Recruitment and Selection in HRM

1. Recruitment and Selection
Dr. RMKV
SBKC

2. Introduction
• Recruitment and Selection Process in HRM refers to the locating and
encouraging the potential applicants so as to pick that one who has
relevant qualifications and skills to fit for a job role in the organization. Its
simple purpose is to choose the most successful performing applicant from
the pool of Candidates. Both these process plays a very significant role in
finding the Best Fit of Employee for the organization. Recruitment is like a
Screening process to receive the Job Applications of Applicants and
conduct Interview so as to increase the Success rate of the Selection
Process. And in the Selection Process, the HR Manager matches the Exact
requirement of the Firm with the Skills and Ability of Candidates. There is
not any Fixed Recruitment and Selection process in HRM. It varies from
Organizations to Organizations.

3. Importance
• Determine the Present and Future Requirements of Firm-Recruitment
and Selection Process is to determine whether there is any Requirement of
any Applicant in Present and Future for firm. The HR Manager has to fulfil
both these needs.
• Increase the pool of Job Candidates at minimum cost- It is also done
to increase the pool of Job Candidates at the minimum cost. It’s because by
Recruitment and Selection process, firm can hire the Right Candidates from
the pool by conducting all the Required Selection tests and Interviews.
• Helps to reduce the probability of losing Candidates- It helps to
reduce the probability that the applicants once recruited and selected will
not leave the organization after a short period of time.

4. Importance
• Easier for applicants- Selection process is helpful for applicants to
better know about the Company which increases both Individual and
Organizational Effectiveness.
• Facilitates contact with Applicants- In conducting so many
Selection tests like Aptitude Test, Psychological Tests, Interviews and
more. It helps the HR Manager to have better contact with the
Applicants by knowing their skills. This helps in finding the Right
Applicant for a particular job.
• Better assure the Applicants- As an Applicant to crack or pass the
all the Interviews and Tests, it assures an Applicant about its Individual
Effectiveness. It also develops the Trust over the Company.

5. Steps in Recruitment and Selection Process in
HRM
• Recruitment and Selection Process starts from Identifying the Job
Vacancies, prepare the Job Preparation, advertising the Job Vacancies,
preliminary Interview. It involves so many Tests and Interviews which
Candidate has to pass to get the job. Those Applicants who clarifies all
these Tests and Interviews got selected for the Job. Those who don’t
clarifies are not selected. So, Let’s know all the steps in Detail.
• (i) Identify Job Vacancies- The Recruitment and Selection process starts with
the job vacancies. If there is any requirement of any Employee for the present
or future needs, then this process starts.
• (ii) Prepare Job Preparation and Job Specification- After identifying the
Vacancies, then the HR Manager prepare the Job Role and collect the Job
specifications like the required Qualifications, Skills, Years of experience etc.
to get that job

6. Steps in Recruitment and Selection Process in
HRM
• (iii) Advertising the Job Vacancy- Now HR Manager has prepared the Job
Preparation and Job Specification. After this, HR Manager advertise the Job
Vacancies to the various Job Portal Websites like Naukri.com, Indeed.com,
Monster.com, LinkedIn and various offline mediums like TV, Newspaper etc.
• (iv) Managing the Response- By Advertising the Job Vacancies, companies
receive a no. Of Resumes which HR Manager has to manage and shortlist
according to their appropriate qualifications and skills required for the
particular job.
• (v) Arrange the Interviews- Those candidates who has the relevant skills
required for the job are called for the scheduled Interviews.
• (vi) Reception- A Company is known by the Employees. To make a Good
Impression on the Candidate about the company so as to hire them it all
start from the reception.

7. Steps in Recruitment and Selection Process in
HRM
• (vii) Screening Interview- A Screening Interview is generally prepared by large
organizations to cut the cost of Selection by allowing only eligible candidates
to go through the further stages in Selection. This Interview is also known as
Courtesy Interview which is dependent on the suitability for a job such as Age,
Education, Experience, Pay Expectations, Location Choice etc.
• (viii) Application Blank- Application Blank is one of the Most Common
Method used to collect Information on various Aspects of the Applicants
academic, social, demographic, work related Background, Reference. It is a
Brief History Sheet of an Employee Background usually containing the
following information- Personal Data- Address, Sex, Family Occupation etc.
• Marital Data- Single/Married, Children etc. Physical Data- Height, Weight etc.
• Education Data- Educational Qualifications, Marks Obtained. Employment
Data- Past Experience, Nature, Promotion, reason for leaving Previous Job,
Salary Expectations etc.

8. Steps in Recruitment and Selection Process in
HRM
• Extra-Curricular Activities Data- Participation in other activities in College
Fest like Anchoring, Business Plan or any other Sports Participation.
References- If there is any Reference of Applicant from any Employee, then
they have to write their name.
• (ix) Selection Test- A Selection Test is a standardized objective
measure of a person’s behaviour performance or attitude. These tests
play a major role in Recruitment and Selection Process Some of the
Commonly used Selection Tests are-
• Intelligence Test- This test is conducted to know the Mental Ability of the
Candidate. In this, several questions are asked to know his Judgement Power,
Decision Making and other skills.
• Aptitude Test- In this Test, some Verbal, Reasoning, Numerical Questions are
asked to know the ability to perform the job.

9. Steps in Recruitment and Selection Process in
HRM
• Personality Test- In this, all the personality traits and Personality Development related questions are
observed by the External Checker. In this, the Checker asks the Candidate to give a presentation etc. so as to
check their presentation skills, public speaking skills, soft skills and lot more.
• PIP Test- PIP stands for Projective, Interest, Preference Test.
• In Projective Test, the team gives the different situations, problems according to their Attitudes, Motives and
Values.
• Interest Test is conducted to know the Interests of that Employee in the specific job. It is related to the areas
of the work in which he/she is specialized.
• In Preference Test, the Team compares the Individual effectiveness with the Organizational requirements to
know whether is a better choice for a Company or not.
• Graphology Test- This test is conducted to test the handwriting of the candidates because The Handwriting
also specifies the Nature of the Candidate which comes in psychology.
• Integrity Test- This test is conducted to predict the honesty of the employees by giving the different
situations so that to develop a trust in the company.
• Achievement Test- If an Applicant knows something, achievement test is conducted to measure how well
they know it i.e. Typing Test, Decision Making Test etc.

10. Steps in Recruitment and Selection Process in
HRM
• (x) Selection Interview-
• This is a very Important step in the Selection Process in HRM. Even for the Exams,
this question alone comes for 10 to 14 marks. So, Selection Interview is the oral
examination of candidates for employment. In this step, Interviewer tries to
obtain and synthesize information about the abilities of the interviewer and the
requirement of the job. Interview gives the Recruiter an opportunity to:
• Size up the Interviewee’s agreeableness.
• Ask Questions that are not covered in the Selection Test.
• Obtain as much pertinent information as possible.
• Access Subjective aspects of Candidate by their Facial Expression, Appearance, Nervousness
etc.
• Make judgements on Interviewee’s Enthusiasm and Intelligence.
• Give Facts to the Candidates regarding company policies, programmes and promotes the
goodwill of the Company.

11. Steps in Recruitment and Selection Process in
HRM
• Types of Interview
• The types of Interview are as following-
• Directive Interview- Directive Interview is a kind of pre-planned interview in which Interviewer
asks some predetermined questions from the Interviewee. This is also known as Structured
Interview. In this, the questions can be related to their Education, Personal Information etc.
• Non-Directive Interview- Non- Directive Interview is the opposite of Directive Interview. In this,
no planned questions are asked from the Interviewers and this is also known as Unstructured
Interview.
• Situational Interview- Situational Interview is the type of Interview where the Interviewer gives
some situation to the Interviewee and ask him how you will react or respond.
• Behavioural Interview- In this, Interviewer judge the behaviour of Interview by asking some
psychological questions like How you will feel if you will be dominated by the Female Candidate?
Do you feel women’s inferior from men? These are some of the examples and the count goes on.
• Panel Interview- In this type of Interview, a group of 3-4 Interviewers conducts the Interview and
ask the questions related to the job.

12. Steps in Recruitment and Selection Process in
HRM
• (xi) Medical Examination- Those applicants who have cleared the
Interview process go for Medical Examination. Every company wants
their Employee to have all the physical qualities like High Stamina,
Tolerance of Difficult Working Conditions, Clear Tone of Voice etc. It
reveals whether or not a Candidate possess these qualities.
• (xi) Reference Checks- Once the Interview and Medical Examination
of the Candidate is over, the HR Department engages in checking the
references. In this step, Candidates have to fill in the names of 2-3
references in their application form.

13. Steps in Recruitment and Selection Process in
HRM
• (xi) Hiring Decision- The Line Manager has to make the final decision
now whether to select or reject a candidate after getting the
information from different above techniques earlier.
• The Line Manager has to take adequate care in taking the final
decision because of Economic, Behavioural and Social Implications of
the Social Decision.
• (xii) Appointment Letter- After choosing the Hiring Decision, then
Line Manager gives the Appointment Letter to that candidate. So, this
ends to the Recruitment and Selection Process in HRM.

14. Difference between Recruitment and Selection
Process in HRM
Basis of
Difference
Recruitment Selection
Meaning It is the process of
locating and
encouraging potential
applicants to apply for
existing and anticipated
job openings.
It is the process of
picking those
individuals who have
the relevant
qualifications to fill the
jobs.
Objective Invite more and more
applications for the
vacancy
To Select that
employees who is
suitable according to
the skills,
qualifications.
Sequence First Second
Approach Positive Approach Negative Approach

15. Difference between Recruitment and Selection
Process in HRM
Basis of
Difference
Recruitment Selection
Process In this, vacancies are
advertised on various
Job Portal Websites and
Offline mediums by
which applicants get
notified.
It includes various
steps from Screening
Interview to various
Selection Tests,
Medical Examination, etc.
Dependent Recruitment is not
dependent upon the
Selection.
Selection is
dependent upon the
Recruitment.
Time
Consuming
It requires less time. It involves more time.
Method Economical Expensive

16. Factors Affecting Recruitment
• Recruitment is an important function of the Human Resource
Management in an organization, and it is governed by a mixture of
various factors. Proactive HR Professionals should understand these
factors influencing the recruitment and take necessary actions for the
betterment of the organization. When the market condition changes,
the organization also needs to monitor these changes and discover
how it affects the resources and analyse these functions for making
recruitment an effective process. We have Internal Factors as well as
External Factors that influence the recruitment process.

17. Internal Factor
• Size of organization
• Recruiting policy
• Image of organization
• Image of job

18. External Factor
• Demographic factors
• Labour market
• Unemployment rate
• Labour laws
• Legal considerations
• Competitors