by zeeshan moiez ali for education and learning.

1. RECRUITMENT
SELECTION
&
RETENTION
Speaker:
Zeeshan Moiez Ali
(MPA–HR, CHRP, DIT)
MPA–

2. Current
Market
Problems
• Price war for skilled people.
• Pay packages declines for fresh talent.
• Ending of Japanese concept “One Life One Job”
• Difficulties in retaining skilled people.
• Turnover ratio increases every year.
• Brain drain of technical & skilled labors.
• Contract employment creates decrease in benefits.
• Outsourcing/web portals creates more competitions.
• Increase in liabilities investment instead of finished good.

3. RECRUITMENT
• Recruitment is a broad term used to communicate the notion
getting some one into the organization. It covers every thing
from advertising to induction.
• It involves discovering of potentials candidates for actual or
anticipated organizational vacancies; it is a process of finding
and attracting capable applicants for employment.
• Recruitment = Induction of New Head
• Aim of recruitment is “To hire the right people for the right job”

4. Goals of Recruitment
• The first goal of recruitment is to communicate the
position in such a way that job seekers respond.
• The second goal is to provide relevant or enough
information about a job so unqualified applicants can self
select themselves out of the job candidacy
• The third goal is to create / attract a pool of potential
applicants in a cost effective manner.
• The fourth goal is that the right person is selected for the
right job.

7. Channels of Recruitment
• Resume Database.
• Walk-ins.
• On-Campus & Open Days.
• Personal Reference.
• Internal Announcements.
• Transfers & Promotions.
• Interns & MTs Programmes
• Employment Agencies.
• Print Media Advertisements.
• Online Media Advertisements.
• Public Places Announcements.

8. Requirement for Recruitment
• The commonly used elements requirement for recruiting a
candidate.
• Vacancy Status (entry, middle, executives, leader)
• Re-Analyzed Job description.
• Updated Resume Database
• Target Position Advertisements/Marketing Channels.
• Screening resumes
• Criteria Judgments
• Meeting places (office, meeting rooms, social public places)
• Skills Testing system.
• Interviews Arrangements
• Salary Negotiation

9. Recruitment Success
Success in Recruitment is based on controlling process,
• Proper vacancy planning
• Budget for recruitment.
• Not too much lengthy
• Not very costly
• Not too much time consuming
• Availability of Manpower
• Difficult in selecting proper gender, race, background,
expertise, skills checking tools
• Image of organization & its policies & turnover %
• Employment status
• Compensation, perks & benefits & flexibilities

10. Assessment Centers
 An assessment centre is one of the most sophisticated selection
methods available used for Staffing, it based on the principle of
multi-trait multi-method assessment & works on group &
individual series of activities likely;
 Through standard series of interviews.
 Group & individual Testing system.
 It covers the exercises to check mentality, presentation,
temperament, behaviors, job focusing, cooperate commitment,
problem solving.

11. Elements in Assessment Centre
• A Medium planned assessment
centers contains following
activities.
• Group exercise
• Presentations
• Group discussions
• Aptitude or psychometric tests
• Problem solving projects
• Physical activities
• Panel interviews

12. Selection Process
• The commonly selection process, a sub section of staffing for inducting
a candidate into organization
• Screening Candidate: reviewing resume & attached testimonials,
introductory telephonic call.
• Application Form: a form based on specific information company
require in legal manners, invite applicant to come and fill the
employment application form and send it with interview invitation.
• Initial Interview: initial interviews are arrange to observe candidates
posture, gesture, personality, mentality, communication.
• Employment Test: Any selection examination that is designed to
determine if an applicant is qualified for job.
• Comprehensive Interview: The interview based on methodical
process, for job knowledge, suitability, current job description, past
experience, expectations, future planning.

13. Selection Process
• Documents & Reference Checks: confirmation & verification of
information & documents provided by candidate.
• Medical Examination: physical check-up for any hidden & prohibited
disease.
• Salary Negotiation: offering gross salary p/w, p/m or p/a to
recruited individuals.
• Benefits offers: Company offer benefits related to employments status,
e.g. medical, bonus, meal, P.F, leaves, trips, career growth etc.
• Orientations: employee will take a lecture based on detailed
introduction of company and its polices, basic employment rules &
facilities.
• Joining Checklist: employee handover to its department or base town,
with his proper job description, reporting relationship, appointment
agreement, identification details, necessary equipments, post joining
entitlements, like secretary, car, etc.

14. Recruitment
• Frauds In Recruitment
– The common fraud in recruitment faced by companies are;
• Hiring Job Hoppers
• Hiring on Political Influence
• Hiring from Different occupation & experience
• Applicant presents fake documents.
• Hiring Illegal Immigrants
• Hiring positive disable persons.
• Hiring serial saboteurs.
• Wrong Information in Reference Checks.
• Positive behavior error
• Over qualified people

15. Retention
• Problem of Market
– “How do we keep top performers?”
• Hiring the right people
– People who are happy with their current job & want to grow in
their same field of interest.
– People who are not switching for financial boost.
– People who want to stay and learn for maximum period of time.
– People who are interested to participate in social gathering and
activities.
• Make your Company UNMATCHED not in sense of lavish benefits
but by provide basic necessities of life.

17. Retention
• Know Your Employee
– Creating an environment where people want to work and have
fun, leading to high morale.
– Providing employees with knowledge and information related
to their work, support and use their ideas to achieve results.
• Providing voluntary benefits: programs that can be set up
with a payroll deduction, no cost to employer other than
administering the program
– Auto and home insurance plans
– Health insurance plans
– P.F investment schemes
– Children Education Support
– Disability & Death insurance
– Discount Shopping plans
– Retirement Pension Plans

18. Retention
• Having Recognition
– Celebrate
birthdays/anniversaries/retirements/promotions
– Monthly certificates, gifts & flowers
– Holiday trips (discounts or reimbursements)
– Weekend gatherings through parties, picnics & games.
– Launch/Dinner/Cinema/Music Nights on working
Sundays.
• Develop concept in employees that they are an important
assets of company by using verbal appreciation, thanks,
congratulations types sentences on daily basis. Manager go in
hall and say Good Morning to all staff of department.

19. Retention
• Role of JD in Turnover
– The most common mistake the company doing in the
current period of time is IMPROPER JOB DESCRIPTION.
• Understanding Turnover
Studies show that
Turnover at clerical or junior level staff is because of
salary.
Turnover at office level staff is because of comparison
of salary with work.
Turnover at Middle level management is because of
work environment errors (politics, fail to meet
targets, further growth)

20. Strategies In Retention
• The Common Retention strategies a mid level organization can follow
– Giving employees the responsibility and the authority to get
things done means empowering them.
– Providing feedback on performance and recognizing achievement.
– Let employee the complete orientation program at the time of
joining the organization & inform them about their benefits
entitlements and its eligibility.
– Showing appreciation and recognition for a job well done.
– Providing voluntary benefits programs that can be set up with a
payroll deduction, no cost to employer other than administering
the program.
– Encouraging professional training and development and/or
personal growth opportunities.