Module- 5

Re sourcing and recruitment

Introduction
The human resources assets.
Success of organization. goals.
Need to recruit people- skills, qualification,
experience.
Presents and future requirements.

Definition
ResourcingFinding out people.
Resourcing is the process of
locating and encouraging potential
applicants to apply for existing or
anticipated job openings.

 Linking function jobs to fill and seeking

jobs.
Recruitment logically aims at:
Attracting a large number of qualified
applicants who are ready to take up job if it is
offered.
Offering enough information for unqualified
person to self-select themselves out.

Constraints and challenges- Not easy to find and

select suitable candidate for a job opening

Poor image.
Unattractive job.
Conservative internal policies.
Limited budgetary support.
Restrictive policies of government.

Sources of Recruitment
Internal sources:
Persons who are already working in an organization
constitute the internal sources
Retrenched emp. ,retired etc.

Vacancy arises

Upgraded
Transferred
Promoted
demoted

Merits and demerits of internal source

Merits

Economical.
Suitable.
Reliable.
Motivating

Demerits
Limited resources.
Inbreeding- closed
group.
Inefficiency-no
merit only length
of service.
Bone of contention

External source
External sources lie outside an organization.
Employees working in other organization.
Job aspirants registered with employment
exchange.
References.
Responding to the advertisements.
Walk -ins

Merits and demerits of external source

Merits
Wide choice
Injection of fresh
blood.
Motivational
force.
Long term
benefits

Demerits
Expensive
Time consuming
De -motivating.
uncertainty

Methods of Recruitment-Internal Methods:

Promotions and Transfers: vertical or
horizontal.
Motivation- star performer.
- Job responsibilities.
salary hike or no hike.

 Job Posting:
Publishes job openings bulletin, emails etc.
Internal career shifts.

 Employee Referrals: using personal

contacts to locate job opportunities.
Companies offer rich rewards.

Methods of Recruitment-Direct Methods

Campus recruitment:
By visiting and participating in college
campuses.
Visit reputed educational institutions.
Pick up job aspirants having requisite
technical or professional skills.
Advantages and disadvantages.

Guidelines for campus Recruiting

Shortlist campuses:
Curriculum, Facultys qualification.

Choose recruiting team:

Should consist of sr. executives, knowledge of company
and job. Impression of corporate in job market.
HCL Technologies Ltd. CEOs address students.

Pay smartly not highly.

Present the clear image:
P&G- Come grow with us.

 Do not oversell yourself.

Get in early:
Selecting summer trainees carefully, putting the
trainees on live projects, assessing their abilities
early, offering job offers on the spot.

Methods of Recruitment-Indirect
Advertisements:
Newspapers,trade, professional journals, radio,
television, internet.
This medium has become just as colorful, lively
and imaginative as consumer advertising.

This advts. Give brief idea of:

Job responsibilities, compensation package,
prospects in organization.

Useful when:
To reach a large target group.
Wants talented people- who are geographically
spread out

Third party methods

Private Employment search firms.
Consultants.

Employment Exchanges.
Gate Hiring and contractors: Daily basis.
Walk-ins.
Internet Recruiting

Methods of Recruitment
Internal
methods

Promotions
&
Transfers

Job posting
Internal methods

Direct methods

Indirect
methods

Third Party
methods
Consultants

Campus

Advertisement
Emp. exchange
Contractors
Walk-ins
Internet

Empee. Referrals

Recruitment policies and procedures

First step is to establish proper policies and
procedures.
A recruitment policy indicates the
organization's code of conduct in this area of
activity.

 Recruitment Policy Statement:

Advertise all vacancies internally.
Reply to every job applicant promptly.
Inform job applicants the basic details and job conditions of every
job advertised.
Process all the applications with efficiency and courtesy.
Seek (locate) candidates on the basis of their qualifications.
Aim to ensure that every person invited for interview will be given
a fair and through hearing.

The company will not:

Discriminate unfairly against potential on the basis of gender,
religion, caste etc.
Knowingly make any false claims in its job advertisement.

Skills Recruiters Want

Ability to work in team.

Analytical and problem solving skills.
Communication and other soft skills
Creativity and resourcefulness.
Leadership potential.
General managerial skills.
Entrepreneurial skills.

Case
Design and describe a recruiting process for
filling openings for sales representative's for
Pepsi.

 Internal source- existing, data bank,left the

organization,
External source- candidate working for
competitor, job portal, newspaper advt.
consultants,.
Job profile- person who fits the job description.
Collecting resumes.
Desk screening.
Interview.
Actual recruitment.
Offering appointment letter- joining date and
details.

Selection

Introduction
H. R planning

Employment needs

Job analysis

Determines the
required qualifications

Recruitment

Pool of applicant

Selection is choosing best candidate

Selection is happy balance between what applicant can
And want to do and what organization requires

 Various selection tools and techniques are

used to find people with relevant
qualifications who are willing to accept the
job offers and give satisfactory service and
performance in long run.

Definition
To select means to choose. Selection is the
process of picking individuals who have
relevant qualifications to fill jobs in an
organization. The basic purpose is to choose
the individual who can most successfully
perform the job from the pool of qualified
candidates.

The Process
Selection is usually a series of hurdles.

Selection process
Hiring decision

Reference checks

Medical examination

Selection interview

Selection tests

Application blank
Screening Interview
Reception

3
2
1

Reception

A company is known by the people it employs.

A company has to create favorable impression.- to
attract people with talent, skills and experiences.
Right from reception .
Reception should be

Tactful
Extend help to candidates
Friendly
Courteous
Honest and clear.

Screening Interview

Jr. HR executives.
Save time.
Eliminate misfits.
Age , experience, pay expectations, location
choice.
Also known as courtesy interview.

Application blank

It is a blank form.- use to collect information on

various aspects of applicants- academic, social,
demographic,reference.
One of the most common method.
Even though applicants come with resumes, it is
important to fill up this form.
To avoid exaggeration .
Applicant needs to sign this form.

Contents of application blanks

Personal data (address,sex, identification marks.)
Marital data (single or married, children,
dependents.)
Physical data (height, weight, health condition)
Educational data( formal education, marks,
distinctions)
Employment data( past experience, promotions,
nature of duties, reasons for leaving jobs, salary
drawn etc.)
Extra-curricular activities data ( sports / games,
prizes won, leisure time activities.)
References

Selection tests

Some of commonly used employment tests :

Intelligence tests These are mental ability tests.
Learning ability,
Ability to understand instructions and make judgment.
Memory, vocabulary, numerical ability, perception etc
Mostly used for fresh graduate.
Banking, insurance, financial services sectors.

 Aptitude test:
To measure an individuals potential to learn certain
skills- clerical, mathematical..
Ability to learn a given job quickly and efficiently.
Personality tests:
Measuring personality factors and relationship between
personality factors and actual job criteria.
Projective test- Picture- emotions.
Interest tests- Interest.
Preference test-

 Work sample test.- routine , repetitive jobs like

typing.
Simulation test-For managers- work problems.
Assessment center

Managerial posts.
Whole day exercises.
Team of experts- supervise.
Performed in groups.
The in baskets.
Group discussion.
Business games.
Individual presentation
Structured interview.

Evaluation of Assessment Center Technique

Graphology tests
Polygraph tests: Piece of
electronic equipment also called
a polygraph used to determine
whether a person is telling the
truth by looking for dramatic
changes in blood pressure, body
temperature, breathing rate, heart
rate and skin moisture in
response to questions.

 Integrity test:these are designed to

measure employees honesty.
Typical integrity questions:
Questions
Have you ever told lie?
Do you report to your boss if you
know of another employee stealing
from store?
Do you carry office stationery back to
your home?
Do you mark attendance for your
colleagues also?

Yes

No

Selection practices of global giants

Psychometric instrument,
personality questionnaire,
occupational testing
Uses 3 psychometric tests to measure
a persons ability as a team player.
Check assertiveness.
Global orientation.
Competency based interviewing techniques,
Lateral thinking, problem solving

Selection interview

Interview is the oral examination for employment.

Most important and essential step in the selection
process.
Through interview we can make out following
things:
Interviewees agreeableness.
Ask questions that are not covered in tests.
Get maximum information.
Subjective aspects: facial expression, appearance,
nervousness etc.
Enthusiasm and intelligence.
Give facts to the candidate about company.

 Types of interviews
The non- directives interview:
Questions as they comes to mind.
Broad and open-ended question.

The directive or structured interview:

Predetermined set of questions that are clearly
related to job.
Comparison among applicant is easy.
Eliminate biases and errors.
Time consuming to design questions.
More mechanical.

 The situational interviews:

The applicant is confronted with a hypothetical
incident and ask how he/ she would respond to
it.

The behavioral interviews:

Focuses on actual work incidents.- past
What he did in that situation.

Stress interview:
How applicant respond to
aggressive,embarrassing rude, insulting
question.
Panel interview

 Stages in a typical employment interview:

Evaluation

Termination
Info. exchange
Reception
Preparation

 Medical examination:
Whether the applicant is medically suitable
or not.

 Reference checks:
Obtain job applicants written permission to
check references prior to doing so.
Ask questions related to job.
Key aspects: applicants previous history
including the reasons for leaving.

Hiring Decisions

Selection process
Hiring decision

Reference checks

Medical examination

Selection interview

Selection tests

Application blank
Screening Interview
Reception

3
2
1

Legal and Social constraints on

employment

 EEO: Equal Employment Opportunities.

EEO is used to represent a collection of
legal and social policies that corporate
should follow while employing.
All managers and supervisors must be
familiar with EEO policies.

WHY EEO?

Survey 2300 blue and white collar workers1/3rd said they had witnessed
sexual harassment in the past year.
36% of the respondents said they had
observed employment discrimination.

The goal of Human Resource Management:

To make maximum use of all human
Resource available.

By discriminating against individuals

because of:
Race, sex, national origin,
Disability etc.

Discrimination
Discrimination means to distinguish clearly or
differentiate.
Protected class.: a group of people who share some
characteristics in common such as :

Race
Color
Religion.
Sex.
National origin.
Age.
Obesity- weight based discrimination.

A corporate policy against sexual harassment of employees

Corporate policy is that all employees have the right to work in an
enviournment free of discrimination.
One form of discrimination is sexual harassment.
Any employee found engaging in sexual harassment will be subject to:
Official reprimands that will be placed in the employee's permanent
personnel file.
Suspension from work without pay.
Demotion to lower paying job assignment.
Other appropriate action.

Telling jokes of a sexual nature, using sexually explicit words that

might be considered offensive, comments concerning to the bodies of
members of opposite sex.
Our company will take every step necessary to protect individuals
from it.- company policies.

What companies should do?

Organizations need to make

procedures objective and job
related- performance based.
Develop grievance
procedures
Avoid quota system

Child labour
Indian law already prohibits the employment of
children under 14 in "hazardous" industries

At least 12 million Indian children work

instead of going to school,
according to government estimates.

Disability

The only disability in life is a bad attitude.

Disability
1.

2.

3.

Deficiency, especially a physical or mental impairment

that interferes with or prevents normal achievement in a
particular area.
"The Persons with Disabilities (Equal Opportunities,
Protection of Rights and Full Participation) Act,
1995" has come into force on February 7, 1996.
This law is an important landmark and is a
significant step in the direction of ensuring equal
opportunities for people with disabilities and their
full participation in the nation building.

1. 3% of vacancies in government
employment shall be reserved for
people with disabilities, 1% each for
persons suffering from :
Blindness or Low vision
Hearing Impairment
Ethical responsibility of corporate- Blind
employees in call centers.

Case
Suppose that a friend of yours has been
exposed to the AIDS virus and is HIVpositive. Your friends employer learns
about this and fires your friend. Is this
illegal employment discrimination?

AIDS in the workplace.

Employer cannot require a
test for AIDS.
An employer cannot
discriminate who is
HIV+.
Treat AIDS like any other
disease.
Educate coworkers about
AIDS.
Maintain confidentiality of
all medical record.
Accommodate or make a
good effort to
accommodate the AIDs
victim.

Case
As a H. R. Manager if you receive a
complaint of sexual harassment by one of
your female employee. What procedure you
will follow?

Discrimination complaint

Grievance committee

Investigation

Interviewdirectly involved
Knowledge of the incident.
Check personnel file

Ruling on the incident

No foundation
For complaint

Some foundation
For complaint

Do not record
accuser's file

Issue warning.
Official record

Strong foundation
For complaint

Suspend without pay.

Demote

Test your understanding

Multiple choice questions (pick the most appropriate

one)
1. Ultimately, selection decisions are based on:
Personal whims and fancies.
Performance issues.
Turnover potential.
Human resource plan.
Nepotism.
2 Inputs to the selection process include all but
a. Job analysis.
b. Human resource planning.
c. Job applicants.
d. Economic enviournment.
e. Supervision.

3.
a.
b.
c.
d.
e.

The most reliable and valid tests are generally.

Polygraph tests.
Attitude tests.
Intelligence tests.
Personality tests.
Performance tests.

4.
a.
b.
c.
d.
e.

The most reliable type of interview is.

Behavioral.
Stress.
Structured
Situational
Panel.

True/ false questions

1. The basic source of information for recruiting is
recruiters themselves.
2. Interviews are one of the most reliable selection
devices.
3. The most reliable type of interview is structured.
4. Questions that elicit yes or no answers provide
the interviewer with more clarity.
5. The selection ratio is the number of applicants
hired/total number of applicants.

Thank you