RECRUITMENT, SELECTION, PROCESS, METHODS AND STEPS,

1. RECRUITMENT, SELECTION, PROCESS, METHODS AND STEPS, ROLE OF RECRUITMENT CONSULTANT, ADVERTISMENT AND INDUCTION

2. Recruitment:- • Organizational activities that provide a pool of applicants for the purpose of filling job openings. • It is a process of searching for prospective employees . • Stimulating & Encouraging them to apply for jobs in the org.

3. Factors Governing Recruitment • 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. • 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: • Present Employees • Unsolicited Applicants • Educational and Professional Instituitions • Public Employment Offices • Private employment Agencies • Employee Referrals • Help wanted Advertising • Walk-Ins

5. Selection: • Is the process of discovering the qualifications & characteristics of the job applicant in order to establish their likely suitability for the job position. • A good selection requires a methodical approach to the problem of finding the best matched person for the job

6. Selection Process • Preliminary Interview • Selection Tests • Employment Interview • Reference and Background Analysis • Physical Examination • Job Offer • Employment Contract

7. Use of psychological test in selection

8. Why choose testing 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. 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. 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 Comparisons of human attributes and differences have a very long history. Hippocrates – (400BC) attempted to theoretically define four basic temperament types: sanguine (optimistic), melancholic (depressed), choleric (irritable) and phlegmatic (listless and sluggish). Galton - (19th century) measured human individual differences in terms of ability to discriminate between stimuli. Binet - devised tests to measure differenced in specific human abilities. Now numerous tests measure specific abilities, strengths and competencies.

10. 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. Today – Psychological tests widely used in selection practices.

11. Psychological tests (definition and dimensions) 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: Extroversion, Emotional stability, Agreeableness, Conscientiousness and Openness to experience.

12. Types Of Psychological Tests • Psychological tests fall into several categories: • Aptitude tests: It refers to potentiality that a person has to profit from certain kind of training. • Achievement tests: It helps to measure the proficiency that a person has been able to achieve. • 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. IQ=Mental Age/Actual Age*100 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… • 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. • 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. • 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 1. Minnesota Multiphasic Personality Inventory (MMPI), or the revised MMPI-2, composed of several hundred “yes or no” questions, and 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. • Specific clinical tests :It attempts to measure specific clinical matters, such as your current level of anxiety or depression.

14. USES OF TESTS Evaluation of right candidate Proper selection of candidate Identifying the candidates personality

15. Places Where Psychological Testing Is Used • Colleges or Educational Institutes • Army,Navy etc. • Bank • Airlines • Companies • Schools • So, now a days in most of the places candidates are evaluated on the basis of the psychological test.

16. Advantages 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 can reveal more information about applicant's abilities and interests can identify interpersonal traits that may be needed for certain jobs

17. Disadvantages difficult to measure personality traits that may not be well defined applicant's training and experience may have greater impact on job performance than applicant's personality responses by applicant may may be altered by applicant's desire to respond in a way they feel would result in their selection lack of diversity if all selected applicants have same personality traits cost may be prohibitive for both the test and interpretation of results lack of evidence to support validity of use of personality tests

18. Tips Select traits carefully : 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. Select tests carefully: Any tests should have been analyzed for (high) reliability and (low) adverse impact. Not used exclusively: 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 • Structured • Unstructured • Mixed • Behavioral • Stressful

20. BARRIERS TO EFFECTIVE SELECTION • Perception • Fairness • Validity • Reliability • Pressure

21. Stages In Selection Process: • Stage 1: Screening Of Application Forms. • Stage 2: Tests--Intelligence, Aptitude, Technical, Psychometric, Ability, Interest. • Stage 3: Selection Interview. • Stage 4: Selection Decision

22. RECRUITMENT PROCESS PRACTICES BY CAPGEMINI INDIA

23. Steps Of Recruitment Process

24. RECRUITMENT PROCESS FOR FRESHER WRITTEN /APPTITUDE. GROUP DISCUSSION. PSYCHOMETRIC TEST(CONDITIONAL). TECHNICAL INTERVIEWS(CONDITIONAL). HR INTERVIEWS.

25. RECRUITMENT PROCESS FOR HIGHER POST PSYCHOMETRIC TEST. BUSINESS GAME. HR INTERVIEWS.

26. SELECTION PROCEDURE/STEPS 12 INTIMATION TO SALARY DEPT. 11 FINAL SELECTION 10 ORIENTATION 9 REFERENCE 8 ON THE JOB TEST 7 PHYSICAL TEST 6 INTERVIEW 5 PSYCHOLOGICAL TEST 4 WRITTEN TEST 3 TRADE TEST 2 SENDING APPLICATION FORMS 1 PRELIMINARY SCREENING

27. Difficulties in Recruitment process • Talent Acquistion. • Expensive. • Time Constraint. • Retention of employees. • Managing low attrition rate. • Budget.

28. Challenges in Recruitent & Selection: • Talent Shortage • Attrition Rate • Reservations and other Gov. Policies • Remoteness of Job • Scrutinity of employee’s credentials

29. Basic Diff. Between Recruitment and Selection: • Recruitment- searching for and attracting applicants qualified to fill vacant positions • 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 Wipro Tech is an information technology service company established in India in 1980. Headquarter Bangalore Rank Third largest IT services company in India Employees Strength 78,000 as of September 2007

31. Q & A Session with WIPRO HR: How requiremnt arises in Wipro?  Acquisition of Projects, as per needs of PM,TL. How do you come to know about technology on which the workforce have to be recruited. Project manager, technical lead handover(or mail) HR team about Job description as well as little bit project description ,& required technical competencies.

32. Cont.... How do you come to know about no. of candidates to be recruited? 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. What's the first process of recruitment? 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 you follow ? We shortlisted the resume on the 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.... What kind of professionals can find job opportunities with the company? We have a rigorous recruitment process to ensure that we hire the best talent in the industry. All our HR processes are competency based. • Educational qualifications are function dependent. • In addition to a good education, we look for candidates with high potential, integrity and the ability to lead the organisation in future. • 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... What kind of retention policies do you implement to fight attrition? Our values and culture, freedom and autonomy, exciting challenges and opportunities for career advancement are our key retention tools. • We work in a highly charged environment with talented and successful people that motivate one and all. • 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. • 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. • We also have a compensation design, which aggressively differentiates between performers and non-performers. • We were arguably the first FMCG company in India to offer stock options to employees. • 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 • 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. • A consultant is self-employed or works for a consultancy firm, usually with multiple and changing clients.

38. Types of Consultant • Environmental consultants. • Technology Consultant. • Human Resource Consultant • Marketing Consultant • Law Consultant • Medicine Consultant • Finance Consultant and many more….

39. What Is Recruitment Consultant • "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. 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 • A recruitment consultant is responsible for helping employer clients to recruit staff for job vacancies. These vacancies can be permanent or temporary roles. • 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. • 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. .

41. » Typical work activities A recruitment consultant's role is demanding and diverse. using marketing and business knowledge to extend company contacts. identifying and evaluating employers' recruitment needs. negotiating terms of employment. interviewing potential candidates clarifying and negotiating salary and benefits relating to the role. headhunting - identifying and approaching suitable candidates. monitoring candidates once placed. collecting feedback from employers on the performance of candidates who have previously been placed with them. maintaining current records and personal statistics for review against performance targets. documenting clients' details and vacancy requirements in a brief.

42. Various Players In Recruitment Consultancy At National Level • 3P Consultant Pvt. Ltd. • ABC International Placement Services • Active Consultant • Beta Consultancy HR Services • Browse Consulting • Career Graph • CareerIndia • Dynamic Consultant • Enterprise Consulting • HUDDAR • Human Ware India • JCG Associates and many more……

43. At Global Level • ADD Resources • BLT • Camron James • Osiris Connections • Prism Executive Recruitment

44. What makes a Good Recruitment Consultant To be successful in the recruitment industry you must: • be ambitious and confident • be goal orientated • have good interpersonal and communications skills • be a good team player • be able to handle multiple priorities • be tenacious • be a problem solver • be able to work to deadlines and targets • enjoy responsibility and working in a high-pressure environment • have a good sense of humour

45. Opportunity as a Recruitment Consultant • A chance to work with a large successful organization. • An opportunity to develop within the Recruitment Industry with one of the most supportive and resourceful organizations. • A role that could provide you with a solid future within Recruitment. • A competitive annual salary and excellent commission packages • Fantastic training and mentoring opportunities

46. Challenges Faced By Recruitment Consultant • Develop expertise in those strategic areas, where the consultants have not developed expertise when firm is focused and the consultant is a generalist. • 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. • 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. • Expose the consultants to all upcoming sectors/functions in a non-focused firm with generalist consultant . • Three key areas which every consultant should be well conversant 1)knowledge and skills related to Man-management. 2)Business development, and Quality assurance. 3) evaluation technique.

47. To maintain Effectiveness and Efficiency. • Innovation and Quality Assurance are two key elements in the success of any consulting firm. • 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.

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