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• Television
 Wider coverage
 Select programmes for advertising
 Cost may be high

Get answer to the following questions for choosing a source

for recruitment

• What type and level of job do you have to fill?

• What kind of person do you want to apply for the
position?
• Where are these potential applicants?
• Are there present employees who could do the job well?
• If so what sources are available to you within the
company?
• If not what external sources can you use?
• Which sources will possible applicants see (or hear)?
• Are you operating on a limited budget?
• Will the likely costs be in proportion to importance of
the job?
• Which sources have you or your colleagues used before?
• Were they successful or unsuccessful?
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Screening applicants

• There can be large number of applicants from whom a

new employee has to be selected
• Time and cost may not permit calling everyone for
interview
• However it depends upon the number of positions, the
number of applicants, the type of selection procedure
planned etc.
• Answer to the following questions may act as
guidelines helpful for screening the applicants
 What qualities do I want to assess?
 How would most applicants most like to apply?
 How much time do I have?
 What is the most cost effective approach?

Screening methods

• Letters and Curricula vitae

 Key facts are obtained through curriculum vitae
 These facts can be matched with the
requirements as projected in employee
specification
 A letter may reveal the writing ability of the
applicant
• Using the telephone
 Help in assessing the speaking ability
of the candidate, but some may be shy
 Saves time
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• Application forms

 Company details can be sent along with the

application form
 This ensures passing of
information about the
company to the applicant, since recruitment is
a two way process.
 The main benefit is to check
the information
requirement
 Application form should be
short and concise
 Only relevant and easily
understood questions should be included
It should include the following
 Opening instructions
 Personal details
 Education and training
 Employment history
 Medical information
 Further details
 Interviewer’s notes
Selecting and rejecting applicants
Received applications should be acknowledged to promote
the friendly and caring image of the company
Compare the information supplied against employee
specification
Those who meet the essentials and as many desirables
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can be selected
Inform the candidate of the date, time of interview and whom
to contact
Whether expenses will be reimbursed should be mentioned

Interviewing Candidates

• Interviewing is a two way process

• The interviewer wants to find out and confirm
whether the candidate s the right person for the job
• The interviewee wants to find out and confirm
whether the interviewer’s company is the right place
for him
• To exchange the necessary information one needs to
prepare for the interview thoroughly

Making plans

• What type of interview is appropriate?

• Where and when it should be held?

Types of interview

 One to one interview involves one interviewer and

one interviewee
 Most common where the interviewer can relax the
interviewee establish rapport so that interviewee chats
freely about himself
 However it can be unreliable because of
inexperienced and unprepared and biased interviewer
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 Panel interview consists of two or more interviewers

meeting each candidate to discuss his job application
 Somebody who can talk with authority about the job
under consideration has to be in the panel
 Collective experience and decision making increases
the chance of the best person being chosen
 Each member may be skilled in his area of
specialization
 Others listen to the answers and make note
 Relevant departments are given a chance to have a say
in the selection
 However it may be difficult to get all the panel
members together
 Friction and ill feeling also may take place
 Time and location have to be chosen carefully

Devising an interview plan

 Prepare a list of topics that should be covered in the

interview with some questions under each head
 Draw it in collaboration with colleagues
 This will enable with smooth flow of interview without
interruption
 Interview can be based on application form or curricula
vitae received from the candidates
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 It can also be based on employee specification

 In any case what is written in curricula vitae/ application
form should be verified
 Be flexible. Have only few written down questions. Rest
can be asked as the situation demands

Last minute preparations

 Go through employee specification, job descriptions,

curricula vitae and prepare interview notes
 Take these to interview room
 Make notes, with permission from interviewee as a
courtesy
 When taking up notes be brief to facilitate smooth flow
of interview.
 Notes can be made on employee specification, CV or
application form
 Marks can be given under each heading
 Applicant who get maximum marks can be selected

Starting an Interview

 Establish rapport with interviewee and put him in at

ease
 Create a caring image by asking a staff to meet him
 Start the interview as scheduled
 When introducing yourself to the interview smile
warmly and make eye contact. Shake hands
 Address him by name
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 Warm up questions are always encouraging

 It’s not advisable to ask questions when the
interviewee is having his coffee or tea
 Never create impediment for the interviewee to
occupy his seat
 Never make a decision about a candidate in the first
few minutes because it can be biased
Questions and answers

 Follow the interview plan framework loosely

 Consider the following topics and subsequent
questions
• The company ( by the interviewer)
• The job
• Checking facts
• Education
• Work experience
• Outside interests
• Anomalies
• Ambitions
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