2. MAIN POINTS COVERAGE
• Concept of Recruitment
• Factors Affecting Recruitment
• Recruitment Policy
• Sources of Recruitment
• Need for Flexible and Proactive
Recruitment Policy
• Evaluation of a Recruitment Program
3. Recruitment
• Tata owned Jaguar-Land Rover (JLR) has
announced a major drive to recruit 600
engineers and technical staff to work on its
700-million-pounds projects
• Besides, there are a "significant number"
of vacancies in its purchasing, finance and
human resources departments. It is also
launching a programme aimed at
recruiting
4. Recruitment
• Problem of booming B Schools
• Headhunters scouting around for MBAs
• 2000 witnessed an alarming rise in
number of institutes, offering management
education both at the undergraduate & PG
• All these needs atleast 200 MBAs for
teaching faculty
• Most of MBAs join industries
• Management are worried
• Where to find qualified & eligible MBAs…?
5. Recruitment
Recruitment is the process of searching
for prospective employees and
stimulating them to apply for jobs in the
organizations.
Selection starts where
recruitment ends
7. A good recruitment policy
• Complies with government policies
• Provides job security
• Provides employee development
opportunities
• Flexible to accommodate changes
• Ensures its employees long-term
employment opportunities
• Cost effective for the organization
10. Human resource planningHuman resource planning
Identify HR requirementsIdentify HR requirements
surplus
Retrench/layoffs
demand
Determine numbers, levels &
Criticality of vacancies
Determine numbers, levels &
Criticality of vacancies
Choose the resources &
Methods of Recruitment
Choose the resources &
Methods of Recruitment
Analyze the cost & time
involved
Analyze the cost & time
involved
Organizational
Recruitment policy
Job analysis
Start implementing the
Recruitment program
Start implementing the
Recruitment program
Select and hireSelect and hire
Evaluate the ProgramEvaluate the Program
Process of recruitment
11. EVALUATION OF A
RECRUTIMENT PROGRAM
• The recruitment policies, sources &
methods have to be evaluated from time
to time
• Successful recruitment program shows
– No. of successful placements
– No. of offers made
– No. of applicants
– Cost involved
– Time taken for filling up the position
12. It is easier to go down a hill
than up, but the view
Is best from the top.
Arnold Bennet
17. SELECTION
Selecting
the right candidate
Selecting
the right candidate
Rejecting
the wrong candidate
Rejecting
the wrong candidate
Selecting
the wrong candidate
Selecting
the wrong candidate
Rejecting
the correct candidate
Rejecting
the correct candidate
POSITIVE OUTCOME
NEGATIVE OUTCOME
SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION
18. THE SELECTION PROCESS
Resumes/CVs ReviewResumes/CVs Review
Analyze the Application BlankAnalyze the Application Blank
Conducting Tests and
Evaluating performance
Conducting Tests and
Evaluating performance
Preliminary InterviewPreliminary Interview
Reference checksReference checks
Job OfferJob Offer
Initial Screening InterviewInitial Screening Interview
Medical ExaminationMedical Examination
PlacementPlacement
Core and Departmental
Interviews
Core and Departmental
Interviews
ACCEPT
REJECTIONOffer to the
next suitable
candidate
19. SELECTION METHOD STANDARDS
• Reliability
– Reliability can be measured by using:
• The repeat or test-retest approach
• The alternate-form or parallel-form method
• The split-halves procedure
• Validity
– Criterion validity
– Content validity
– Construct validity
20. • Generalizability
– Generalizability of a selection method is defined
as the degree to which its validity, established in
one context, can be extended to other “primary
contexts”.
Utility
Legality
21. APPLICATION FORMS
Personal information
Educational qualifications
Work experience
Salary
Personality items
Reference checks
22. EVALUATION OF APPLICATION
FORMS
– Clinical method:
• In this method, all the information furnished by the
applicant in the application form is analyzed and
inferences are made about applicant's personality.
– Weighted method:
• In this method, certain points or weights are
assigned to each item in the application form.
ETHICAL ISSUES IN APPLICATION FORM
DESIGN
Your candidates might not jump for joy, nor will their interview be televised nationally, but they should have a great interviewing experience.
Tips for conducting great interviews:
-Be prepared (if you fail to plan, you plan to fail). Remember, YOU are in control.
-Give a warm greeting and show sincere interest
-Listen, summarize, demonstrate that you understand
-Provide information and answer questions
-End the interview with set expectations. What’s next? What’s the time frame? Who should they call with questions? Also, if you know you are not interested in a candidate, it is your choice if you would like to tell them in person. The situation can be awkward, so if you’re not comfortable doing that, here is a way to handle it: “We are talking to quite a few applicants this week. Once we get through the first round of interviewing, we will contact you and let you know if you are still being considered.” We can then send a regrets letter to inform him/her that we have chosen another candidate.
AVOID:
-Leading candidates on.
-Making the applicant feel unwelcomed by cutting the interview drastically short. All candidates should leave with a positive experience, even if they were not right for the job.
