Recruitment and selection
Campus Recruitment
an external source of recruitment, where the educational institutions such as, colleges and universities make provision of information to the students regarding employment opportunities. It is when opportunities are made available for hiring students. In this process, the organizations visit technical, management, and professional institutions for recruiting students directly for new positions.
Resources
considered as the most important asset of any organization, hence, hiring the personnel with appropriate skills and abilities is important
Selecting and appointing candidates
depend upon the urgency of getting the vacancy filled.
interview
determined exchange of notions, the answering of questions and communication between two or more persons.
Job vacancy
enables the individuals to determine the factors, such as, redesigning, or initiating part time employment opportunities for the individuals.
Labour market
exercises control on the demand and supply of labour. For example, if the supply of people having specific skills and abilities is less than the demand, then the hiring will require more efforts. On the other hand, if the demand is less than the supply, then hiring will be relatively more manageable.
Structured Interview
In this type, the interview is planned, designed and detailed in advance
Promotions
refers to advancement of the employees by evaluating their job performance. When the employers, managers and supervisors feel satisfied with the performance of the employees, they promote them to an upper level within the organization and it leads to an increase in pay and benefits. It is the process of shifting an employee from a lower position to a higher position with more responsibilities, remuneration, facilities, and status. Internally, many organizations fill the vacant positions at higher levels with the process of promotions
Direct Recruitment
refers to the external source of recruitment, where the recruitment of qualified candidates are carried out by putting a notice regarding job vacancy on the notice board of the organization. This method of sourcing is also called as factory gate recruitment. This is in most cases used to recruit blue collar and technical workers
Job posting
refers to the practice of publicising and displaying advertisements of an open job to the employees
Transfers
refers to the process of interchanging from one job to another without any change in the designation and responsibilities. It can also be the shifting of the employees from one department to another department or from one location to another, depending upon the requirement of the position. Transfers are normally based on the job requirements and the capabilities of the employees. If the organization has two branches, then it may take place between two branches. The internal shifting of the employee from one branch to another is known as transfer.
Labour laws
reflect the social and political environment of the market, which are created by the central and the state governments. These laws dictate the compensation, working environment, safety and health regulations, and the job duties of the workforce, for different types of employments. As the governments undergo transformations, there are transformations that come about in the labour laws.
recruitment and selection processes
require number of rounds, which the individuals have to go through. They may even take 10 to 15 days of time, especially for leadership and higher level positions within the organizations
candidates
required to go through various stages and they are given certain tasks or go through various rounds of interviews, which they have to accomplish in order to get selected. In some cases, final round of interviews, include only two people, one is selected and the other one gets rejected.
Recruitment
the process of identifying, screening, shortlisting and hiring of the potential human resources for the purpose of filling up the positions within the organizations.
Employment Exchanges
As per the law, for certain job vacancies, it is compulsory that the organization provides details to the employment exchange. Employment exchange is a government entity, where the details of the job seekers are deposited and given to the employers for filling the vacant positions. This source of external recruitment is accommodating in hiring of the unskilled, semi-skilled, and skilled workers
external factors
Demographic Factors Labour market Unemployment rate Labour laws Legal considerations Competitors Equal Opportunity
Unemployment rate
If the unemployment rate is high in a specific area, hiring of human resources will be simple and manageable, as there will be an increase in the number of applicants. For various job positions in all types of organizations, large number of applications are received. In contrast, if the unemployment rate is low, then recruiting tends to be difficult due to lesser number of resources.
Attracting Candidates
In ____________________ for the jobs, there are two important sources that need to be taken into consideration, internal recruitment and external recruitment. In the case of internal recruitment, the following advantages are, it reduces recruitment costs, internal employees are already familiar with all the aspects of the organization, its goals, objectives etc. It can act as a motivating factor for others in the business by displaying that it is possible to acquire promotional opportunities and the employers are already familiar with the person, within the organization. Sources of external recruitment includes, websites, advertisements in newspapers, journals, magazines, recruitment agencies, consultants, employment fairs, and seminars.
Previous Applicants
In this case, the hiring team examines the profiles of previous applicants from the organizational recruitment database. These applicants are those, who have applied for jobs in the past. These individuals can be easily contacted and the response will be positive in most cases. It saves cost and employees are well aware of all the features of the organization and the performance of their job duties. It is also an economical way of filling up the vacant positions
Group Interview
In this type of interview, all the candidates or a group of candidates are interviewed together.
Induction and Training
Induction is the process of receiving and welcoming of the employees, after they have been selected and providing them the required training needed to settle down adequately. Induction has three aims, to smooth the early stages, when everything is likely to be extraordinary and unfamiliar to the new employees
Recruitment
It is the central function of human resource management
Selection
It is the process of interviewing the candidates and evaluating their qualities, which are necessary for a specific job and then selection of the candidates is made for the right positions
Image of Jobs
Just like the image of the organization, the image of jobs contribute a critical role in the recruitment and selection processes. Jobs having a positive image in terms of better remuneration, promotions, recognition, and amiable working environment with career development opportunities are considered as the characteristics to arouse interest and enthusiasm within qualified candidates
Employee Evaluation
Monitoring the performance of the employees is an essential aspect within the organization.
Image of the Organizations
Organizations having a good positive image in the market can easily attract competent and proficient resources. Maintaining good public relations, providing public services, and leading to goodwill of the organizations, definitely helps an organization in improving its reputation in the market, and thereby draw the best possible human resources
internal factors
Size of the Organization Recruitment Policy Image of the Organizations Image of Jobs
Informal Interview
Such interviews are conducted in an informal way, i.e., the interview will be stable without any written communication and can be arranged at any place. There are not any proper procedures of asking questions in this type of interview and it is not adequately structured. It is more like an informal conversation between the individuals and takes place in a friendly manner.
Job Vacancy
The first step is when vacancy arises within the organization. One should be aware of the vacant positions and by when they should get filled with capable employees
Interviewing Candidates
The important aspects that need to be taken into account for interviewing candidates include, ensuring that proper notice is given regarding the date and time of the interview, ensuring that the candidates are aware that they should reach the premises on time, ensuring that they are clear where to go and whom they should contact on arrival and ensuring that they are aware of the documents that need to be brought along in the interview
Selecting and Appointing Candidates
The methods of selecting and appointing candidates are different in various organizations. The procedures generally include the steps, such as, the selection of the candidate, verbal communication of his or her appointment, medical completed if appropriate, sending of appointment letters and signing the contract.
recruitment and selection
These processes enable the employers to identify and analyse the positions that are required to get filled in order to achieve the desired goals and objectives.
Unstructured Interview
This type of interview is an unexpected one, where the interview questionnaire is not prepared. The interviewers are not well prepared regarding the questions that are to be asked and in obtaining accurate answers. Here, the usefulness of the interview is less and there is a waste of time and effort of both the interviewer and the interviewee to a large extent
Job Analysis
Two main factors need to be taken into consideration regarding job analysis. First is expectation of the employers from their employees, within the organization, the employers have certain expectations from their employees regarding performance of job duties, and they expect them to inculcate the traits of regularity, diligence, resourcefulness, conscientiousness and creativity. The other areas that need to be taken into consideration are the characteristics of the job
Competitors
When organizations in the same industry are competing for the best qualified resources, there is a need to analyse the competition and make provision of the resources packages that are finest in terms of the industry standards
Equal Opportunity
When recruitment and selection of the employees take place, then it is vital to take into consideration, equal employment opportunities for the individuals. Equal opportunity results when all the applicants are treated on an equal basis and consistently at every stage of recruitment. There should not be any discrimination against anybody on the basis of factors, such as, caste, creed, race, religion, ethnicity, gender and socio-economic background. Fairness and justness is of principal significance in the recruitment and the selection processes
Depth Interview
a semi-structured interview, where the candidates have to give detailed information about their educational qualifications, work experience, special interests, skills, aptitude and so forth. In this case, all the information about the candidate is known first and then the interviewer takes a depth interview and begins analysing the expertise and proficiency of the candidate. This interview enables the interviewer to acquire detailed information, so that the selection process becomes more manageable.
interviews
acquire information about qualities, attitudes, prospectus and so forth.
Word of Mouth Advertising
an imperceptible way of sourcing the candidates for filling up the vacant positions. There are many reputed organizations with good image in the market. Such organizations only need a word of mouth advertising regarding a job vacancy to arouse interest and enthusiasm among large number of candidates
Employee Referrals
an operative way of sourcing the right candidates at a low cost. It is the process of hiring new capitals through the references of the employees, who are currently employed within the organization. In this process, the present employees can refer their friends and relatives for filling up the vacant positions. Organizations inspire employee referrals, the reason being, it is lucrative and saves time as compared to hiring candidates from external sources. In most cases, employees are stimulated and motivated towards the performance of job duties, by giving them benefits, incentives and rewards for their performance
Recruitment Policy
an organization, includes hiring from the internal or external sources of organization. It is an important factor, which affects the recruitment process. It identifies the objectives of recruitment and provides a framework for the implementation of recruitment programs
Exit Interview
are conducted for those employees, who want to leave the organization. The significance of the exit interview is to ascertain the reasons behind leaving the job. There are several reasons for which the employees leave jobs, such as, transfer to another location, health problems, promotional opportunities in other organizations, availability of rewards and incentives in other organizations, family issues and so forth.
Stress Interview
are conducted to ascertain how a candidate would react during the time of stress and cope up with problems. In this type of interview, the interviewer will come to know whether the candidate can deal in an effective manner with the demands and needs of a complicated job. The candidate, who maintains his self-control during a stress interview is normally the right person to handle a stressful job
Group interviews
are conducted to save time, when there are large number of applications received for limited job vacancies. In this case, a subject will be given to the candidates to get engaged in group discussions and the interviewer judges the innovativeness and behaviour of each candidate within the group
recruitment and selection
are considered important for the effective functioning of the organizations and they take place simultaneously.
Employment Agencies
are external sources of recruitment. They are functioned by various sectors, such as private, public and government. It provides, unskilled, semi-skilled and skilled resources in accordance to the needs and requirements of the organizations. The job seekers usually register themselves with employment agencies and in this way, they have a database of qualified candidates and organizations can use their services at the time of requirement.
Demographic Factors
are related to the characteristics of potential employees such as, their age, religion, educational qualifications, gender, occupation, economic status, and place of location
Human resources
are stated to be an integral part of any organization
Advertisements
are the most prevalent and common external sources of recruitment. The job vacancy is displayed through various print and electronic media with a specific job description and specifications of the requirements. Advertisements regarding jobs are displayed in newspapers, magazines and on the websites. Making use of advertisements is the best way to source candidates in a short span and it provides an efficient way of screening the specific requirements of the candidates.
Panel Interview
as the name indicates, is being conducted by a group of people. In this type of interview, three to five members of the selection committee will be asking questions to the candidates on various concepts. The final decision of selection of the candidates will be taken by all the members of the panel collectively
selection
called a negative process with the elimination of many candidates as possible.
Recruitment
called a positive process with its approach of attracting as many candidates as possible for the vacant positions. It is the process of identifying and making potential candidates to apply for the jobs.
Professional Associations
can help the organizations in hiring professional, technical, and managerial personnel, however, they focus on sourcing mid-level and top-level resources. There are many professional associations that perform the roles of facilitators between the organizations and the job-seekers
Size of the Organization
is one of the most important factors affecting the recruitment process. To develop business, recruitment planning is mandatory for hiring more resources, which will be crucial in the management of future operations
significance of selection
it helps in choosing the most suitable and qualified candidates, who can meet the requirements of the jobs within an organization.
Legal considerations
job reservations for different castes such as Scheduled Tribes, Scheduled Castes, and Other Backward Classes are the best examples of legal considerations. These considerations, passed by government, will have a positive or negative impact on the recruitment policies of the organizations
Formal Interview
organized in an informal manner, i.e., the candidate will be aware about the dates and timings of the interview well in advance and the interviewer plans and prepares the questions for the interview. This is also called as a planned interview. In this case, the interviewee is supposed to provide accurate answers to all the questions asked by the interviewer.
structured interview
pre-planned, precise, and reliable in hiring the candidates
Recruitment
process of attracting, selecting and appointing potential candidates to meet the needs and requirements of the organizations.
Recruitment of Former Employees
process of internal sources of recruitment, wherein the ex-employees are called back, depending upon the requirement of the positions. This process is cost effective and saves plenty of time and money. The other major benefit of recruiting former employees is that they are well aware of the organization, the roles and responsibilities of the job and personnel. The employers are well versed with their personality traits and approaches and the organization is not required to undertake much stress regarding their training and development
Selection
process of picking or choosing the right candidate, who is most suitable for the job.
interview
process of private conversation between people, where questions are asked and answers are obtained.
Recruitment
process of selecting the right person, for the right position at the right time.
significance of recruitment
recognized by the fact that organization gets satisfied with more productive employees
Internal Advertisements or Job Postings
referred to as the processes of posting and advertising jobs within the organization. These job postings are an open invitation to all the employees within the organization, where they can apply for the vacant positions. It makes provision of equal opportunities to all the employees. Hence, the recruitment will be carried out from within the organization and it involves less expenses
interview
refers to a discussion with one or more persons acting as the role of an interviewer, who ask questions and the person, who answers the questions acts as the role of an interviewee.
Recruitment
takes place internally, i.e. within the organization and externally, i.e. from the usage of external sources. Internal factors include, the size of the organization, recruiting policy, image of organization and image of job. External factors include, demographic factors, labour market, unemployment rate, labour laws, legal considerations and competitors.
Individual Interview
the interview takes place on a one to one basis. In this case, there will be a verbal and a visual interaction between two people, an interviewer and a candidate. This is a two-way communication interview, which helps in finding the right candidate for a vacant job position. In this case, an interviewer may make use of open-ended and close-ended questions. Open-ended questions may involve elaborate explanations of the answers and close-ended questions involve one word answers, such as yes, no etc.
Screening Candidates
to narrow down the field, so that one is able to spend more time with the candidates for formal interviews
interview
to transfer information from interviewee to interviewer
