Recruitment, selection and induction

1. HRM process
Recruitment, Selection and
Induction

2. Recruitment
• Recruitment actually means a way to search the
future employees of the organization and stimulate
qualified people to apply for the job.
• It helps to create a pool of job seekers and improve
the scope of recruitment of better employee.
• Recruitment activity brings together the people who
are qualified and looking for job and the
organizations which are searching for prospect
employees.

3. Recruitment
• The properly executed recruitment process leads
to joining and selection of suitable manpower in
the organization.
• Recruitment is defined as a process of
discovering reliable sources of contacting
desirable employees which meets the staffing
requirements of the organization.
• Through recruitment process the organization can
attract the adequate number of manpower to
facilitate the effective selection process and
joining of efficient work force

4. Recruitment Defined
• Recruitment is the process of searching for prospective employees and
stimulating them to apply for jobs in the organization(Edwin Flippo)
• It is the process to discover potential candidates for future actual or
anticipated job vacancies. Another perspective is that it is a linking activity
which brings together organizations those with jobs to fill and people those
are seeking jobs.
• It is a process to match the capacities of candidates with the demands of
the organization. The inclination of qualified candidates should also match
with the rewards and benefits the organizations are willing to provide in the
job.(Plumbley)
• It is way through which the manpower requirements of the organization can
be fulfilled. It employs effective procedure to attract the people in ample
amount to make sure a suitable person is recruited on the available job
profile.(Dale Yoder )
• Recruitment is identified as a first step of the process which persists with
selection and ends with the joining of the suitable candidate in the
organization. (Kempner )

5. Purpose and Importance
• Determine the present and future requirements of the organization on
conjunction with its personnel planning and job analysis activities.
• 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 the probability that job applicants, once recruited and
selected, will leave the organization only after a short period of time.
• Meet the organization’s legal and social obligations regarding the
composition of its work force.
• 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. Methods of Recruitment: Direct
Recruitment
• Campus Recruitment:- In this method the employer go to different
campus, business, school, college and universities, in this case the
employer ask the student what are the expected and required task
to be performed arranged interview in campus select the best
available manpower for job commonly known as campus selection.
• Internship:- “Internship offered by man industrial enterprise
constitute an effective recruiting technique.” Many Government
College and universities made it compulsory before joining any job,
sometime the organization may promise for regular job and
permanent job. If they are satisfied and impressed with the
performance of employee at internship.
• Walk in Interview: In this case the employer may ask to submit the
resume to the respective organization usually advertisement given
in news paper after interview candidate may be appointed or
rejected.

7. Indirect Recruitment
• Indirect Recruitment In this method media help
for selection of recruiting people with the help of
print media in from of “Situation Vacant.”
• It usually contain the name of organization,
required qualification and experience sometime
pay scale also.
• Different news paper has a different day for the
situation vacant. But they take charge from the
organization for the same.

8. Third Party
• The people are being recruited with help of third
party with help of third party like job placement,
employment agencies, and management
consultant.
• The organization approaches to different job
placement, Employment agency and
management consultant for required employee
and candidate.
• E-Recruitment is a new phenomenon in
organization the applicant and organization are
directly in touch with each other with the help of
internet.

10. Recruitment Plan
• Identifying the job opening
• Deciding how to fill the job opening
• Identifying the target group
• Notifying the target group
• Meeting with the candidates

11. Recruitment plan components
• Announcement
• Recruiting timeline
• Advertising plan
• Interview schedule
• Assessment tools
• Background checks
• Interview plans
• References

12. Selection
• Selection is the process of putting right men
on the right job. It is a procedure of matching
organizational requirements with the skills
and qualifications of people.
• Effective selection can be done only when
there is effective matching.
• By selecting best candidate for the required
job, the organisation will get quality
performance of employees.

13. Recruitment versus Selection
• Recruitment is considered to be a positive
process as it motivates more of candidates to
apply for the job. It creates a pool of applicants. It
is just sourcing of data.
• While selection is a negative process as the
inappropriate candidates are rejected here.
Recruitment precedes selection in staffing
process.
• Selection involves choosing the best candidate
with best abilities, skills and knowledge for the
required job.

14. Selection Process
• Criteria development. All individuals involved in the
hiring process should be properly trained on the steps
for interviewing, including developing criteria,
reviewing résumés, developing interview questions,
and weighting the candidates.
• The first aspect to selection is planning the interview
process, which includes criteria development. Criteria
development means determining which sources of
information will be used and how those sources will be
scored during the interview. The criteria should be
related directly to the job analysis and the job
specifications.

15. Selection Process
• Application and résumé review. Once the criteria have been developed
(step one), applications can be reviewed. People have different methods
of going through this process, but there are also computer programs that
can search for keywords in résumés and narrow down the number of
résumés that must be looked at and reviewed.
• Interviewing. After the HR manager and/or manager have determined
which applications meet the minimum criteria, he or she must select
those people to be interviewed. Most people do not have time to review
twenty or thirty candidates, so the field is sometimes narrowed even
further with a phone interview
• Test administration. Any number of tests may be administered before a
hiring decision is made. These include drug tests, physical tests,
personality tests, and cognitive tests. Some organizations also perform
reference checks, credit report checks, and background checks.
• Making the offer. The last step in the selection process is to offer a
position to the chosen candidate. Development of an offer via e-mail or
letter is sometimes a more formal part of this process. Compensation and
benefits will be defined in an offer

16. Selection Steps
• Preliminary Interview:
• 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.
• 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.
• 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.

17. Selection steps
• 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.
• 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.
• Job Offer and Final selection

18. Induction
• Employee induction, also called employee
orientation, refers to a well-structured formal
process of welcoming new employees.
• Fresh employees do not have any idea about their
workplace, rules, duties, and responsibilities.
Therefore this function will help them to get a clear
idea about their organization, job, workgroups, and
any other facts related to the job. This HR function is
a vital for the new employees as well as the
organization.

19. Objectives of Induction
• Provide essential information about the organization to
new employees
• To develop employee confidence to become productive
employees
• Provide a better understanding of the organization’s
vision, mission, functions, and other organizational
strategies.
• To provide facilities to the employees.
• To introduce new employees to their managers, team
leaders, and subordinates.
• To maintain a good relationship with the existing
employees.

20. Types
• Organization induction
• Department induction
• Job induction
• Human induction

21. Induction Process
• Preparation
• Who should give the information?
• How to give information
• Within what time of period should the
information be given?
• Where should the information be given

22. Induction Process
• Conduct
• As the second stage in this process, the organization briefly provides
information to the employees. The person or persons provide a general
introduction about the company, including the company’s name, vision,
mission, functions, products, customers, top management, and company
history. However, this initial briefing should not be provided in a printed
word.
After completing the initial briefing, the new employees should be taken
to their workplace and introduced to their manager/team leader.
• Evaluation
• The new employees should not be dropped by if any problems occur
during the orientation period; hence, formal and systematic follow-up is
necessary for the process. The manager/supervisor should frequently
evaluate how well the new employee is doing his job.
The purpose of this evaluation stage is to make sure about the current
orientation program reaching the need of new employees and the
company’s needs. Furthermore, the evaluation helps to identify new ways
to improve the current program.