Recruitment &

“Recruitment is Selection
the process of searching for
prospective employees and stimulating them to
apply for jobs in the organizations”-Edwin B
Flippo
Recruitment is a process to discover the sources of
manpower to meet the requirements of the staffing
schedule and to employ effective measures for
attracting that manpower in adequate numbers to
facilitate effective selection of an efficient working
force.
 Factors Affecting Recruitment

Internal Factors
External Factors
• Reputation of the company-Blue chip company * Socio-Economic Factors
• Organisational culture and * Supply & Demand Factors
attitude of its management * Political, legal, Govt
• Geographical location * Employment information system
• Channels and methods used
• Emoluments/offers
• Cost of recruitment
• Company product/service
• Company size Role of trade union
 Recruitment Policy

1. Complies with govt policies- High v/s Low pay

2. Provide Employment security and avoid frequent lay-offs
3. Career development
4. Prevents cliques-from same family
5. Social commitment of the organization-employing handicapped
and underprivileged people
6. Should accommodate change
7. Stress in job
8. Cost of recruitment
 Sources of Recruitment
A. Internal Source:
* Transfer
* Promotion
* Present permanent Employment
* Present Temporary Employment
* Retrenched/ Retired Employees
* Dependent of Deceased
* Job posting-HLL Introduced in 2002, AV Birla Group employee
can apply for any post in Birla Group
B. External Source:
* Advertisement-i- Flex ad in FM Radio
* Campus
* Placement Agencies
*Employment Exchanges
* Labour Contractors-Manual workers
* Recommendations
* Internal/Employee Referrals- Coca-cola India -’OK 4 KO’
* E-Recruitment
* Recruitment at Factory gate- substitute/badli workers
* Field Trips-In Hotel etc.-walk-in
* Other Sources-NGO/Handicaped
* Trade union
* Interested/Unsolicited applications-Direct applications-CV
Drop Box at TATA Indicom
 Recruitment Techniques
A. Traditional
Promotion
Transfer
Present Employees
Scouting- sending representation to provide information about

company
Advertising
B. Modern Techniques
Walk-In
Consult-In
Head-hunting/search Consultant-
Company request to professional
consultants
Body Shopping-Pooling of HR and
supply on
request or supply by
enquiry
Business Alliances-Merger acquisition
 Alternative to Recruitment
Overtime—For short term fluctuation in
work
Subcontract
Temporary employee
Employee leasing
Outsourcing
 Recruitment Practices in
India
The problem of the ‘Sons of the
Soil’
National Commission on Labour Recommendation
*Whose land is acquired-Provide Training local people to get
job in new units
Incidents---Nandikoor power project, Krojenctixin

Mangalore
Nandi village in Kolkatta
 Evaluation of Recruitment
Success of Recruitment can be judged
based on
• No of Application received
• The no of successful placements
• The cost involved
• Time taken for filling up the position
 Selection
Selection is the process of choosing the best out of those recruited.

Selection Decision Outcomes

Accept Reject

Successful

Unsuccessful
 Selection is successive hurdle
technique

Current focus in Selection Norms

*Hire people who fit in your culture
eg Microsoft culture-value aggressiveness and risk taking
JOHNSON & JOHNSON- strong family feeling and value
trust
• Hirer’s finding men/women with right
mindset
• Predicting of persons future behaviour
• Give realistic job information
• Align personality with job
 Elements in a Selection Process

Organizational
Objectives

Job Description &

Job Design

Job Specifications

Competency Modelling

Recruitment Policy
Selection
 Steps in the Selection Process
Bio-Data/Resumes/CV Review

Analyze the Application Blank

Conducting Tests & Evaluating Performance

Preliminary Interview-CTC
Core & Departmental Interviews

Reference Checks

Rejection by the Job Offers

Offer to
Medical Examination the next
candidate suitable
candidat
Placement es
 Ethical issues in Application Design
Principle of “Equal Employment
opportunity”
Questions that should not be asked:
• No relevance in the context of the job
• Privacy of the applicant
• Question that might lead to
discrimination on any ground
• which affect employment of women,
minorities, disabled
 According to Meyer and Bertottle candidates are judged on the basis
of
• Physical Characteristics- Height
Weight
Senses
Visual Hearing
Abilities and skills------------------ Dexterity-skill at doing something, especially using
your hands
Mathematical Ability
Verbal Ability
Intelligence
Interest-------------------------------- Mechanical Aptitudes
Scientific Interest
Economic Interest
Cultural Interest
Personality Traits--------------------Sociability
Cooperativeness
Tolerance
Emotional Stability
 Reservation in job-Need of the
hour or not
 Selection Test
,
 Selection Interviews
1. Preliminary Interview:
i) Informal Interview
ii) Unstructured /Non-Directed Interview
2. Selection Interview:
i) Background information Interview
a) Appearance and Mannerism
b) Family background
c) Education
d) Work History
e) Personality and social adjustment
f) Health
ii) Formal/Patterned/Structured Interview
iii) Stress Interview
iv) Panel/Board Interview
v) Situational/Group Interview
vi) In-depth Interview
3. Decision Interview:
 Interview Process
A) Preparation for the interview
* Physical settings
* Appropriate type of interview
* The areas to be tested
* Number of interviews/Panel members
B) Conduct the Interview
* Open the interview
* Get complete and accurate information
* Record observations and impressions
* Guide the interviewee
* Check the success of the interview
C) Close the interview
D) Evaluate interview results
DOs and DON’Ts of
Interviewing
 Tips for the Interviewees
• Preparation of a Resume
• Preparation for the Interview itself
• During the Interview
 Errors in Interviewing
• The Hallo Effect
• Leniency
• Projection
• Stereotyping
Mrs. Rama devi worked for 20 years in the Horlicks Biscuits Ltd. She
joined very recently the Nutrine Biscuits Ltd., as the production
Manager. She was supposed to attend a routine departmental heads
meeting last Friday at 4.30 p.m. which was presided by the MD of
the company. She did not attend the meeting as there was no formal
or informal communication to her. The MD dint like her absence as
there were many important items to be discussed regarding
production department. Mrs. Rama Devi was called by the MD on
the next day and asked explanation for not attending the meeting.
Mrs. Rama Devi replied that there was no information. The
secretary said that it was a routine meeting and as such information
was not sent to any departmental heads. But all the other heads,
except Mrs. Rama Devi, attended the meeting. Then, the MD spent a
lot of time to find out the man, who is responsible for the incident.
But he could not succeed.
Questions:
3) Who is responsible for the occurrence of such a mistake?
4) Find out the reason for the incident. How do you propose to solve
such problems in future?
 Placement

Process of assigning a specific job to

each one of the selected candidates.
 INDUCTION PROGRAMME
It’s the process of introducing the new
employees to the organization and
its policies, procedures and rules.
Objectives:
2. To overcome natural shyness and
nervousness/Removes Fears
3. Develop sense of
belongingness/Feel at home
4. Avoid negative attitude
5. To learn culture
6. Provide necessary/valuable
information
 Steps in Induction Programme
Welcome to the organization
Explain about the company
Show the location/department where the
new recruit will work
Give the company manual
Details about pay, benefits, holidays leave
etc.
Explain about training programme
Clarify doubts
Hand him/her to the superior/immediate
boss
 Induction programme : Topics
1. Organisational issues:
* History of the company
*Organizational Structure
* Suggestion schemes
* Career growth
* Names and Designation of key executives
* Employees title and department
* Lay out/Physical facilities
* Probationary period
* Products/Services offered
* Overview of production process
* Company policies and rules
* Disciplinary procedure and actions
* Service rules
* Safety steps
2. Employee benefits:
* Pay scale
* Vacations
* Rest
* Training
* Medical, retirement benefits

3. Introductions:
* To supervisors
* To Trainers
* To Employee counsellors
* To co-workers etc.
4. Job duties:
* Job location
* Job tasks
* Relationship with other jobs
 Socialization
It’s a process through which a new
recruit begins to understand and
accept the values, norms and beliefs
held by others in the organization.
 INTERNAL MOBILITY
Internal Mobility: Promotion
Transfer

Demotion/Separation
External Mobility: Better prospects
Retirement
Termination
 Transfer
Purpose of Transfer:
* To meet the organizational requirement
• To satisfy the employee needs
• To utilize employee better
• To make the employee more versatile
• To provide relief-specially for hazardous job
• To reduce conflict
• To punish
Types of Transfer:
* production
• Replacement
• Rotation
• Remedial-Wrong Placement
• Penal
 Promotion

Merit v/s
Seniority
 DEMOTION
UNABLE TO MEET THE CHALLENGES POSED BY
A NEW JOB
DUE TO ADVERSE BUSINESS CONDITIONS
AS DISCIPLINARY TOOLS
 EMPLOYEE SEPARATION
1. Resignation
2. Retirement-Compulsory, VRS
3. Lay-off------Temporary Removal due to
reasons beyond the control of an
employer, shortage of power coal etc.
4. Retrenchment: Permanent termination
due to economic reasons
5. Outplacement
6. Suspension
7. Discharge/Dismissal