Recruitment/Hiring, Interview Methodology and Procedures

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Recrutement,
Selection,
Interview Guideline

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RECRUITMENT AND
SELECTION
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RECRUITMENT AND
SELECTION
ANNUAL TURNOVER RATE
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IN EXPANSION OF BUSINESS MORE
MANPOWER IS NEEDED

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RECRUITMENT AND
SELECTION
1) TODAY, THE SAME MATERIAL RESOURCES ARE
OPEN TO ALL COMPANIES; ONLY THE HUMAN
RESOURCES VARY FROM COMPANY TO
COMPANY
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RECRUITMENT AND
SELECTION
1) SELECTION OF EFFECTIVE CANDIDATE IS A
FUNDAMENTAL PRE-REQUISITE OF A
SUCCESSFUL TEAM.
2) NO AMOUNT OF TRAINING, MOTIVATION,
SUPERVISION IS HELPFUL IF WRONG
SELECTION HAS BEEN MADE
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RECRUITMENT AND
SELECTION
POOR SELECTION MEANS
a) LOSS OF MONEY AND TIME ON
RECRUITMENT AND TRAINING
b) EXPENSIVE LIABILITY

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JOB ANALYSIS
WHAT A JOB
IS
(JOB DESCRIPTION)
WHAT AJOB
NEEDS?
•(JOB SPECIFICATIONS)
•EDUCATION
•EXPERIENCE
•SKILLS
•WILLINGNESS/
ENTHUSIASM
•PERSONAL
CHARACTERISTICS
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JOB SPECIFICATIONS (ATTRIBUTES AND
QUALITIES) NEEDED
HOW TO DETERMINE THE NEEDED ATTRIBUTES?
•ASK CUSTOMERS
•LOOK AT THE ATTRIBUTES OF MOST SECCESSFUL
REPRESENTATIVES OF YOUR COMPANY AND SOME OTHER
COMPANIES
•PREPARE A LIST OF NEEDED ATTRIBUTES BY COMBINING
THE ATTRIBUTES UNDER A) AND B) ABOVE
•CLASSIFY THE NEEDED ATTRIBUTES INTO “MUST” AND
“DESIRABLE” ATTRIBUTES OR CRITERIA

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JOB SPECIFICATIONS NEEDED
FOR A CANDIDATE
• EDUCATION, EXPERIENCE, JOB
KNOWLEDGE, SELLING AND
COMMUNICATIONS
• ENTHUSIASM/WILLINGNESS
TOWARDS THE JOB (HIS, FAMILY)
• PERSONALITY ATTRIBUTES

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PERSONALITY ATTRIBUTES
FOR A CANDIDATE
• PHYSICAL
– GRACEFUL, ENERGETIC, GOOD VOICE , DRESS
• MENTAL
– INTELLIGENT, GOOD MEMORY, ALERT,
KNOWLEDGEABLE, TAKES INITATIVE
• SOCIAL
– COURTEOUS, FRIENDLY, HONEST, RESPONSIVE,
TRUSTWORTHY
• EMOTIONAL
– ENTHUSIASTIC, DETERMINED, MATURED,
OPTIMISTIC, AMBTIOUS
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LIST OF JOB NEEDED SPECIFICATIONS
(ATTRIBUTES)
MUST ATTRIBUTES OR CRITERIA
•AGE GROUP
•MATURED AND GRACEFUL OUTLOOK
•MINIMUM EDUCATION
•GOOD COMMUNICATION (LANGUAGE OF PLACE OF
POSTING)
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LIST OF JOB NEEDED SPECIFICATIONS
(ATTRIBUTES)
• GOOD HEALTH
• KNOWLEDGE
• JOB EXPERIENCE
• ENTHUSIASTIC
• RELIABLE, HELPFUL
• TEAM PLAYER
• SOCIAL, PUNCTUAL,
COURTEOUS
• HONEST, TRUSWORTHY
• TAKES INITIATIVE
• ACTIVE/ ENERGETIC /
ALERT
• AMBITIOUS
• OPITMISTIC
• INTELLIGENT
DESIRBLE ATTRIBUTES
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WHAT IS RECRUITMENT AND
SELECTION PROCEDURE?
A PROCEDURE OF OBTAINING FACTS ABOUT A PERSONS’S:-
•BACKGROUND (EDUCATION, MENTAL, SOCIAL AND
INTERESTS)
•ATTRIBUTES (PHYSICAL, MENTAL, SOCIAL AND
EMOTIONAL)
• PAST PERFORMANCE
AND THEN
•USING THE FACTUAL INFORMATION TO SELECT A PERSON
FOR A CERTAIN JOB
•“FACTS” PROCEDURE
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WHAT IS RECRUITMENT AND
SELECTION PROCEDURE?
“FACTS” PROCEDURE
F- FIND THE FACTS
A- ANALYSE THE FACTS
C- CHECK THE FACTS
T- TEST THE APPLICANT
S- SELECT THE MAN
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RECRUITING AND SELECTING
RECRUITMENT PROCEDURE
•INVITE APPLICATIONS THROUGH VARIOUS MEANS
•CONDUCT TESTS, INTERVIEW(S) ACCORDING TO
THE POLICY OF THE COMPANY
•OBTAIN REFERENCES AND PAST EMPLOYMENT
HISTORY
•GET MEDICAL EXAMINATIONS OF THE FINAL
CANDIDATE(S)
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RECRUITMENT SOURCES
• OTHER DEPARTMENTS/DIVISIONS OF THE
COMPANY
• OTHER Cos’ FIELD FORCE CONTACTED BY OWN
REPRESENTATIVES.
• COLLEGES AND UNIVERSITIES.
• JOB PORTAL LIKE SEAS9.COM
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TIPS AND CHARACTERISTICS
OF A GOOD INTERVIEWER
• GIVES WARM WELCOME, CREATES GOOD
ENVIROMENT
• SMILES
• HAS EYE TO EYE CONTACT
• TALKS LESS, LISTENS MORE
• OBSERVE BODY LANGUAGE
• IS PUNCTUAL
• KNOWS JOB SPECIFICATIONS/
REQUIREMENTS
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GUIDELINES FOR PLANING THE
INTERVIEW AND CONDUCTING THE
INTERVIEW
DO NOT TREAT A “SELECTION
INTERVIEW” CASUALLY AS
THOUGHT IT WAS A MERE
CONVERSATION
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GUIDELINES FOR PLANING THE
INTERVIEW AND CONDUCTING THE
INTERVIEW
PLANNING THE INTERVIEW
– FORMULATE QUESTIONS (OEDs, CEQs
ETC) BASED ON EACH NEEDED
ATTRIBUTE. USE CEQs TO THE MINIMUM
– USE SIMPLE WORDS TO DESIGN Qs.
– PLAN THE SETTING
– QUITE PLACE
– NO INTERRUPTION (NO PHONE CALLS)
– PUNCTUALITY
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GUILDELINES FOR PLANNING THE AND
CONDUCTING THE INTERVIEW
CONDUCT THE INTERVIEW
• GREET INTERVIEWER AND INITIATE A BRIEF
SOCIAL CONVERSATION TO CREATE +VE
CLIMATE AND TO MAKE THE CANDIDATE FEEL
AT EASE.
• USE AN INTERVIEW APPRAISAL SHEET TO
MANAGE THE FLOW OF THE INTERVIEW AND TO
GATHER INFORMATION FOR DECISION MAKING.
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GUILDELINES FOR PLANNING THE
INTERVIEW AND CONDUCTING THE
INTERVIEW
CONDUCT THE INTERVIEW
• HAVE EYE TO EYE CONTACT AND SMILE.
• LISTEN, OBSERVE (EYE CONTACT,POSTURE,
GESTURES ETC) AND NOT SAY YES OR OKAY.
• RECORD THE INTERVIEW CONTENTS.
• INVITE QUESTIONS AND ANSWERS THEM
• CONCLUDE BY EXPRESSING APPRECIATION
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