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    Recruitment & Selection

    Uploaded by

    vrushali
    Maintain objectivity and structure to avoid biases

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    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd

    Recruitment & Selection

    Uploaded by

    vrushali
    37 views22 pages
    Maintain objectivity and structure to avoid biases

    Copyright

    © © All Rights Reserved

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    PPTX, PDF, TXT or read online from Scribd

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    Maintain objectivity and structure to avoid biases

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    37 views22 pages

    Recruitment & Selection

    Uploaded by

    vrushali
    Maintain objectivity and structure to avoid biases

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 22

    Talent Acquisition Process

    Step 1 • Identify a Vacancy

    Step 2 • Source and Attract

    Step 3 • Screen and Assess

    Step 4 • Interview and Offer

    Step 5 • Check and on Board


    Recruitment
    What comes to your mind?
    Recruitment

    • Process of searching for and obtaining applicants


    for jobs, from among whom the right people can be
    selected.

    • Generating a pool of qualified applicants for


    organizational jobs.
    Recruitment yield Pyramid
    5o
    Ne
    w
    Himade
    Offers
    res
    (2:1)
    Candidates interviewed
    (3:2)
    Candidates Invited (4:3)

    Leads Generated (6:1)


    Definitions
    Internal External

    Size of Demographic
    Organization factor

    Recruitment
    Labor market
    policy

    Image of Org Unemployment

    Image of Job Labor laws

    Legal
    considerations
    Factors affecting Recruitment
    Sources of recruitment
    Internal
    • Present Employees (HRIS)
    • Employee Referrals
    • Job postings
    • Moonlighting
    • Promotions and Transfer
    • Former Employees
    • Previous Applicants
    • Succession Planning
    Internal Sources

    Advantages Disadvantage
    • Familiarity with own • Inbreeding leads to less
    employees diversity
    • Better use of talent • Limited choice
    • Economical • Discourages competition
    • Aids succession planning • Stagnation of skills
    • Improves morale • Create conflicts
    • Better motivator • Breeds Politics
    Sources of recruitment
    External
    • E-Recruiting • Job Fairs
    • Media Sources • Campus Recruitments
    • Deputation
    • Employment
    • Word-of-mouth
    Exchanges
    • Raiding/ Poaching
    • Employee Agencies • Labor Unions
    • Professional • Outsourcing and Offshoring
    Associations • Executive recruits (Head Hunters)
    • Customers • Internships
    External Source

    Advantages Disadvantages
    • Brings in new perspective • Expensive and Time
    • Open Process consuming
    • Availability of talented • Unfamiliarity with the
    candidates organization
    • Opportunity to select the best • Discourages existing
    candidate employees
    • Provides healthy competition • Loss of time to settle
    Trends seen in Recruitment

    • Outsourcing
    • E-Recruitment
    • Job boards
    • Career websites
    • Employer websites
    • Social Networking sites
    • Blogging

    • Poaching
    Recruitment evaluation and
    metrics
    Recruitment
    Metrics Recruitment
    Satisfaction Analysis
    Time to fill
    openings (55%)

    Cost per hire (44%) Recruits: Time to offer


    . Vendor costs (70%), Quantity and (37%)
    background Quality (29%)
    verification (66%), . ‘Early attrition’
    referral cost (65%) (30%) and
    and assessments ‘Manager Success Base Rates
    (50%) feedback’ (20%)
    How do you improve
    recruitment effectiveness
    • Resume mining
    • Applicant tracking
    • Employer career websites
    • Internal mobility
    • Realistic job previews
    • Responsive recruitments
    Selection defined

    • Process of choosing from among the candidates


    from within the organization or from the outside,
    the most suitable person for the current position or
    for the future position
    - Koontz et al.
    Differences between

    Recruitment Selection
    • Follows recruitment
    • Technically precedes selection
    • Identifying and encouraging • Choosing the best out of
    potential candidates to apply those recruited
    for jobs in the organizations • Negative such that it
    • Positive in that it increases the involves rejecting large
    number of job seekers for numbers to identify best fit
    wider choices
    • Involves searching • Involves comparing those
    already searched
    Job Analysis

    Recruitment
    Selection Process
    Pre employment screening

    Application Form

    Background check

    Additional Interview

    Conditional Job offer

    Medical Examination

    Job Placement
    Need for scientific search
    False True
    Successful

    Negative Positive
    Error
    Selection Criterion

    True False
    Unsuccessful

    Negative Positive
    Error

    Reject Accept
    Selection Criterion
    Tests

    • “Objective and standardized measure of sample of


    behavior”
    • “systematic procedure for comparing the behavior of
    two or more people”
    • Types:
    • Objective
    • Standardized
    • Sample of behavior
    Selection
    Test
    Types of Tests

    Ability Personality
    Aptitude Interest
    Achievement Personality
    Intelligence Projective
    Judgmental Attitude
    Biographical
    Interviews Interview
    Behavioural
    Interview
    Competency
    Interview
    More

    Situational
    Interview
    Structure

    Stress
    Interview
    Non Directive
    Interview
    Less

    Low High
    Validity
    Interviewing
    Avoid Interviewer Bias
    • Snap Judgments
    • Lack of clarity on competencies or job requirements
    • Contrast effect
    • Confirmation bias
    • Succumbing to Impression Management/ First Impressions
    • Stereotyping
    • Inconsistencies
    • Halo/ Horns effect
    • Non verbal bias

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