Recruitment, Selection Process Methods And Steps, -

Presentation Transcript
1. RECRUITMENT, SELECTION, PROCESS, METHODS AND STEPS, ROLE
OF RECRUITMENT CONSULTANT, ADVERTISMENT AND INDUCTION
2. Recruitment:-
o Organizational activities that provide a pool of applicants for the purpose
of filling job openings.
o It is a process of searching for prospective employees .
o Stimulating & Encouraging them to apply for jobs in the org.
3. Factors Governing Recruitment
o Internal Factors
 Recruitment Policy of the Org
 Size of the org & the Number of Employees
Employed
 Cost Involved in Recruitment
 Growth & Expansion Plans of the Org.
o External Factors
 Supply & Demand of Specific Skills in the
Market
 Political & Legal considerations such as
Reservations of jobs for reserved Catagories
 Company’s Image Perception by the Job
Seekers.
4. Sources Of Recruitment:
o Present Employees
o Unsolicited Applicants
o Educational and Professional Instituitions
o Public Employment Offices
o Private employment Agencies
o Employee Referrals
o Help wanted Advertising
o Walk-Ins
5. Selection:
o Is the process of discovering the qualifications & characteristics of the job
applicant in order to establish their likely suitability for the job position.
o A good selection requires a methodical approach to the problem of finding
the best matched person for the job
6. Selection Process
o Preliminary Interview
o Selection Tests
o Employment Interview
o Reference and Background Analysis
o Physical Examination
o Job Offer
 o Employment Contract
7. Use of psychological test in selection
8. Why choose testing
o Objectivity – good psychological tests are standardised on a large sample
and provide normative data across a wide range of demographics and age
cohorts. Well selected tests will allow you to demonstrate talents that may
otherwise not be evident.
o Validity – psychometric tests are a more valid method of assessment than
interviews, academic achievement & reference checks, and when utilised
in combination (for example in an assessment centre) are highly predictive
of future job performance.
o Cost – the cost of selection errors is large for both the employer and the
employee. Psychometric tests help to minimise costs while maximizing
potential fit between the candidate and the job.
9. Brief history of tests
o Comparisons of human attributes and differences have a very long history.
o Hippocrates – (400BC) attempted to theoretically define four basic
temperament types: sanguine (optimistic), melancholic (depressed),
choleric (irritable) and phlegmatic (listless and sluggish).
o Galton - (19th century) measured human individual differences in terms of
ability to discriminate between stimuli.
o Binet - devised tests to measure differenced in specific human abilities.
Now numerous tests measure specific abilities, strengths and
competencies.
10.
o Army Alpha and Beta tests (WW1) – developed out of an urgent need to
select personnel with specific aptitudes for training in specialist and
strategic roles.
o Today – Psychological tests widely used in selection practices.
11. Psychological tests (definition and dimensions)
o A selection procedure measure the personality characteristics of applicants
that are related to future job performance. Personality tests typically
measure one or more of five personality dimensions:
o Extroversion,
o Emotional stability,
o Agreeableness,
o Conscientiousness and
o Openness to experience.
12. Types Of Psychological Tests
o Psychological tests fall into several categories :
o Aptitude tests : It refers to potentiality that a person has to profit from
certain kind of training.
o Achievement tests: It helps to measure the proficiency that a person has
been able to achieve.
o Intelligence tests : It attempts to measure the intelligence—that is, basic
ability to understand the world around you, assimilate its functioning, and
 apply this knowledge to enhance the quality of your life. Or, as Alfred
Whitehead said about intelligence, “it enables the individual to profit by
error without being slaughtered by it.”[ 1 ] Intelligence, therefore, is a
measure of a potential, not a measure of what you’ve learned (as in an
achievement test), and so it is supposed to be independent of culture.
o IQ=Mental Age/Actual Age*100
o For example, a six year old child with a mental age of 6 would have an IQ
of 100 (the “average” IQ score); a six year old child with a mental age of 9
would have an IQ of 150. Today, intelligence is measured according to
individual deviation from standardized norms, with 100 being the average.
13. Cont…
o Neuropsychological tests : It attempts to measure deficits in cognitive
functioning (i.e., your ability to think, speak, reason, etc.) that may result
from some sort of brain damage, such as a stroke or a brain injury.
o Occupational tests : It attempts to match your interests with the interests of
persons in known careers. The logic here is that if the things that interest
you in life match up with, say, the things that interest most school
teachers, then you might make a good school teacher yourself.
o Personality tests : It attempts to measure your basic personality style and
are most used in research or forensic settings to help with clinical
diagnoses. Two of the most well-known personality tests are
o 1. Minnesota Multiphasic Personality Inventory (MMPI), or the revised
MMPI-2, composed of several hundred “yes or no” questions, and
o 2. Rorschach (the “inkblot test”), composed of several cards of inkblots—
you simply give a description of the images and feelings you experience in
looking at the blots.
o Specific clinical tests :It attempts to measure specific clinical matters,
such as your current level of anxiety or depression.
14. USES OF TESTS
o Evaluation of right candidate
o Proper selection of candidate
o Identifying the candidates personality
15. Places Where Psychological Testing Is Used
o Colleges or Educational Institutes
o Army,Navy etc.
o Bank
o Airlines
o Companies
o Schools
o So, now a days in most of the places candidates are evaluated on the basis
of the psychological test.
16. Advantages
o can result in lower turnover due if applicants are selected for traits that are
highly correlated with employees who have high longevity within the
organization
o can reveal more information about applicant's abilities and interests
 o can identify interpersonal traits that may be needed for certain jobs
17. Disadvantages
o difficult to measure personality traits that may not be well defined
o applicant's training and experience may have greater impact on job
performance than applicant's personality
o responses by applicant may may be altered by applicant's desire to respond
in a way they feel would result in their selection
o lack of diversity if all selected applicants have same personality traits
o cost may be prohibitive for both the test and interpretation of results
o lack of evidence to support validity of use of personality tests
18. Tips
o Select traits carefully :
o An employer that selects applicants with high degree of 'assertiveness',
'independence', and 'self-confidence' may end up excluding females
significantly more than males which would result in adverse impact.
o Select tests carefully:
o Any tests should have been analyzed for (high) reliability and (low)
adverse impact.
o Not used exclusively:
o Personality tests should not be the sole instrument used for selecting
applicants. Rather, they should be used in conjunction with other
procedures as one element of the selection process. Applicants should not
be selected on the basis of personality tests alone.
19. Types of Interviews
o Structured
o Unstructured
o Mixed
o Behavioral
o Stressful
20. BARRIERS TO EFFECTIVE SELECTION
o Perception
o Fairness
o Validity
o Reliability
o Pressure
21. Stages In Selection Process:
o Stage 1: Screening Of Application Forms.
o Stage 2: Tests--Intelligence, Aptitude, Technical, Psychometric, Ability,
Interest.
o Stage 3: Selection Interview.
o Stage 4: Selection Decision
22.
o RECRUITMENT PROCESS PRACTICES BY
o CAPGEMINI INDIA
23. Steps Of Recruitment Process
24. RECRUITMENT PROCESS FOR FRESHER
 o WRITTEN /APPTITUDE.
o GROUP DISCUSSION.
o PSYCHOMETRIC TEST(CONDITIONAL).
o TECHNICAL INTERVIEWS(CONDITIONAL).
o HR INTERVIEWS.
25. RECRUITMENT PROCESS FOR HIGHER POST
o PSYCHOMETRIC TEST.
o BUSINESS GAME.
o HR INTERVIEWS.
26. SELECTION PROCEDURE/STEPS 1 PRELIMINARY SCREENING 2
SENDING APPLICATION FORMS 3 TRADE TEST 4 WRITTEN TEST 5
PSYCHOLOGICAL TEST 6 INTERVIEW 7 PHYSICAL TEST 8 ON THE JOB
TEST 9 REFERENCE 10 ORIENTATION 11 FINAL SELECTION 12
INTIMATION TO SALARY DEPT.
27. Difficulties in Recruitment process
o Talent Acquistion.
o Expensive.
o Time Constraint.
o Retention of employees.
o Managing low attrition rate.
o Budget.
28. Challenges in Recruitent & Selection:
o Talent Shortage
o Attrition Rate
o Reservations and other Gov. Policies
o Remoteness of Job
o Scrutinity of employee’s credentials
29. Basic Diff. Between Recruitment and Selection:
o Recruitment- searching for and attracting applicants qualified to fill vacant
positions
o Selection- Analyzing the qualifications of applicants and deciding upon
those who show the most potential
30. Case Study: Selection And Recruitment Practices in Wipro Tech
o Wipro Tech is an information technology service company established in
India in 1980.
o Headquarter Bangalore
o Rank Third largest IT services company in India
o Employees Strength 78,000 as of September 2007
31. Q & A Session with WIPRO HR:
o How requiremnt arises in Wipro?
o ◊ Acquisition of Projects, as per needs of PM,TL.
o How do you come to know about technology on which the workforce have
to be recruited.
 o ◊ Project manager, technical lead handover(or mail) HR team about Job
description as well as little bit project description ,& required technical
competencies.
32. Cont....
o How do you come to know about no. of candidates to be recruited?
o ◊ First do check about current workforce which is on bench and having the
required skill then we decide about no. of candidate to be recruited.
o What's the first process of recruitment?
o ◊ If the recruitment is on small level and the skillset is easily available
then we scan our database for candidates but if the recruitment is very
large and skillset is presice (or scarcity of skillset ) then we give the advt
in news papers.
33. Cont.... What is the next step We shortlisted the resume on the◊you follow ?
basis of skill and experience and availability of skill set in market, then we invite
them for further process like Aptitude Test ,Group Discussion, Interview.
34. Cont....
o What kind of professionals can find job opportunities with the company?
o ◊ We have a rigorous recruitment process to ensure that we hire the best
talent in the industry. All our HR processes are competency based.
o Educational qualifications are function dependent.
o In addition to a good education, we look for candidates with high
potential, integrity and the ability to lead the organisation in future.
o Our main focus is on `internal growth' and hence we look for candidates
who are steady, interested in building a career with Wipro and who bring a
new perspective to the organisation.
35. Cont...
o What kind of retention policies do you implement to fight attrition?
o ◊ Our values and culture, freedom and autonomy, exciting challenges and
opportunities for career advancement are our key retention tools.
o We work in a highly charged environment with talented and successful
people that motivate one and all.
o We believe that apart from salaries, employees seek fast growth, exciting
work environment and opportunity to make a difference through
entrepreneurial ventures, amongst other things.
o Each employee has a career growth plan in place. Based on the career plan
we give each of them opportunity to work in various functions to get a
wide and varied exposure.
o We also have a compensation design, which aggressively differentiates
between performers and non-performers.
o We were arguably the first FMCG company in India to offer stock options
to employees.
o We also purge the bottom 10% on a regular basis so that they do not
become a liability for others.
36. Role of recruitment consultants
37. What is Consultant
 o A consultant (from the Latin consultare means "to discuss" ) is
a professional who provides advice in a particular area of expertise such as
accountancy, the environment, technology, law, human resources,
marketing, medicine, finance, public affairs, communication, engineering,
graphic design, or waste management.
o A consultant is self-employed or works for a consultancy firm, usually
with multiple and changing clients.
38. Types of Consultant
o Environmental consultants.
o Technology Consultant.
o Human Resource Consultant
o Marketing Consultant
o Law Consultant
o Medicine Consultant
o Finance Consultant
o and many more….
39. What Is Recruitment Consultant
o "Recruitment consultants work with companies to help them find the
right people for their positions. They also work for candidates to find a
role that is suitable for them.
o The key skill of a recruitment consultant is to meet the needs of both the
client and the candidate to ensure the best mutual fit; this is not simply a
case of skills matching but of truly understanding the business and its
culture, as well as the aspirations of the candidate."
40. Recruitment Consultant Activities
o A recruitment consultant is responsible for helping employer clients to
recruit staff for job vacancies. These vacancies can be permanent or
temporary roles.
o Recruitment consultants develop an understanding of their client's
requirements, then identify potential staff (candidates) through existing
contacts or by advertising roles/headhunting (executive search). They
assess candidates' skills through interviews, tests and background checks,
then make recommendations to their client.
o Consultants also provide advice to both clients and candidates on salary
levels, training requirements and career opportunities. Developing solid
relationships with clients is integral to the role.
o .
41.
o » Typical work activities
o A recruitment consultant's role is demanding and diverse.
o using marketing and business knowledge to extend company contacts.
o identifying and evaluating employers' recruitment needs.
o negotiating terms of employment.
o interviewing potential candidates
o clarifying and negotiating salary and benefits relating to the role.
o headhunting - identifying and approaching suitable candidates.
 o monitoring candidates once placed.
o collecting feedback from employers on the performance of candidates who
have previously been placed with them.
o maintaining current records and personal statistics for review against
performance targets.
o documenting clients' details and vacancy requirements in a brief.
42. Various Players In Recruitment Consultancy
o At National Level
o 3P Consultant Pvt. Ltd.
o ABC International Placement Services
o Active Consultant
o Beta Consultancy HR Services
o Browse Consulting
o Career Graph
o CareerIndia
o Dynamic Consultant
o Enterprise Consulting
o HUDDAR
o Human Ware India
o JCG Associates
o and many more……
43.
o At Global Level
o ADD Resources
o BLT
o Camron James
o Osiris Connections
o Prism Executive Recruitment
44. What makes a Good Recruitment Consultant
o To be successful in the recruitment industry you must:
o be ambitious and confident
o be goal orientated
o have good interpersonal and communications skills
o be a good team player
o be able to handle multiple priorities
o be tenacious
o be a problem solver
o be able to work to deadlines and targets
o enjoy responsibility and working in a high-pressure environment
o have a good sense of humour
45. Opportunity as a Recruitment Consultant
o A chance to work with a large successful organization.
o An opportunity to develop within the Recruitment Industry with one of the
most supportive and resourceful organizations.
o A role that could provide you with a solid future within Recruitment.
 o A competitive annual salary and excellent commission packages
o Fantastic training and mentoring opportunities
46. Challenges Faced By Recruitment Consultant
o Develop expertise in those strategic areas, where the consultants have not
developed expertise when firm is focused and the consultant is a
generalist.
o Reinforce and update knowledge and skills in the areas of focus of the
firm when the firm is focused and the consultant is an expert.
o Provide the consultants exposure to areas where they do not have expertise
in a non focused firm with expert consultant. Here, the long-term
objectives of the consulting firm is to operate in a wide range of
sections/functions.
o Expose the consultants to all upcoming sectors/functions in a non-focused
firm with generalist consultant .
o Three key areas which every consultant should be well conversant
o 1)knowledge and skills related to Man-management.
o 2)Business development, and Quality assurance.
o 3) evaluation technique.
47.
o To maintain Effectiveness and Efficiency.
o Innovation and Quality Assurance are two key elements in the success of
any consulting firm.
o Maintain the customer relationship.
48. Advantages
 Fast Response
 Broad customer base in private and public sectors
 Improved attraction and recruitment strategies
 Identifies and prepares potential job applicants
 who will be appropriate candidates.
 Higher succession rate of the selection process by
 reducing the number of visibility under-qualified
 or overqualified job applicants.
49. Disadvantages
 Non -ethical strategies.
 It won't always work.
 Cost.
50. What are Advertisements…..
51. ADVERTISEMENT
o What is advertisement?
o Advertising is a one-way communication whose
o purpose is to inform potential customers about products
o and services and how to obtain them
o For Recruitment –
o To provide information that will attract a significant pool of qualified
candidates and discourage unqualified ones from applying.
52. Various kinds of Advertisement
 o Media
o (E.g. billboards, printed flyers , radio, web banners, web popups, human
directorial, magazines, newspapers, posters)
o Above the line Media: Press, TV, Outdoor, posters, and radio ( recognized
ad agencies get commission from these media)
o Below-the-line Media: Direct mail, Sale Promotion, merchandizing,
exhibitions
53.
o Price Advertisement
o Covert Advertisement
o Local Service advertisement
o Business to Business Advertisement
o Direct Response Advertisement

Various kinds of Advertisement

54. Medium for Recruitment Advertising

o Television
o (e.g. News pop-ups, Commercial ads like Accenture & many more)
o Radio (e.g. Radio Mirchi… )
o Magazines (e.g. Business Today, Winning Edge, Human capital…)
o Newspapers (e.g. Blind Box Ads, Business accents, Times classified etc..)
o Internet (e.g. Web portal like Naukri.com, Monster.com…)
o Direct Mail
55. COST
56. COST
57. Graphical Comparison
58.
59.
60.
61.
62.
63. Success Factors
o Customer realization of Product.
o Quality of a Product is determined.
o Exposes company’s Culture
o Ramp Up Awareness of Brand among masses and hence increase Demand
64. Use of Advertisements in Recruitment Process.
o Creating awareness of Job Opportunities in the specified field of Interest.
o Finding Desirable Candidates
o Keeping an competitive edge over competitors as more advertisements
attracts best of the job seekers.
o Advertisement is the fastest way to spread recruitment hiring information .
65. Evaluation and Effects
o Newspapers
  Advantages – Short lead time, flexible, reach large audience,
community prestige, intense coverage, reader control of exposure,
coordination with national advertising, merchandising service,
segment consumer by geography.
 Disadvantages -- short life span, may be expensive relative to other
media, hasty reading, poor reproduction, lack of creativity.
66.
o Radio
 Advantages – audio capacity, short lead time, low cost relative to
other media, reach demographic and geographic segmented
audience, reach large audience.
 Disadvantages – don’t have visual capacity, fragmented and
inflexible, temporary nature of message.
o Magazines and Journals
 Advantages -- selectivity for demographic and geographic
segments, high in quality reproduction, lasts as long as magazine is
kept, prestigious advertisement is credibility of magazine is high,
extra services, issue may be read by more than one person.
 Disadvantages – long lead time, lack of flexibility in gaining
attention, often limited control over location of advertisement.
67.
o Television
 Advantages -- impact mass coverage, repetition, flexibility in
getting attention of consumer, prestige, visual and audio
capabilities, short lead time.
 Disadvantages -- temporary nature of message, high cost relative to
other media, high mortality rate for commercials, evidence of
public distrust, lack of selectivity, hard to target customer, requires
production specialists
68.
o Outdoor Advertising
 Advantages – inexpensive relative to other media, quick
communication of simple ideas, repetition of exposure to
customers, ability to promote products available for sale nearby
 Disadvantages -- brevity of the message, short exposure time,
cannot target customer, public concern over aesthetics.
69.
o Internet & Direct Mail
 Advantages – flexibility in reaching target audience, short lead
time, intense coverage, flexibility of format, complete information,
easy to personalize
 Disadvantages -- high cost per person, dependency on quality of
mailing list, consumer resistance, may be considered as junk mail,
may be difficult and expensive to access mailing lists
70. What is induction?
 o Induction is process meant to help the new employee to settle down
quickly into the job by becoming familiar with the people, the
surroundings, the job, the firm and the industry.
o Induction is the process of acquainting the new employees with the
existing culture and practices of the new organization.
71. What is induction for?
o To sort out all anxiety of recruited person.
o To ensure the effective integration of staff.
o History and introduction of founders.
o Understand the standards and rules (written and unwritten) of the
organisation.
o Introduction to the company/department and its personnel structure.
72. Contd.....
o Relevant personnel policies, such as training, promotion and health and
safety.
o To clear doubtful situation between new employee and existing one.
73. Who needs special attention?
o Institute leavers.
o People returning to work after a break.
o Disabled employees.
o Management trainees.
o Employees with language difficulties.
74. Induction Programme
o Before designing induction programme firm need to decide four strategic
choice.

Formal Informal Divestiture Collective Individual Investiture Serial Disjunctive

75. Who is responsible for the induction process?

o HR manager
o Health and safety advisor
o Training officer
o Department or line manager
o Supervisor
o Trade union or employee representative
76. Formal Induction Programme HR Representative Organisational Issues Employee
Benefits Introduction Supervisor Specific Job Location and Duties Special
Anxiety Reduction Seminars To Placement
77. Points while implementing Induction
o Identify the business objectives and desired benefits.
o Secure early commitment
o Agree roles and responsibilities of different players in the process
o Think of induction as a journey
78. Contd.....
o Engage staff prior to joining
o Have clear learning objectives for training sessions
 o Respect the induction needs of different audiences
o Keep induction material up to date
79. Evaluation
o Feedback from whom who completed induction
o Retention rates
o Exit interviews
o Monitoring queries
80. Trends in Induction
o Chalk and talk session
o Questionnaire
o From practicalities to discussion about culture
o Using technologies like e-learning
o Team building exercise
81. Problem in induction
o To keep it simple
o Supervisor is not trained enough
o Employee get so much of information in short span of time
o Large no. of forms
o Employee is thrown into action too soon
o Wrong perception develop in short span
82. Advantages of Good Induction
o Employee retention.
o Create good impression
o It creates good adhesion
o It take less time to familiarise
o Less turnover ratio
o Increase productivity
o No chaos
o Cost reduction
83. In absence of Induction
o Uneasiness of new employee in the environment of the org.
o Poor integration in team
o Low morale
o Loss of productivity
o Failure to work with their highest potential
o Company image goes down
84. Contd.....
o Leads to Early leaving. It leads many problems like:-
o a) High employee turnover
o b) Lowering the morale of remaining staff
o c) Additional cost for re-recruiting
o d) Damage the company reputation
o e) Affect new recruitment
o f) Leaver’s record is affected