Recruitment Process

Recruitment and Selection

“Recruitment is the Process of finding and attracting capable applicants for employment. The Process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of application from which new employees are selected.”

The Recruitment Process:

The recruitment process begins when you know you need someone new in the Department, either because an existing staff member has left, or because there is new work to be done. It doesn’t finish until after the appointment has been made.

The main stages are identified in the below flow chart –

Identify Vacancy

Prepare Job Description and person Specification

Advertise

Managing the Response

Short-listing

References

Arrange Interviews

Conduct The Interview

Decision Making

Convey The Decision

Appointment Action

PRE-INTERVIEW

# Preparation of recruitment /selection document for the position

# Advertising

• Preparing advertisement
• Media selection
• Positioning

# Response handling

• Initial interview online or telephone
• Short-listing for interviews
• Interview arrangement
• Sending emails or calling short listed candidates
• Interview details to the short listed candidates

# During Interview

• HR interview
• Technical interview
• Conducting tests [Aptitude / Mathematical / Analytical etc.]
• Initial final list of candidates.
• Reference check (if required)

Selection Method

Selection Method

SELECTION: -

MEANING OF SELECTION:

Selection is the process of picking up individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. A formal definition of Selection is as under

Definition of Selection: Process of differentiating

“Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.”

DIFFERENCE BETWEEN RECRUITMENT AND SELECTION:

Recruitment	Selection
1.    Recruitment refers to the process of identifying and encouraging prospective employees to apply for jobs. 2.    Recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible.	1.    Selection is concerned with picking up the right candidates from a pool of applicants. 2.    Selection on the other hand is negative in its application in as much as it seeks to eliminate as many unqualified applicants as possible in order to identify the right candidates.

PROCESS / STEPS IN SELECTION

1.    Preliminary Interview: The purpose of preliminary interviews is basically to eliminate unqualified applications based on information supplied in application forms. The basic objective is to reject misfits. On the other hands preliminary interviews is often called a courtesy interview and is a good public relations exercise.

2.    Selection Tests: Jobseekers who past the preliminary interviews are called for tests. There are various types of tests conducted depending upon the jobs and the company. These tests can be Aptitude Tests, Personality Tests, and Ability Tests and are conducted to judge how well an individual can perform tasks related to the job. Besides this there are some other tests also like Interest Tests (activity preferences), Graphology Test (Handwriting), Medical Tests, Psychometric Tests etc.

3.    Employment Interview: The next step in selection is employment interview. Here interview is a formal and in-depth conversation between applicant’s acceptability. It is considered to be an excellent selection device. Interviews can be One-to-One, Panel Interview, or Sequential Interviews. Besides there can be Structured and Unstructured interviews, Behavioral Interviews, Stress Interviews.

4.    Reference & Background Checks: Reference checks and background checks are conducted to verify the information provided by the candidates. Reference checks can be through formal letters, telephone conversations. However it is merely a formality and selections decisions are seldom affected by it.

5.    Selection Decision: After obtaining all the information, the most critical step is the selection decision is to be made. The final decision has to be made out of applicants who have passed preliminary interviews, tests, final interviews and reference checks. The views of line managers are considered generally because it is the line manager who is responsible for the performance of the new employee.

6.    Physical Examination: After the selection decision is made, the candidate is required to undergo a physical fitness test. A job offer is often contingent upon the candidate passing the physical examination.

7.    Job Offer: The next step in selection process is job offer to those applicants who have crossed all the previous hurdles. It is made by way of letter of appointment.

8.  Final Selection

Induction and Orientation

The Induction duly helps employees to undergo each and every phase of environment of Company and an introduction to his team and others. It gives them the platform of knowing and understanding the culture and knowing “ Who is who” .It is such a phase which gives a glimpse of entire Organization in that short span.

The process:

The Induction and Orientation program is done on the basis to make the employee

Whether permanent or temporary or trainees get the feel of self-belongingness and work comfortably in the new culture.

The molding program might be different for different employees but the purpose is same.

Definition 1: Planned Introduction

“It is a Planned Introduction of employees to their jobs, their co-workers and the organization per se.”

Orientation conveys 4 types of information:

1.    Daily Work Routine

2.    Organization Profile

3.    Importance of Jobs to the organization

4. Detailed Orientation PresentationsPurpose of Orientation

1.    To make new employees feel at home in new environment

2.    To remove their anxiety about new workplace

3.    To remove their inadequacies about new peers

4.    To remove worries about their job performance

5.    To provide them job information, environment

Types of Orientation Programs

1.    Formal or Informal

2.    Individual or Group

3.    Serial or Disjunctive

Prerequisites of Effective Orientation Program

1.    Prepare for receiving new employee

2.    Determine information new employee wants to know

3.    Determine how to present information

4.    Completion of Paperwork

Problems of Orientations

1.    Busy or Untrained supervisor

2.    Too much information

3.    Overloaded with paperwork

4.    Given menial tasks and discourage interests

5.    Demanding tasks where failure chances are high

6.    Employee thrown into action soon

7.    Wrong perceptions of employees

What is the difference between induction and orientation?

Induction referred to formal training programs that an employee had to complete before they could start work

Orientation was the informal information giving that made the recruit aware of the comfort issues – where the facilities are, what time lunch is and so forth.How long should the induction process take?

It starts when the job ad is written, continues through the selection process and is not complete until the new team member is comfortable as a full contributor to the organization’s goals.

The first hour on day one is a critical component – signing on, issuing keys and passwords, explaining no go zones, emergency procedures, meeting the people that you will interact with all have to be done immediately.  Until they are done the newcomer is on the payroll, but is not employed.

After that it is a matter of just in time training – expanding the content as new duties are undertaken.