Recruitment and Selection of Human Resources

1. Recruitment and Selection of Human Resources

2. Recruitment of Human Resources • Recruitment is defined as “ a process to discover the sources of manpower to meet the requirement of staffing schedules and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce” • Edwin .B. Flippo defined recruitment as “ the process of searching for perspective employees and stimulating them to apply for jobs in the organization”

3. Factors influencing recruitment • Recruitment-first step of searching the perspective employees is affected by….. • Organizational policy regarding filling up of certain percentage of vacancies by internal candidates. • Local candidates ( son Of soil) • Influence of Trade Unions • Government regulations regarding reservations of certain number of vacancies. • Influence of recommendations

4. Factors influencing recruitment-contd… • The process of recruitment is affected by internal factors such as.. • Working conditions • Promotional opportunities • Salary levels • types and extent of benefits • Other personal policies and practices • Image of the organization • Ability and skill of the management to stimulate the candidate

5. Recruitment policy • Recruitment policy of any organization is derived from the personnel policy of the same organization • Recruitment policy should take into account the government reservation policy, policies regarding sons of the soil and the personal policies of the other organizations regarding merit, internal sources, social responsibility in absorbing minority sections, women etc.

6. Recruitment policy • Serving the community by absorbing the weaker sections and disadvantaged people of the society • Motivating the employees through internal promotions • Improving the employees loyalty to the organization by absorbing the retrenched or laid off employees or temporary employees or dependents of present/former employees

7. Factors to be considered while formulating policies • Government policies • Personal policies of other competing organizations • Organizational personal policies • Recruitment sources • Recruitment costs • Selection criteria and pretences

8. Impact of Personnel Policies on Recruitment Policies- Dale Yoder and Paul Standohar • Abiding the public policy and relevant law on selection • Providing the employees the security and continuous employment • Integrating the organizational needs and individual needs • Providing the freedom and opportunity to employees to utilize their talent ,skill and knowledge to the maximum extent

9. Impact of Personnel Policies on Recruitment Policies- Dale Yoder and Paul Standohar • Treating all the employees fairly and equally in all employment relationship including salary, benefits promotions and transfers • Protecting women and minority candidates • Providing suitable jobs which can be handled easily by physically handicapped and to those employees who are partially disabled due to accidents during the course of duty and to those who cannot do their present jobs due to health reasons.

10. Problems in recruitment • Personnel managers face a variety of problems in recruiting the candidates. These problems are. • Some organizations do not possess positive image in the job market • Jobs income organizations are not attractive in terms of nature of work, salary , benefits, employments conditions etc.

11. Problems in recruitment • Organization policies like employment policy, wage policy, public relations, management attitudes towards employees may not be positive • Trade Union influence the personal manager to consider the candidates from within the organization • Government influence, policy ,etc

12. Merits of Centralized Recruitment • Average cost of recruitment per candidate/unit would be relatively less due to economics of scale • It would have more expertise available to it • It can ensure broad uniformity among human resources of various units/zones in respect of education, skills knowledge, talent etc. • It would generally be above malpractices ,abuse of powers, favoritism, bias etc. • It would facilitate interchangeability of staff among various units.

13. Merits of Centralized Recruitment • It enables the line managers of various of various units and zones to concentrate on their operational activities by relieving them from th recruitment functions. • It enables the organization to have centralized selection procedure, promotional and transfer procedure etc. • It ensure the most effective and suitable placement of candidates. • It enables centralizes training programmes which further brings uniformity and minimizes average cost of staff.

14. Merits of decentralized recruitment • The unit concerned concentrates only those sources/places where it normally gets the suitable candidates. As such the cost of recruitment would be relatively less. • The Unit gets most suitable candidates as it is aware of the requirements of the jobs regarding cultural, traditional, family background aspect ,local factors, social factors etc. • Units can recruit candidates as and when they are required without any delay.

15. Merits of decentralized recruitment • The units would enjoy freedom and finding out, developing the sources ,in selection and employing the techniques to stimulate the candidates. • The unit would relatively enjoy advantage about the availability of information, control and feedback and various function/processes of recruitment • The unit would enjoy better familiarity and control over the employees it recruits rather than on employees selected by the central recruitment agency.

16. Sources of recruitment Internal Sources • Present permanent employees. • Present temporary employees • Retrenched or retired employees • Dependent of deceased, disabled, retired and present employees.

17. Why does organizations prefer internal sources • Internal recruitment can be used as technique of motivation • Morale of the employees can be improved. • Suitability of the internal candidates can be judged better than external candidates as known devils are better than unknown angels” • Loyalty, commitment and sense of belongingness and security of the present employees can be enhanced. • Employees psychological needs can be met by providing an opportunity for advancement.

18. Why does organizations prefer internal sources • Employees economic needs for promotion, higher income can be satisfied • Cost of selection is minimized. • Cost of training, induction orientation, period of adaptability to the organization can be minimized • Trade unions can be satisfied. • Social responsibility towards employees may be discharged • Stability of employment can be ensured.

19. External sources External sources- Those sources which are outside the organization External sources include • Education and Training institutes • Private Employment Agencies /Consultants • Public employment exchanges • Professional associations • Data banks. • Casual applicants • Similar organizations • Trade Unions

20. External sources are used for the following reasons. • The suitable candidates with skill ,knowledge, talent atc are generally available • Candidates can be selected without any preconceived notion or reservation • Cost of employees selected from this source are generally placed in minimum pay scale. • Expertise, excellence and experience in the other organizations can be easily bought into the organization. • Human resources mix can be balanced with different background, experience, skill etc. • Latest knowledge, skill, innovative or creative talent can be bought into the organization.

21. Recruitment Techniques • Techniques for internal employees • Promotions • Transfers • Techniques useful External candidates • Recommendations of Present employees • Scouting • advertising

22. Recruitment Practices in India • Industries in India depend on the following sources • Internal sources • Central pool of candidates from which vacancies are filled • Public employments exchanges. • Casual laborers • Labor contractors • Candidate introduced by friends and relatives • Private employments agencies/consultants • Campus recruitment

23. Selection Essentials in selection procedures • Someone should have authority to select • There should be some standard of personnel with which a perspective employee may be compared • There must be sufficient number of applicants from whom the required number of employees may be selected.

24. Factors Affecting Selection Decision • Profile matching • Organizational and social environment • Successive hurdles • Multiple correlation.

25. Steps in selection • Job Analysis • Recruitment • Application form • Written Examination • Preliminary interview • Group Discussion • Tests • Final interview • Medical Examination • Reference Checks • Line Manager’s Decision • Employment

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