as, redesigning, or initiating part time employment opportunities for the individuals.

Induction

The process of receiving and welcoming of the employees, after they have been selected and providing them the required training needed to settle down adequately.

Training

Making use of methods and strategies to enhance the awareness, knowledge and information among the employees.

Promotions

Refers to advancement of the employees by evaluating their job performance.

Transfers

Refers to the process of interchanging from one job to another without any change in the designation and responsibilities.

Recruitment of Former Employees

Ex-employees are called back, depending upon the requirement of the positions.

Internal Advertisements of Job Postings

Referred to as the processes of posting and advertising jobs within the organization.

Employee Referrals

Process of hiring new capitals through the references of the employees, who are currently employed within the organization.

Previous Applicants

The hiring team examines the profiles of previous applicants from the organizational recruitment database.

Direct Recruitment

The recruitment of qualified candidates are carried out by putting a notice regarding job vacancy on the notice board of the organization.

Campus Recruitment

The educational institutions such as, colleges and universities make provision of information to the students regarding employment opportunities.

Structured Interview

The interview is planned, designed and detailed in

advance.

Unstructured Interview

This type of interview is an unexpected one, where the interview questionnaire is not prepared.

Group Interview

In this type of interview, all the candidates or a group of candidates are interviewed together.

Depth Interview

The candidates have to give detailed information about their educational qualifications, work experience, special interests, skills, aptitude and so forth.

Stress Interview

Conducted to ascertain how a candidate would react during the time of stress and cope up with problems.

Individual Interview

The interview takes place on a one to one basis.

Informal Interview

The interview will be stable without any written communication and can be arranged at any place.

Formal Interview

The candidate will be aware about the dates and timings of the interview well in advance and the interviewer plans and prepares the questions for the interview.

Panel Interview

Three to five members of the selection committee will be asking questions to the candidates on various concepts.

Exit Interview

Conducted for those employees, who want to leave the organization.

Workforce Planning

process of deciding which positions in the firm to be fill and how to fill them

Succession Planning

process of filling up executive jobs

Personal needs, supply of inside candidates, supply of outside candidates,

What are the three sets of forecast?

Trend Analysis

study of a firm's employment levels over the past few years

Ratio Analysis

making forecasts based on historical ratio between some causal factor (like sales) and the number of employees required

Scatter Plot

shows graphically how two variables are related

Personnel Replacement Charts

shows the present performance and promotability for each position's potential replacement

Position Replacement Card

create a card for each position showing possible replacements, as well as present performance, promotion potential, and training

Markov Analysis

forecasts availability of internal job candidates (e.g promotion)

Predictive Workforce Planning

continuous planning of how projected employee shortfalls can be filled with the current recruitment or employee retention plans.

Employee Recruiting

finding and/or attracting applicants for the employer's open positions

Recruitment Sourcing

involves determining what recruitment options are (referrals, online ads, etc.)

Recruiting Yield Pyramid

used to gauge the staffing issues needed to be addressed

Inbreeding

refers to a situation when managers look for employing "clones" of their current "effective" workforce

Employee Exchanges

a government entity where details of the job seekers are deposited and given to the employers for filling the vacant positions

Employee Agencies

job seekers usually register themselves with agencies and in this way, agencies have a database of qualified candidates and organizations can use their services at the time of requirement

Recruitment Process Outsourcers

they sign short-term contracts and receive a monthly fee that varies with the amount of actual recruiting needed to be done

On-Demand Recruiting Services

recuiters who are paid by the hour or project

Outsourcing

having outside vendors supply services previously done by a company's employees

Offshoring

having outside vendors abroad supply services

Executive Recruiters

known as headhunters or "search firm"

Retained Executive Recruiters

focus on executive positions

Contingency-based Recruiters

handle junior to middle-level management job searches

Reliability Estimate

shows the degree to which the two measures are correlated

Criterion Validity

relationship between scores on a selection procedure and job performance of a sample of workers (predictor)

Content Validity

demonstrates that the content of a selection procedure is representative of important aspects of performance on the job

Construct Validity

demonstrates that a selection procedure measures a construct and that the construct is important for successful job performance

Utility Analysis

degree to which the use of a selection measure improves the quality of individuals selected over what would have happened if the measure had not been used

Work Samples

present examinees with situations representative of the job for which they are applying, and evaluate their responses

Work Sampling Technique

tries to predict job performance by requiring job candidates to perform one or more samples of the job's tasks

Situational Judgement Tests

designed to assess an applicant's judgment regarding a situation encountered in the workplace

Management Assessment Centers

a two-to-three-day simulation in which 10 to 12 candidates perform realistic management tasks

Employee Evaluation

evaluating employees from time to time helps in monitoring enhancement of productivity and performance

Realistic Job Previews

explicitly explaining and asking about work schedules and work preferences

Miniature Job Training

testing candidates to perform several of the job's tasks and evaluating their performance prior to hire