Recruitment and Selection Unit 4

1. Recruitment and SelectionUnit 4

2. Recruitment • According to Dictionary of Human Resource Management: • Recruitment is the process of generating a pool of candidates from which to select the appropriate person to fill a job vacancy. Typically the recruitment process involves identifying a job vacancy, specifying the requirements of the job (job description) and the skills needed to perform the job competently (person specification).

3. Importance of Recruitment • Recruitment process is the first step in the employment of labour and the methods through which labour is brought into industry has much to do with the ultimate success or failure of such employment. • It has been regarded as the most important function of personnel administration, because unless the right type of people are hired; even the best plans, organization charts and control systems would not do much good.

4. Factors Affecting Recruitment • The size of the organization; • The employment conditions in the community where the organization is located; • The effects of past recruiting efforts • Working conditions and salary and benefit packages offered by the organization --- which may influence turnover and necessitate future recruiting;

5. Factors Affecting Recruitment • The rate of growth of organization; • The level of seasonality of operations and future expansion and production programmes; and • Cultural, economic and legal factors etc.

6. Sources of Recruitment • Internal Recruitment • According to the Dictionary of Human Resource Management • It is the process of filling a job vacancy through promotion or transferring an existing employee within the organization. • External Recruitment • According to the Dictionary of Human Resource Management • It is the process of attracting applicants for a vacancy from the available pool of labour outside the organization.

7. Outside Sources of Recruitment • Advertising • Employment Agencies • Employee Referrals • Schools, Colleges and Professional Institutions. • Labour unions • Casual applicants • Professional organizations or recruiting firms or executive recruiters.

8. Outside Sources of Recruitment • Indoctrination seminars for colleges professors. • Unconsolidated applications • Nepotism • Leasing • Voluntary organizations • Computer data banks

9. Sources for recruitment in India • Within the organization; • Badli or temporary workers; • Employment agencies; • Casual Callers; • Applicants introduced by friends and relatives in the organization; • Advertisements; • Labour contractors.

10. Selection • According to Dictionary of Human Resource Management: • selection is the process of assessing job applicants using one or a variety of methods with the purpose of finding the most suitable person for the organization. It is the stage that follows the recruitment process, whereby a pool of possible candidates has been generated.

11. Selection Procedure • Initial or preliminary interview • Application blank or blanks. • Check of references. • Psychological tests. • Employment interview • Approval by the supervisor. • Physical examination. • Induction or orientation.

12. Selection Techniques • The techniques are designed to reveal attributes, skills, and qualities of the individual that indicate their suitability for the job. • Selection techniques include: • assessment centres, • biodata, graphology, • interviews, • psychometric • tests • reference checks, • and work sampling.

13. Characteristics of good interviewers • Knowledge of the job or other things with which interviews are concerned. • Emotional maturity and a stable personality. • Sensitivity to the interviewee's feelings and a sympathetic attitude. • Extravert behaviour and considerable physical stamina.