MEANING OF RECRUITMENT

RECRUITMENT PROCESS

RECRUITMENT - PLACING THE RIGHT PERSON IN RIGHT PLACE AT RIGHT TIME

Hiring Goals

Hire the best available candidate for the job.

Stay out of court

Research the Organization

Products/services
Goals/structure
Problems
Entry-level positions
Job responsibilities
Promotion policies/opportunities

How selective can you be?

Depends on many factors

Type of job, location, extent of advertising and recruitment, local economy, availability of
training schools/colleges. Be as picky as the market conditions allow you to be.
Difficult Questions

Illegal questions discriminate against applicant based on sex, race, etc.

How to handle:
Confront interviewer may cost you any career with that organization
Answer question but feel bad you were forced to answer for sake of your career
Read intention behind question and respond to the intention of the question

The Staffing Process

Key Recruitment Steps

Advertising
Interviewing
Testing
Check References
Conditional Offer of Employment
Background Check
Drug Screen

Uses of Application Forms

Serve three primary purposes:

To determine whether candidates meet the minimum qualifications for the job
Applications help employers judge the presence (or absence) of certain job-related attributes

Information contained on the application form can be used to red flag any potential problem
areas concerning the applicant

Questions You May Be Asked

What are your future vocational plans?

In what school activities have you participated?

In what type of position are you most interested?

Why do you think youd like to work for our company?

What jobs have you held? How were they obtained and why did you leave?

What percentage of college expenses did you earn? How?

How did you spend your vacations while in school?

What do you know about our company?

What qualifications do you have that make you feel you will be successful in your field?

What extracurricular offices have you held?

If you were starting college again, what courses would you take?

How much money do you hope to earn at age 30? Age 35?

What do you think determines a persons progress within a company?

Do you prefer working by yourself or with others?

What kind of boss do you prefer?

More Questions

Are you primarily interested in money or is service your prime concern?

Can you take instructions without feeling upset?

How did previous employers treat you?

What did you learn from previous jobs?

Can you get recommendations from former employers?

What interests you about our product/service?

Did you change your major in college? Why?

When did you select your major?

Do you feel you did the best scholastic work of which you were capable?

What do you know about opportunities in this field?

Do you like routine work? Regular hours?

What is your major weakness?

Behavioral Questions
Your response to this type of question should refer to a specific incident. Use this format when
answering these
Types of questions:
Situation: Describe situation, include who was involved
Task: Explain task or problem
Action:
Describe specific action you took
Result:
Give specific consequences of your action
Difficult Questions / Possible Responses
Do you know how to type (when applying for managerial position)?

I wasnt aware typing was required for this position. I assumed support services would be
provided to assist me in a managerial role. I am able to type well enough to successfully use a
computer.
What will be your marital status in the future?

I do not anticipate any change in my marital status in the near future. I do not believe it is
related to my job performance.
Are you married?

If yes, do you plan to go where your spouse located employment after graduation? I am
looking for a career opportunity which I feel your organization can provide. We have already
discussed this thoroughly. If I am hired, my spouse will locate a position near my job.
Difficult Questions/Possible Responses
Are you planning to have a family?

I have no present plans for having children. If I do, I would expect to take a short maternity
leave and return to my position with the company. I am very committed to having a career.

As a member of a minority group, do you think you would have problems living in a
conservative community?

I have been a member of a minority group all my life and feel able to cope with any difficulties
or problems I might encounter.
Do you think people have difficulty working for a woman/minority?

If employees perform their jobs and relate to others on a professional basis, I feel there should
be no more problems than those associated with any group of peers. Today, companies are striving
for a more diversified work force to create better work environments.
Questions You Should Ask

Prepare 3 5 questions to take with you to your interview

Ask questions about salary, fringe benefits, time off only at later interviews
Opportunity to find out more about organization, position
Communicates your interest, preparedness

Questions to Ask Interviewer

What exactly are the responsibilities?

What are the general working conditions?

What are some longer-term objectives you would like completed?

What freedom will I have in determining my own work objectives?

Where could a person go who is successful in this position and in what time frame?
Interview Styles

Directed
Non-Directive
Stress
Directed Interview

Interviewer has an outline

Asks specific questions and notes your responses on checklist

Non-Directive Interview

Very unstructured style

Allows you to choose topic
Questions broad and general
You take control of interview
Stress strengths, avoid weaknesses

Stress Interview

Interviewer may:
Lapse into long silence or have unfriendly, brusque attitude
Stare at you without saying anything
Take notes, ignore you
Purpose to find out:
How far can you be pushed before you assert yourself?
How do you assert yourself?

Its okay to ask candidates to prove that they can perform the job-related technical skills that
they claim to possess
Reference Checking

The more the merrier

Document them
Best to go to the immediate supervisor
If you had the chance, would you rehire this employee?

Methods of External Recruitment

Employee Referrals

Applicant-Initiated Recruitment

Help-Wanted Advertisements

Employment Agencies

Public Employment Agencies

Private Employment Agencies

Executive Search Firms

Campus Recruiting

On-Line Recruiting
Choosing the Right Method

The following factors are the most relevant:

The type of job being filled

How quickly the job needs to be filled

The geographic region of recruitment

The cost of implementing the recruitment method

Whether the method will attract the right mix of candidates from an EEO perspective

The effectiveness of the source in yielding viable candidates

Realistic Job Previews

Recruiters tend to oversell the job, which results in turnover of new employees
RJPs give applicant more realistic information about the job
Favorable as well as unfavorable
Candidates can make a more informed decision

Factors Influencing Acceptance

Alternative opportunities
Attractiveness of company
Attractiveness of job
Impression given by recruiter
Information
Manner of giving information
How well recruiter treats applicants
Timeliness of reponses
Personality of the recruiter as model

Core Versus Contingency Personnel

Core Personnel
Employees hired in the traditional manner
Considered permanent employees
Included in the organizations payroll
Contingency Personnel
Employed by a supplier agency, and are loaned to the organization
Not included in the organizations payroll
Workers salaries and benefits are paid by the supplier

Advantages of Contingency Personnel

Provides management with the flexibility to control fixed employee costs

Relieves a company of many of its HRM burdens
Cost savings
Contingency workers who excel at their jobs can be offered core positions

Disadvantages of Contingency Personnel

Contingency personnel may need a considerable amount of orientation and training regarding
company procedures and policies

This raises questions of the cost effectiveness of this approach

Contingency workers might be less loyal or committed to the host organization

Contingency workers may receive better wages than core workers, leading to resentment
among employees
Types of Situations to Use Contingency Personnel

Certain types of hard-to-find expertise are required

Companies are trying to staff new offices in geographic areas far from main headquarters
Companies want to keep headcount down
Companies are trying to staff positions to work on high risk projects

INTERNAL RECRUITMENT
Recruitment of employees for internal needs of the company for software development, project
development, software testing services and other company internal services
Advantages of Internal Recruiting

Promotion possibilities often enhance morale and motivation

Qualifications of internal candidates are already well known
Less expensive
Internal candidates are more familiar with organizational policies and practices

Methods of Internal Recruitment

Computerized Career Progression Systems

Supervisor Recommendations
Job Posting
Career Development Systems

EXTERNAL RECRUITMENT

Recruitment of employees for out side companies on signing agreement for supplying
manpower for their needs.
Types of Situations to Use External Recruitment

An outsider is needed to expose the organization to new ideas and innovations.

No qualified internal candidates apply.

The organization is experiencing high turnover.
The organization is expanding and needs a larger workforce.

HR OUTSOURCING

Hiring the employees on company payrolls and placing them on different projects with other
organizations in large no.
Temp and Contract Staffing

Hiring the people on company payrolls and shifting them on projects with clients at different
places.
MODES OF RECRUITMENT

Resumes from job portals (naukri.com, monster.com, jobs ahead.com)

Resumes through employee reference
Resumes through people network
Head Hunting
Mass recruitment events.
Campus recruitment

Process for Recruitment

Requisition from service delivery managers/project managers

Once request received from SDM (service Delivery Managers)/PLs (Process Leads), process will
start from recruitment desk.

Resource analyst should coordinate the SDM (service Delivery Managers)/PLs (Process Leads),
and recruitment people on a daily basis and analyze the manpower requirement and give the no of
people required for projects

Based on resource analyst report, recruitment people will start the process of recruitment.

Request should submit before 45 days of the exact date which people required.

After short listing the profile talk to candidate for his interest to come for interview.

Recruitment people will start the process, which includes resume sourcing, screening, short

listing.
After discussion with candidate arrange for technical interview with technical managers/project
managers

Second round of interview include machine test for testing his coding knowledge on machine.

Third round of interview is again technical interview with technical team/ service delivery
managers/line manager.

Final round of interview is HR interview.

After HR interview referral checks and issuing offer letter.

Background Investigations

Traditionally used for two purposes:

To screen applicants for positions of trust in occupations such as law enforcement, private
security, and nuclear power

To screen candidates for special duty of care positions in order to satisfy requirements
imposed by negligent hiring law

Employers must avoid violating the legal rights of applicants

Fair Credit Reporting Act

Applicants must be notified if employment is denied because of information obtained during an

investigation

Reference Checks

Involves collecting information from applicants previous employers

Provides another potentially useful means of assessment

Serve two important purposes:

Verify information provided by applicants to ensure that they have not fabricated their
qualifications or work history

Provide additional information about applicants, which may be predictive of job performance