Recruitment and selection - Module 1

World war 2

World war 2

When did recruitment started

Applicant Tracking Systems (ATS) and applicant databases.

This made storing and searching through application files a lot easier and quicker.

World Wide Web

It revolutionized the recruiting process.

Recruitment

means to estimate the available vacancies and to make suitable arrangements for their selection and appointment.

is the process of finding and attracting capable applicants for the employment

HR recruitment process

-Identifying the vacancy

-Prepare Job Description and Job Specification

-Advertising the vacancy

-Managing the response and Short-listing

-Arrange interviews

-Conducting interview and decision making

Mistakes Companies Make in Recruitment and Selection

 Poor planning

 Limited sources

 Poor screening

 Poor interviewing

 Poor selection

 Losing good candidates

Job specifications

qualifications a person should have to perform.

Halo effect

is the assumption that, because of one outstanding characteristics, all of an applicant’s characteristics are outstanding.

Pitchfork effect

is the opposite of halo effect. Interviewer assume that, because one characteristic is poor, the person is not satisfactory in every aspect of his background.

Recruitment Policy

Is a process how a company hires.

ensure that the process for attracting and selecting external and internal job candidates are working consistently towards the same goals,

Sample Recruitment Policy and Procedure

Review of Vacancy

 Recruitment Request Form

 The Job Description and Person Specification  Advertisement

 Shortlisting

 Interview & Selection

seek the services of placement agents/consultants.

Their expertise in finding the best person for a vacancy will be of great help

Recruitment of temporary/contractual employees.

temporary employee can be selected from the internal or external sources.

unique recruitment situations that any organization encounters.

handle these situations appropriately

selection process

applicants are assessed according to individual ability regardless of their gender,

The job descriptions

The roles and responsibilities of the job holder should provide details to ensure clarity and transparency.

The terms and conditions of employment

defining the employment relationship between employer and employee.

Factors Affecting Recruitment Policy

Organizational objectives.

 Personnel policies of the organization and its competitors.

 Preferred sources of recruitment.

Need of the organization.

 Recruitment costs and financial implications.

 Government policies on reservations.

Outsourcing

company sought the help of an external provider in the recruitment process of the company.

Poaching/Raiding

Buying talent”. Job poaching occurs when a company attracts employees from a competing company by offering attractive pay packages and other terms and conditions,

E-recruitment

This is the use of technology to assist in the recruitment process

Natural Language Processing

use of artificial intelligence (AI) to the source, assess, and screen employees

Predictive Analytics

This is the use and analysis of historical data to make future predictions

Remote Work

This is the flexible schedules and work-from- home policies that job candidates look for

Social media recruiting

recruiters capture users' attention on platforms like Facebook or Twitter.

Social Networking

An effective recruitment technique is using a social networking site for job candidate selection

Virtual Job Fair

This technique gathers several companies searching for recruits together in one place, along with several possible employees to match potential employees and employers.

Job Search Websites

Many companies save time and money by using job search websites as a recruitment source.

Personality Tests and Group Interviews

Personality tests, along with group interviews, can help determine whether the candidate is fit into the group.

Presentations

The presentations place the candidate in front of their potential peers, supervisors, and a handful of subordinates that allows the hiring team to examine the candidate under pressure.

Interview and Lunch

The interactions will help determine how the candidate treats others who are not from the same socioeconomic group as they are.

Job Seekers

individual who is actively searching for an employment opportunity/job

Quid Pro Que

A job seeker who says that “ I can do this for you, what can you give me” He values high responsibilities,

I will be with you

A job seeker likes to be with a big brand. He gives importance to brands and does not bother about work ethic

I will do you what you want

A job seeker who is concerned about the significance of the job

Where do you want me to come

A job seeker who cares about the ambiance of the workplace.

External Recruitment

generating a pool of qualified applicants from outside the organization.

Advantages of External Recruitment

1. Outside job candidates bring in new ideas.

2. A larger pool of workers from which to find the best candidates.

3. People have a wide range of experience.

Disadvantages of External Recruitment

Selection process may not be effective to reveal the best candidate.

2. More expensive process due to advertisements and interviews required.

3. Long process.

Newspapers and other offline methods

most effective methods to hire someone locally and with years of experience.

Resumes / Walking-In Applicant

Companies receive resumes from interested candidates with or without advertisements for employment

Job fairs

A traditional and effective recruiting strategy is to set up shop at a job fair. It draws numerous applicants and has the advantage of face-to-face meetings on the spot.

Recruitment agencies

They are focused on providing their clients with the right candidates and can be less time-consuming.

Events

candidates might attend is the chance to meet some talented candidates while raising brand awareness by being present at industry-related events.

Colleges/Universities

One of the ways to grow a company is to get a fresh graduates with a capable educational background

Internet Job Boards

Internet Job boards that direct applicants to a company’s website are a current recruitment method that makes recruiting a fast and efficient process.

Internal Recruitment Process

• Circulate the job opportunity in a news email.

• Keep an updated Jobs/Careers section on your company internet.

• Post the Job on your corporate website if you don`t have an intranet.

• Pin the Job ad on your company noticeboard. Make the ad eye- catching.

• Make sure its clear whom staff should contact if they want to apply for the role.

Inbreeding

A lack of new employees from the outsides leads to a lack of new ideas and approached.

Closed Recruitment

The only people made aware of promotion or transfer opportunities are who oversee placement in the HR department

Open Recruitment

Employees are informed of job vacancies. HR posts job opening

Selection

procedure of matching organizational requirements with the skills and qualifications of people.

Preliminary interviews

way to avoid hiring employees who are not suitable for the job.

Application blanks.

contains data record of the candidates such as details about age, qualifications, reasons for leaving previous job, experience, and others.

Written Tests

objectively assess the potential candidate and they should not be biased.

Psychometric Tests

used since the early part of the 20th century

Tests are devised by occupational psychologists to provide employers with a reliable method of screening the most suitable job applicants

Personality questionnaires

measure aspects of personality

Aptitude tests

measure intellectual and reasoning abilities.

Verbal ability

includes spelling, grammar, ability to understand analogies and follow detailed written instructions.

Numeric ability

includes basic arithmetic, number sequences and simple mathematics

Abstract reasoning

measures the ability to identify the underlying logic of a pattern and then determine the solution.

Spatial ability

measures ability to manipulate shapes in two dimensions or to visualize three-dimensional objects presented as two-dimensional pictures.

Work sample

involves a sample of the work that you will be expected to do.

Open-ended questions

expect more than a yes or no answer.

Closed-ended questions

need to know a specific piece of information

Hypothetical questions

assess your problem-solving skills and to make sure you do have enough experience in the field

Leading questions

get a specific response from the interviewee.

Multi-Barreled questions

This is to check your reasoning skills.

Behavioral questions

way to know what a candidate will do is by knowing what he/she did in a similar in the past.

Physical Examination.

The selected applicant is required to pass a physical and medical examination.

Job Offer/Appointment Letter.

A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter