RECRUITMENT, SELECTION, PROCESS, METHODS AND STEPS,

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

2. Human Resource Planning • HR Planning includes all activities managers do to forecast current and future HR needs. • Must be done prior to recruitment and selection • Demand forecasts made by managers estimate the number & qualifications the firm will need. • Supply forecasts estimate the availability and qualifications of current workers and those in the labor market

3. Human Resource Planning(definitions) • “HR planning is the process (including forecasting, developing and controlling) by which a firm ensures that it has the right number of people and the right kind of people at the right places at the right time doing work for which they are economically most useful.” • human resource planning may be defined “as the process of assessing the organization’s human resources needs in the light of organizational goals and making plans to ensure that a competent, stable workforce is employed.”

4. Importance of HR Planning • Planning defines future manpower needs and this becomes the basis of recruiting and developing personnel. • Employees can be trained, motivated and developed in advance and this helps in meeting future needs for high-quality employees. • Change in technology has attached more importance to knowledge and skill resulting in surplus manpower in some areas and shortage in other areas. HR planning helps in creating a balance in such a situation. • Planning facilitates the preparation of an appropriate manpower budget for each department. This in turn, helps in controlling manpower costs by avoiding shortages/ excesses in manpower supply.

5. Process of HR Planning • Analysing Organizational Plans and Deciding on Objectives • Analysing Factors for Manpower Requirements • Developing Employment Plans: • Job Description • Job Specification • Developing Human Resource Plans

6. Advantages of HR Planning Programmes • Improvement of Labour Productivity • Recruitment of Qualified HR • Adjusting with Rapid Technological Changes • Reducing Labour Turnover • Control over Recruitment and Training Costs

7. Recruitment • Recruitment “is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization”. • “Recruiting is the discovering of potential applicants for actual or anticipated organizational vacancies”.

8. 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.

9. 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.

10. Sources Of Recruitment: • Present Employees • Unsolicited(voluntarily.) Applicants • Educational and Professional Instituitions • Public Employment Offices • Private employment Agencies • Employee Referrals • Help wanted Advertising • Walk-Ins

11. 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

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

13. Selection tools Background Information Interviews References Selection Performance tests Paper tests Physical Ability tests

14. Selection process After a pool of applicants are identified, qualifications related to the job requirements are determined: • Background Information: includes education, prior employment, college major, etc. • Interview:almost all firms use one of two types: • Structured interview: managers ask each person the same job-related questions. • Unstructured interview: held like a normal conversation. • Usually structured interviews preferred; bias is possible. • Physical Ability Test:measure strength & endurance. • Good for physically demanding jobs.

15. Selection process • Tests:Either an ability and personality test. • Ability test: assess if applicant has right skills for the job. • Personality test: seek traits relevant to job performance. • Be sure test is a good predictor of job performance. • Performance Tests:measure job performance. • Typing speed test is one example. • Assessment Center: candidates assessed on job-related activities over a period of a few days. • References:outside people provide candid information about candidate. • Can be hard to get accurate information

16. 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(socially confident person), Emotional stability, Agreeableness, Conscientiousness(careful) and Openness to experience.

17. 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.

18. 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. • Specific clinical tests :It attempts to measure specific clinical matters, such as your current level of anxiety or depression.

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

20. 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.

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

22. Types of Interviews • Structured • Unstructured

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

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

25. Steps Of Recruitment Process

26. 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

27. ADVERTISEMENT • What is advertisement? Advertisingis a one-way communication whose purpose is to inform potential customers about products and services and how to obtain them For Recruitment – To provide information that will attract a significant pool of qualified candidates and discourage unqualified ones from applying. 27

28. Various kinds of Advertisement Media (E.g. billboards, printed flyers , radio, web banners, web popups, human directorial, magazines, newspapers, posters) • Above the line Media: Press, TV, Outdoor, posters, and radio ( recognized ad agencies get commission from these media) • Below-the-line Media: Direct mail, Sale Promotion, merchandizing, exhibitions 28

29. Various kinds of Advertisement Price Advertisement Covert Advertisement Local Service advertisement Business to Business Advertisement 29

30. Medium for Recruitment Advertising • Television (e.g. News pop-ups, Commercial ads like Accenture & many more) • Radio (e.g. Radio Mirchi… ) • Magazines (e.g. Business Today, Winning Edge, Human capital…) • Newspapers (e.g., Business accents, Times classified etc..) • Internet (e.g. Web portal like Naukri.com, Monster.com…) • Direct Mail 30

31. What is induction? Induction is process meant to help the new employee to settle down quickly into the job by becoming familiar with the people, the surroundings, the job, the firm and the industry. Induction is the process of acquainting the new employees with the existing culture and practices of the new organization. 31

32. What is induction for? To sort out all anxiety of recruited person. To ensure the effective integration of staff. History and introduction of founders. Understand the standards and rules (written and unwritten) of the organisation. Introduction to the company/department and its personnel structure. Proper employee orientation helps to accommodate the new employee with existing employees by developing new acquaintances and understanding of the various aspects of the job. 32

33. Contd..... Relevant personnel policies, such as training, promotion and health and safety. To clear doubtful situation between new employee and existing one. 33

34. Who needs special attention? People returning to work after a break. Disabled employees. Management trainees. Employees with language difficulties. 34

35. Who is responsible for the induction process? HR manager Health and safety advisor Training officer Department or line manager Supervisor Trade union or employee representative 35

36. Steps in the Induction Programme • 1. Welcoming the new recruit to the organization. • 2. Providing knowledge about the company: what it is, what it does, how it functions, • 3. Giving the company’s manual to the new recruit. • 4. Showing the location/ department where the new recruit will work. This step should include specific job location and duties.

37. Steps in the Induction Programme • 5. Providing details about various groups and the extent of unionism within the company. In this step the new employee is given a brief idea about the set up of the department, production processes, different categories of employees, work rules, safety precautions and rules. • 6. Giving details about about pay, benefits, holidays, leave etc. • 7. Defining the employee’s career prospects with reference to the training and development activities that the company organises with special reference to the new recruits’ position.