Organizational activities that provide a pool of applicants for the purpose of filling job openings.Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations.

1. Recruitment and
Selection
AND YES..!!
SOCIAL MEDIA
ALSO HELP YOU…
Prepared By: Milan
Padariya
Co-Founder

2. Recruitment
• Organizational
activities
that
provide a pool of applicants for
the
purpose
of
filling
job
openings.
• Recruitment is the process of
searching
for
prospective
employees and stimulating them to
apply for jobs in the organizations.

3. • Tata owned Jaguar-Land Rover
(JLR) has announced a major drive
to recruit 600 engineers and
technical staff to work on its 700million-pounds project.
• Besides, there are a "significant
number" of vacancies in its
purchasing, finance and human
resources departments. It is also
launching a programme aimed at
recruiting

4. Purposes and Importance
• To provide a pool of potentially qualified
job candidates.
• Increase the pool of job candidates at
minimum cost.
• Help increase the success rate of the
selection process by reducing the number
of visibly under-qualified or overqualified
job applicants.
• Help reduce labor turnover in the future.

5. • Determine
the
present
and
future
requirements of the organization in
conjunction with its personnel planning and
job-analysis activities.
• Begin identifying and preparing potential
job applicants who will be appropriate
candidates.
• Increase organizational and individual
effectiveness in the short term and long
term.
• Evaluate the effectiveness of various
recruiting techniques and sources for all
types of job applicants.

6. Factors Governing Recruitment
A. External Factors :
(1) The supply and demand of specific skills in the labor
market.
(2) When the unemployment rate in a given area is high, the
company's recruitment process may be simpler.
(3) Labor-market conditions in a local area are of primary
importance in recruiting for most non-managerial,
supervisory
and
middle-management
positions.
However, so far as recruitment for executive and
professional positions is concerned, conditions of all
India market are important.
(4) Legal consideration: We have central and state Acts
dealing with labor. They cover working conditions,
compensation, retirement benefits, and safety and
health of employees in industrial establishments. There
are Acts which deal with recruitment and selection.
(5)
The company's image is also important in attracting
large number of job seekers.

7. B.
Internal Factors
(1) Recruiting policy : One such internal factor is the
recruiting policy of the organization whether internal
or external.
(2) Temporary and part-time employees : Another related
policy is to have temporary and part-time employees.
An organization hiring temporary and part-time
employees may not be able to attract sufficient
applications.
(3) Local citizens : In multinational corporations (MNCs),
there is the policy relating to the recruitment of local
citizens.
(4) Human Resource Planning : A company must follow the
programme of Human Resource Planning for the
purpose of quick and easy recruitment. Effective HRP
greatly facilitates the recruiting efforts.
(5) Size : Size is another internal factor having its influence

8. A good recruitment policy
• Complies with government policies
• Provides job security
• Provides employee development
opportunities
• Flexible to accommodate changes
• Ensures its employees long-term
employment opportunities
• Cost effective for the organization

9. Steps Of Recruitment Process
Decision is made as to whether
recruitment is necessary
Job description is prepared
Specification is prepared
Plans are made on how and when
to advertise
Applicants are short-listed
References are requested
Candidates are invited for
interviews and selection tests
The successful candidate is offered
the job and signs the contract of
employment

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

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

12. 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

13. Selection
• The process of making a ‘hire’ or ‘no hire’
decision regarding each applicant for a
job.
• The mechanism that determine overall
quality of the human resource in an
organization.
• A formal definition of Selection is:• ‚ It is the process of differentiating
between
applicants
in
order to

14. • Factors affecting selection
process:
1. Related to the applicant
•
•
•
•
•
Aptitude of the candidate
Education and training
Basic knowledge of psychology
Physical, mental, social qualities
Family background
2. Related to the organization
• Role of management
• Norms of selection
• Flexible method as per situation

15. • Selection procedure:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
Inviting a blank application
P.I.
Reference check
Physical examination
Psychological test
Intelligence
Personality
Aptitude and skills
Determination of terms of service
Appointment
Initial orientation

16. INTERVIEWS
Interviews
Preliminary
Interview
Formal
Structured
Interview
Unstructured
Interview
Selection
Interview
Stress
Interview
Decision-making
Interview
Group
Interview
Method
Panel
Interview
In-depth
Interview

17. 1. Application forms:
• Invite application forms prospective
candidates from the various sources
identified by the recruitment
• Primary objective is to collect and
evaluate the information about
candidate…
• Screening is necessary when large
number of applications are available
• Detailed statements are made and
interview call letters are sent to the
candidates.

18. 2. Personal interview:
1. To gain an insight into an mental
abilities and personality of an
applicant
2. Unstructured interview ‚tell me
something about yourself…‛
3. Enhance the effectiveness of an
interview by following the structured
interview.
4. Situational questions to know how they
respond to the particular work
situation
5. Stress interview by putting an applicant
in a stress by embarrass or frustrate
him

19. In-basket method for sales
people:
• Includes problems, messages, reports
that might be a part of the job.
• Applicant asked to deal with this type of
issues and measured by their response

20. 3. Reference check:
• Information of application is not
always true, so reference check is
required about job experience and
collage degree
4. Physical examination:
• Medical test before selection is required
by some organizations
• It includes weight, height, B.P., heart beat,
E.N.T. testing, neuro-psychiatric test and
previous medical treatment history
• Many companies conduct drug test to know
the level of drug use by the applicant

21. 5. Psychological test:
• Variety off tests are used to measure
ability includes verbal, qualitative and
cognitive skills
• Test of measuring general cognitive
ability (g), used as a predictor of job
performance
• Higher level of ‘g’ indicates that the
person can learn faster and be a top

22. 6. Intelligence:
• Used to determine mental ability
• It measures intellectual capacity like
memory power, word fluency, and
inductive learning
7. Personality:
• To measure non-intellectual
characteristic like motivation interest,
ability to adapt and adjust, desire for
level of interpersonal relationship
• Test to identifies the traits of Edward
Personal Preference Schedule

23. 8. Aptitude:
• Measure the persons’ current level of skills
at certain tasks
• Rejecting applicants is wrong as they can
trained in the companies training program
9. Determination of terms of
service:
• Terms are related to compensation pattern,
salary, commission structure, travel and
medical allowance, leaves with pay etc.
• Determine before issuing the appointment
letter

24. 9. Appointment:
• End of the selection exercise
• Includes terms and conditions, last date to
join, signed by appointing authority
• Person is required to join before expiry date
9. Initial orientation:
• Process to provide the information about job
and the organization
• Includes origin and growth of the firm,
information about the department, duties and

25. Social Media as a Recruitment Tool
 Source of candidates
 Builds and leverages off networks
 Employee/employer branding
 Research tool
 Complements a company’s careers site (not to be used instead
of a corporate careers site)
 Employer transparency
 Engage in conversation with customers, suppliers and internal
stakeholders

26. Twitter as a Recruitment tool
•Advertise job opportunities
• Network with industry leaders
• Source of candidates
• Employer branding tool
• Reach a wider and passive audience
“ Respond to comments, requests, feedback, complaints in real
time
• Follow discussion on various recruitment topics
• Engage in conversation and headhunt talent

27. Company presence on Twitter

28. Facebook
Ernst & Young, Deloitte,
Hallmark, Apple and the
CIA all have dedicated
Facebook recruitment
strategies
 Facebook is being used as
a strategy to connect with
passive candidates and to
build long term talent
pools
“Facebook is more than social networking, it’s a
force for social action”
Mark Zuckerberg, founder
 Aussie iconic brand
Bushells have successfully
created a group with a
following of 8500 people

29. LinkedIn
Seen by users as a credible extension of
their resume and a way to research
relevant industry information:
 Search employees and target
organisations
 Join Groups to join in discussions and have
access to industry information
 Network with other industry
professional
 Reference check

30. LinkedIn
Researching through
Groups
Contributing in discussion
Advertising job opportunities
Networking with
prospective
candidates/
clients/ colleagues

31. Slideshare
“An online forum
to share or
browse Power
Point
Presentations or
Word Documents
either publicly or
privately.
“Information
source:
“ Search for
webinar
presentations

32. Slideshare
…But what makes
Slideshare Social
Media?
“ It is a highly
measurable online
tool
“ It allows you to
become part of an
online community to
share information
“ You can comment and
create discussions on
topics of interest
“ Allows you to

34. YouTube
YouTube is the leader in online video, allowing
people to easily upload and share video clips on
www.YouTube.com and across the Internet through
websites, mobile devices, blogs, and email.
Founded in February 2005
• Channels created as a portal for
recruitment videos, resumes
• Available measurable data
to calculate ROI

35. Did You Know?
93% of business owners are not skilled at interviewing
50% of hiring decisions are wrong
Most decisions are made within 3 minutes
Most decisions are made on emotion
Men are influenced by female candidates’ appearance
50% of employees have admitted to being in the wrong job

36. Dishonest People
37% of resumes are phony
25% of work histories are
falsified
85% of university students have
admitted to cheating

37. So What Are The Consequences?
42% of a manager's time is spent addressing conflict
33% of employees admit to stealing
30% of business failures are directly related to
employee theft
A corporation fails every 3 minutes
96% of all companies fail within 10 years
"A Bad Beginning Makes a Bad Ending"
Euripides
Greek Writer