THIS PRESENTATION IS REGARDING, HOW COMPANIES RECRUITING OF STAFF WHICH PROCEDURE, WE HAVE TO FOLLOW ACCORDING TO THE POLICIES OF THE COMPANY.

1. RECRUTMENT & SELECTION
PREPARED BY
DIMPLE RAMNANI

2. CONTENTS
•
•
•
•
INTRODUCTION OF THE COMPANY
DO YOU AGREE?
MANPOWER PLANNING
FACTORS AFFECTING MANPOWER
PLANNING
• HOW DO ORGANIZATIONS STRUCTURE
THEIR RECRUITING DEPARTMENTS?
• INRERNAL &
EXTERNAL RECRUITMENT

3. CONTENTS
• STRATEGIC RECRUITING STAGES
• RECRUITING DECISIONS & RECRUITING
METHODS
• SELECTION

4. INTRODUCTION
• TATA GROUP is an Indian Multinational
Conglomerate Company headquartered in
Mumbai, Maharashtra INDIA.
• TATA GROUP was founded in 1868 by Jamsetji
Tata as trading Company.
• It has operation in more than 80 countries
across 6 continents.

5. INTRODUCTION
• TATA GROUP has over 100 operating companies
each of them operates independently.
• Out of them 32 companies are publicly listed.
• TATA POWER, TATA MOTORS, TATA
CHEMICALS ETC ARE OUT OF 32
COMPANIES.
• TATA RECIEVES 58% FROM
OUTSIDE INDIA.

6. DO YOU AGREE?
• Great companies “first got the right people on the
bus, the wrong people off the bus, and the right
people in the right seats – and then they figured
out where to drive it.”
• Good to Great: Why Some Companies Make the
Leap and Others Don’t – Jim Collins

7. MANPOWER PLANNING
• Manpower planning is a process by which an
organization ensure that:
– Right Number of people.
– Right Kind of People
– At the Right Time
– At the Right Place

8. FACTORS AFFECTING
MANPOWER PLANNING
• Sales & Production Forecast
• The effects of technological change on task needs.
• Variation in efficiency, productivity, Work study,
New Motivation.
• Changes in Employment Practices.(use of
subcontracts or agency staff etc.)

9. WHAT IS RECRUITMENT
Recruitment is not about filing jobs that are
currently vacant- it is about making a continuous,
long-term investment to build a high quality
workforce capable of accomplishing the
organization’s mission now and in the future

10. How do organizations structure
their recruiting departments?

11. Main Functions of Recruitment
Process
•
–
–
–
Three Main Functions of Recruitment Process are:
Attract a pool of suitable candidates
Deter unsuitable candidates from applying
Create a positive image of the organization

12. RECRUITMENT TYPES
INTERNAL RECRUITMENT
VS
EXTERNAL RECRUITMENT

13. RECRUITMENT FROMINSINDE
ADVANTAGES
DISADVANTAGES
• Career plan for existing
workers &
morale,Motivator for good
performance.
• Relatively easier
assessment of applicants as
information is available,
Reduced recruitment costs
(travel expenses)
• Existing employees may
not bring-in new ideas to
their new job (inbreeding).
• Lower level employees
may not have capacities
required at higher jobs.

14. SOURCING CHANNELS
INTERNAL
• Job Posting
• Skills Data Base
• Employee Referrals by
Other Departments
EXTERNAL
• Advertisement
• Placement Agencies
• Internships
• Job Sites
• E-Recruiting
• Campus

16. Recruitment Strategy: A Six Step
Approach
Recruitment strategy should answer the following questions related to
their target populations:
1.
Who is being targeted through the recruitment?
2.
Where is the appropriate place to recruit clients?
3.
When should recruitment be done?
4.
What messages should be delivered during recruitment?
5.
How should the messages be delivered?
6.
Who is the most appropriate
person to do recruitment?

17. STRATEGIC RECRUITING
STAGES
HUMAN RESOURCE PLANNING
• How many employees are needed?
• When employees will be needed?
ORGANIZATIONAL RESPONSIBILITIES
• HR staff & operating managers
• Recruiting presence and image
• Training of recruiters

18. SELECTION
• The process of assessing candidates and appointing
a post holder
• Applicants short listed – most suitable candidates
selected
• Selection process – varies according to
organisation.

19. SELECTION TOOLS
• Interview – most common method
• Psychometric testing – assessing the personality of
the applicants –
• Measures of personality
• Honesty test (substitute to polygraph)
• Aptitude testing – assessing the skills of applicants
• Measures of proficiency, achievement, or
knowledge
• Measures of mental ability or intelligence

20. SELECTION TOOLS
• In-tray exercise – activity based around what the
applicant will be doing
• Presentation – looking for different skills as well as
the ideas of the candidate
• Assessment Centres – battery of tests

21. CHOICE OF SELECTION
METHODS
• Number of applicants
• Criticality of position
• Cost/effort involved
• Predictive validity
• Extent of preparation required

22. DETERMINING SELECTION
STANDARDS
Sources of Information about Applicants
• Application Forms
• Reference Checks
• Physical Examination
Selection Tests (Reliability & Validity)
The Selection Interview

23. RECRUITMENT: RETURN ON
INVESTMENT (ROI)
Recruitment return on investment (ROI)
understands and compares the elements, costs and
risks of a recruitment related project to the expected
benefits