The document discusses the recruitment, selection, placement and induction process. It defines each step and provides details on: - The recruitment process including identifying vacancies, choosing internal/external methods, and evaluating. - Selection involving screening, interviews, tests and final selection. Different types of interviews and tests are outlined. - Placement which determines the appropriate job for the candidate. - Induction training which familiarizes new employees with policies, colleagues, and their role through general and job-specific training. The goals of induction are also stated.

1. Recruitment, Selection, Placement
and Induction

2. What is
recruitment?
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3. Recruitment is creating an
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4. DEFINITION OF RECRUITMENT
“the process of seeking and attracting a
pool of people from which qualified
candidates for job vacancies can be
chosen”
Byers and Rue
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5. Recruitment is the process of searching for
prospective candidates
and entice them to apply for the jobs in the
organization
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6. Few Things you need to Know
Recruitment is one of the Key Result Areas of
HRM
Recruitment tries to match Human Resources to
the Strategic and Operational needs of the
organization
It ensures optimum utilization of those Human
resources
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7. Recruitment Policy
How to recruit
How to select/on
what basis
What methods to
use for
recruitment
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8. RECRUITMENT PROCESS
HR Planning
Identify the
HR
requirement/
Job Vacancies
Job
Analysis(JD
and JS)
Decision to
Recruit
Choose the
Resources and
methods of
Recruitment
Implement
the
Recruitment
programme
Evaluate
theRecruitme
nt Programme
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9. Right time Right place
Right number
Economically
most useful
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10. 2. Identify the HR requirement/ Job
Vacancies
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11. 3.Job Description and Job
Specification
• Duties and responsibilities
• Types of the person
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12. 4. Decision to Recruit
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13. 5. Choose the Resources and methods
of Recruitment
Internal
Recruitment
External
Recruitment
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14. 6. Implement the recruitment
programme
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15. 7. Evaluate the recruitment
programme
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16. Internal & External Recruitment
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17. Notice
boards
Circulars News letters
Job posting HRIS Intranet
Transfers Promotions
Referrals of
employee –
“buddy finds
buddy”
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18. Boost the morale of
the work force
Employee’s
performance and
competencies are
well known
Cost effective
Better employee
relationship
Kind of a training
and development
for the employee
Better utilization of
the internal
resources
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19. Inbreeding
Miss out the
talent available
externally
Limited choice Less competition
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20. External Recruitment Methods
• News paper advertisements
“AIDA”
1. Attention,
2. Interest,
3. Desire,
4. Action
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21. External Recruitment Methods
• Magazines
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22. External Recruitment Methods
• Radio and TV
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23. External Recruitment Methods
• Educational Institutes
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24. External Recruitment Methods
• Recruitment Agencies
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25. External Recruitment Methods
• “Head hunting”
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26. External Recruitment Methods
• Walk in interviews
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27. External Recruitment Methods
• Job Fairs
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28. Advantages of External
Recruitment Methods (Tools)
Infusion of new blood
Wide options
Finding innovative employees
incorporation of new concepts
Publicity and better image for the
organization
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29. • Time consuming
• Unpredictable performance
• May not fit to the Organization’s culture
• Expensive
• Frustration among employee
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30. Selection
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31. “Selection is the process of choosing the most
suitable applicant/candidate for a job from
among the available applicants.”
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32. • Selection gives the right place to the right
person.
• Rejecting the right person or the placement
of the wrong person will have a severe
impact.
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33. Application
screening and
short listing
Presentation
of data in a
tabulated
form
Preliminary
interview
Employment
tests
Diagnostic
interview
Reference
checking
Medical
examination
Final selection
Collection of
various
documents
Job offer
interview
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34. Types of Interviews
1. Formal and Structured interviews /
Directive interviews
• very rigid in its structure and contents
• ensures each and every candidate is tested
with identical questions.
• The interviewer selects the questions to be
asked
• plans the interview in advance.
• Lack of subjectivity is the main advantage
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35. 2.Unstructured interviews / Nondirective
interviews
• no pre-determined set of questions
• take its own direction depending on the
answers given.
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36. 3. Stress interviews
• The objective is to test the applicant’s
ability to perform effectively and
efficiently under stress.
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37. 4. Group interview method
• Group of candidates are interviewed by an
interviewer.
• Usually they are interviewed at different stages
by different interviewer
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38. 38

39. 39

40. 5.Panel interviews
• Panel of experts test the each candidate
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41. 6. In depth interviews
• This is at the second stage of interview
• it goes to a deeper level to understand the
candidate better
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42. 7.Situational type of interviews
• Questions are focused on the individual’s
ability to understand what his or her
behaviour would be in a given situation
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43. Types of Selection Tests

44. Intelligence means the
mental ability or
quickness of mind.
It is the ability for
“reasoning, judgment,
memory and the power of
thoughts.”
An IQ (Intelligent
Quotient) involves a
different ability, usually
comprising verbal
reasoning or numerical
ability
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45. • measures the person’s ability to learn a
given job.
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46. This includes
finger dexterity
manual dexterity
speed of the arm
movement
Reaction time
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47. This is a behavioral test A real situation is given to
the applicant and asked to
tackle the situation as if he
or she got it in their real life.
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48. 5.Achievement Tests
These are knowledge tests
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49. 6.Interest Tests
to identify whether the applicant has a
genuine interest in the kind of work to be
performed
No point of assigning a job someone is not
interested in it.
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50. 7. Personality Tests
• Personality tests assess a person’s value
systems emotions
• Personal characteristics
• Self-confidence
• Judgment
• Dominance or submission
• Impulsiveness
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51. Polygraph Tests
Test the truthfulness of an applicant answers
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52. Graphology
Analysis of hand writing to assess one’s
personality.
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53. Placement
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54. Placement
“the determination of the job to which an
accepted candidate is to be assigned and his
assignment to that job.”
Paul Pagers and Charles A. Myers
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55. Induction
Induction training is a type of training given as
an initial preparation for taking a job.
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56. Content in Induction Programme
• Location and physical layout
• Colleagues and informal relationships
• Management, supervision and formal
relationship
• Customers
• Conditions of employment and contracts
• Organization and house rules E.g. No drinking,
No smoking etc
• Security systems
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57. Purpose Of Induction/Familiarization
Training
• To eliminate turn over
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58. Purpose Of Induction/Familiarization
Training
• To eliminate fear and build-up confidence of
the employee
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59. • To enhance the productivity and quality of
the product
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60. Purpose Of Induction/Familiarization
Training
• To build sense of belongingness and loyalty
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61. Purpose Of Induction/Familiarization
Training
• To build and develop soft skills(positive
attitudes/values) of the employees
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62. Purpose Of Induction/Familiarization
Training
• Feeling of job satisfaction and security
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63. Purpose Of Induction/Familiarization
Training
• Get to know each other in the work place
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64. Purpose Of Induction/Familiarization
Training
• Employee is having a macro picture about
the organization
• Creating a “feel at home” mentality
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65. Formal Induction or Familiarization
Training
General
Training
Job
Training
Evaluation
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66. General Training
(General information)
Reception
Introducing the
employee hand
book Introduction
to key persons
Business and
Business structure
Organizational
structure
Organizational
culture and values
Welfare and
employee benefits
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67. General Training
(General information)
Site layouts
(Factory/offices/canteen
etc.)
General administration
Discipline and Grievance
handling procedure
Organizational rules,
Dress codes, Absenteeism
and lateness, Working
hours and Smoking areas
Occupational Health and
Safety (Legal
requirement)
Security, Restricted areas,
Transport and Parking
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68. Job Training
• Local department structure
• Local department layout (wash rooms,
changing rooms etc.)
• Local department tour
• Department functions/role and objectives
• Department team and management
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69. Job Training
• Related departments and functions
• How the department actually works and
relates to others
• Reporting and communication procedure
• Job description (duties, scope, territory,
authority etc.)
• Work station/space
• Technical training/familiarization
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70. Evaluation
Measure the
effectiveness of the
training programme.
Conduct exit
interviews with any
employee who leaves
To identify the
improvements and
continuously develop
the induction training
programs in the future
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71. Krishantha Jayasundara
BA.Peradeniya, PQHRM.IPM, NDTHRD.IPM
krishanthajayasundara.branded.me
krishantha896@gmail.com
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