Meaning of Recruitment and Selection, Meaning of Interviews , Types of Interviews, Do's and Don'ts of Interviews

2. CONCEPT OF RECRUITMENT

3. TWO GATEWAYS FOR A SUCCESSFUL JOB CAREER

4. WHO INITIATES THE RECRUITMENT PROCESS:
THE HUMAN RESOURCE DEPARTMENT

6. Recruitment- HR Department
 Process of locating prospective employees and stimulate people to
join the organization
 The main aim of recruitment is to identify probable applicants and
invite them to apply for the vacant position.
 Its just a call for the applicants in general and it proceeds with a
selection.
 That means it comes before the selection process.
 Recruitment provides candidates for selection.

8. The Whole Recruitment Process
 Identifying the jobs vacancy,
 Analysing the job requirements
 Finding and attracting the potential resources
 Assessment of the abilities and attitude, required for achieving
the objectives of an organization.
 Reviewing applications,
 Screening
 shortlisting and

9. Sources of Recruitment
Internal & External Sources
Internal (Within Organization)
 Promotions
 Transfers
 Former Employees
 Internal Advertisements (Job
Posting)
 Employee Referrals
 Reinstatement
External (Outside Organization)
 Direct Recruitment
 Employment Exchanges/Agencies
 Advertisements
 Professional Associations
 Campus Recruitment
 Word of Mouth
 Online Recruiters –Naukri, Indeed..

10. SELECTION

11. SELECTION IS
THE PICKING UP
OF THE RIGHT
CANDIDATE
FROM ALL
APPLICANTS

12. BASIS OF SELECTION
EXPERIENCE
REMUNERATION SKILLS
KNOWLEDGE/
QUALIFICATION
REQUIREMENTS
 ROLE EXPERTISE

13. Selection
Selection is the process of selecting a qualified
who can deliver valuable contributions to the
organization.
Pick up the best candidate for the job and
reject the rest.
It is a negative process,

14. An Overview of Recruitment Process
1. JOB ANALYSIS
It Includes
a) Building a job description –Title , Roles and
Responsibilities
b) Defining Minimum qualification
c) Decide on the salary range
d) Set the Job location
e) Identify Skill sets

15. 2. SOURCING OF TALENT
This is the stage where the organization will let it be
known to everyone that there is an open position,
and that they are looking for someone to fill it up.
The most common public platforms they are using
are
Word of
mouth
Campus
Recruitment
Commercial
advertisements
Employment
exchanges
Consultancy
Agencies
Websites
Newspapers

16. 3. SCREENING OF APPLICANTS
 Before recruiters even select which candidates to interview, they
conduct what are referred to as initial screening sessions.
 These are often conducted over the phone or online.
 Many recruiters weed out 50% of candidates during the initial
screening process

17. 4.FINALIZATION OF THE JOB OFFER
 THE LAST STEP IN THE RECRUITMENT AND SELECTION
PROCESS
 SELECTION OF THE BEST CANDIDATE OUT OF THE POOL OF
APPLICANTS.
 OFFER LETTER
 COMMUNICATION OF ACCEPTANCE/ DECLINE OF THE OFFER
BY THE APPLICANT
 INITIAL FORMALITIES AND PAPER WORK
 INDUCTION

18. INTERVIEWS

19. INTERVIEW??
• INTERVIEW MEANS A CONVERSATION BETWEEN
INTERVIEWER AND INTERVIEWEE
• AIMED AT ASSESSING THE POTENTIALITIES FOR A JOB.
• IT IS A TWO WAY COMMUNICATION BETWEEN THE CANDIDATE
AND THE INTERVIEWER.
• AN INTERVIEW IS AN ATTEMPT TO SECURE MAXIMUM
AMOUNT OF INFORMATION FROM THE CANDIDATE
CONCERNING HIS SUITABILITY FOR THE JOB UNDER
CONSIDERATION

20. •AN INTERVIEW MAY BE DEFINED AS A SYSTEMATIC AND SCIENTIFIC
PROCESS
•USED IN THE EMPLOYEE SELECTION WHICH HELPS TO ACQUIRE NEEDED
INFORMATION WITH REGARD TO THE CANDIDATE’S CAPABILITIES AND
HIS INTEREST, APTITUDE AND KNOWLEDGE
• REQUIRED FOR THE JOB
• AND ALSO TO PROVIDE HIM THE REQUISITE INFORMATION ABOUT THE
CONCERNED ORGANISATION THROUGH FACE-TO-FACE
COMMUNICATION,

22. • 1. PRELIMINARY INTERVIEW
• 2. PATTERNED, STRUCTURED OR GUIDED INTERVIEW
• 3. UNSTRUCTURED OR UNGUIDED INTERVIEW
• 4. DEPTH INTERVIEW
• 5. STRESS INTERVIEW
• 6. GROUP INTERVIEW
• 7. PANEL OR BOARD INTERVIEW
• 8. FORMAL INTERVIEW
• 9. INFORMAL INTERVIEW
• 10. ONLINE INTERVIEW
• 11. VIDEO, COMPUTER AND TELEPHONIC INTERVIEW
• 12. EXIT INTERVIEW.

23. PATTERNED, STRUCTURED OR GUIDED INTERVIEW:
• UNDER THIS TYPE OF INTERVIEW A LIST OF QUESTIONS TO BE ASKED
BY THE INTERVIEWER IS PREPARED IN ADVANCE ON THE BASIS OF
JOB SPECIFICATION, AND TO SECURE INFORMATION FROM THE
CANDIDATE.
• THE QUESTIONS WOULD BE ASKED IN A PARTICULAR ORDER WITH
VERY LITTLE DEVIATION, IDEAL AND STANDARD ANSWERS TO THE
SET QUESTIONS ARE ALSO DETERMINED IN ADVANCE.

24. PRELIMINARY INTERVIEW:
•THE MAIN PURPOSE OF THIS TYPE OF INTERVIEW IS
FACT-FINDING AND NOT AWARDING A JUDGMENT.
•THIS INTERVIEW IS CONDUCTED AS THE FIRST STEP
OF SELECTION PROCESS.
•ITS PURPOSE IS TO ELIMINATE TOTALLY
UNSUITABLE CANDIDATES IN THE VERY BEGINNING
OF SELECTION PROCESS.

25. UNSTRUCTURED OR UNGUIDED
INTERVIEW:
•IT IS AN UNSTRUCTURED AND NON-PLANNED
INTERVIEW. THEREFORE IT IS CALLED AS “NON-
DIRECTED INTERVIEW” ALSO.
•IT IS DESIGNED TO LET THE INTERVIEWEE SPEAK HIS
MIND FREELY.
•THE IDEA IS TO GIVE CANDIDATE COMPLETE FREEDOM
TO SELL HIMSELF WITHOUT THE ENCUMBRANCES OF
THE INTERVIEWER’S QUESTIONS.

26. STRESS INTERVIEW:
•UNDER THIS TYPE OF INTERVIEW THE STRAIN IS PUT
ON THE CANDIDATE DELIBERATELY.
•IT IS DESIGNED TO TEST THE CANDIDATE AND HIS
CONDUCT AND BEHAVIOUR BY PUTTING HIM UNDER
CONDITIONS OF STRESS AND STRAIN, USUALLY THE
INTERVIEWER IN SUCH A STRESS CIRCUMSTANCES

27. GROUP INTERVIEW:
•IT IS ALSO CALLED AS DISCUSSION INTERVIEW. IN THIS TYPE
OF INTERVIEW, GROUPS RATHER THAN INDIVIDUALS ARE
INTERVIEWED..
•GROUP INTERVIEW IS GENERALLY CONDUCTED IN A
SITUATION WHERE LEADERSHIP ABILITY IS TO BE OBSERVED.

28. PANEL OR BOARD INTERVIEW
•IN PANEL OR BOARD INTERVIEW, CANDIDATE IS SCREENED BY A GROUP OF
INTERVIEWERS WHO ARE SPECIALISTS IN THEIR RESPECTIVE FIELDS
•THEY JOINTLY EVALUATE THE PERFORMANCE OF THE CANDIDATE

29. FORMAL INTERVIEW:
•FORMAL INTERVIEW MAY BE HELD IN THE EMPLOYMENT
DEPARTMENT BY THE EMPLOYMENT OFFICER IN A MORE
FORMAL ATMOSPHERE WITH THE HELP OF PRE-PLANNED
QUESTIONS AND SCHEDULE, WITH PREDETERMINED
PROCEDURES AND PRACTICES.
•IT MAY ALSO BE CALLED AS “PLANNED INTERVIEW”.

30. INFORMAL OR IMPROMPTU
INTERVIEWS:
•THIS INTERVIEW COMMONLY
OCCURS WHEN EMPLOYERS ARE
APPROACHED DIRECTLY AND
TENDS TO BE VERY INFORMAL
AND UNSTRUCTURED.

31. WALK-IN
•HERE CANDIDATES ARE TO APPEAR FOR INTERVIEW DIRECTLY
WITHOUT SENDING THEIR APPLICATION IN ADVANCE.
•AT THE TIME OF INTERVIEW CANDIDATES ARE ASKED TO
SUBMIT APPLICATION AND TESTIMONIALS IN SUPPORT OF
THEIR QUALIFICATION.

32. TELEPHONE INTERVIEWS:
•THESE TYPES OF INTERVIEWS REFER TO FORMAL CONVERSATIONS
OVER THE TELEPHONE WITH REGARD TO GAINING INFORMATION
ABOUT THE INTERESTS AND SKILLS, EXPERIENCES AND QUALITIES
OF THE INTERVIEWEE OVER A PHONE CALL.

33. ONLINE INTERVIEWS
•AN ONLINE INTERVIEW IS AN ONLINE RESEARCH
METHOD CONDUCTED USING COMPUTER-MEDIATED
COMMUNICATION (CMC), SUCH AS INSTANT MESSAGING,
EMAIL, OR VIDEO.

34. DEPTH OR ACTION INTERVIEW
•THIS INTERVIEW STUDIES
THE INTERVIEWEE DEEPLY,
HIS BELIEFS, VALUES,
PERSONAL DETAILS,
EMOTIONAL QUOTIENT,
ATTITUDE, INTERESTS, ETC.

35. GROUP
DISCUSSION
INTERVIEW
•GROUPS ARE INTERVIEWED IN THIS INTERVIEW, NOT THE
INDIVIDUALS. A SITUATION IS GIVEN TO THE TEAMS FOR GROUP
DISCUSSION WITHOUT TELLING THE TRAITS WHICH WOULD BE
TESTED.
•MEMBERS ARE TESTED FOR THEIR TEAM SPIRIT,
COMMUNICATION SKILLS AND CRITIQUE

36. EXIT INTERVIEW
•THE EXIT INTERVIEW IS GENERALLY CONDUCTED AT
THE TIME WHEN AN EMPLOYEE IS LEAVING THE
BUSINESS ORGANISATION.

38. WHAT DO YOU NEED TO DO IN AN INTERVIEW
1. RESEARCH THE COMPANY

39. • Avoid junky/funky styles
• Avoid dazzling colors
• Minimal jewelry
• Comfortable attire
• Avoid too tight or too loose
outfits
• Avoid purposeful
wardrobe malfunction :)
2. DRESS APPROPRIATELY

40. 3. BE PUNCTUAL

41. 4. BRING EXTRA CVS

42. 5. BE POLITE , MAKE EYE CONTACT & PROVIDE A
FIRM HANDSHAKE

43. 6. SHOW ENTHUSIASM

44. 7. OUTLINE YOUR ACHIEVEMENTS 8. AVOID MILLENIAL LANGUAGE

45. 9. ASK QUESTIONS 10. SAY THANK YOU

46. RIGHT ATTITUDE

47. WHAT YOU SHOULDN’T DO IN AN
INTERVIEW………..
DON’T BE NEGATIVE

48. AVOID SLANGS

49. NEVER FAKE IT

50. NO GUESSING GAMES

51. CHILL….NOT AN INTERROGATION
CHILLAX!!!!!!!!

52. MUTE YOUR CELL PHONE

53. DON’T FREEZE UP

54. OVER CONFIDENCE CAN BE A SPOILER

55. DON’T SLOUCH, FIDGET, OR YAWN

56. DON’T
TALK TOO
MUCH

57. DON’T TELL LIES

58. DON’T TALK ABOUT SALARY UNLESS
ASKED

59. BEWARE OF FACIAL EXPRESSIONS AND
GESTURES

60. BE ORGANISED