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Recruitment and Selection - Introduction

Recruitment and Selection is an important operation in HRM, designed to maximize employee

strength in order to meet the employer's strategic goals and objectives. In short, Recruitment
and Selection is the process of sourcing, screening, shortlisting and selecting the right
candidates for the filling the required vacant positions.

In this tutorial, we will discuss the various aspects of Recruitment and Selection such as the
recruitment process, the factors affecting recruitment, recruitment planning, methods of
recruitment, recruitment interviews, selection process and making an offer.

The Scope of Recruitment and Selection

The scope of Recruitment and Selection is very wide and it consists of a variety of operations.
Resources are considered as most important asset to any organization. Hence, hiring right
resources is the most important aspect of Recruitment. Every company has its own pattern of
recruitment as per their recruitment policies and procedures.

The scope of Recruitment and Selection includes the following operations −

Dealing with the excess or shortage of resources

Preparing the Recruitment policy for different categories of employees
Analyzing the recruitment policies, processes, and procedures of the organization

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Identifying the areas, where there could be a scope of improvement

Streamlining the hiring process with suitable recommendations
Choosing the best suitable process of recruitment for effective hiring of resources
Any organization wants it future to be in good and safe hands. Hence, hiring the right resource is
a very important task for any organization.

Case Study: How to Improvise Recruitment Process

Let’s assume there is a company called ABC Systems, which sells FMCG products. The
company is lately suffering due to its high attrition rates. In this case study, we will see how ABC
Systems can improve its recruiting process and focus on maintaining the efforts required for
filling a job vacancy. We will also learn how the HR team of ABC Systems can reduce the time
and effort involved in sourcing good resources for the vacant positions.

We suggest here seven different steps that ABC Systems can utilize to resolve its problems.

Step 1 − Define the Problem

First, define the problem in exact terms and then, design a step-wise recruitment process that
can be easily followed.

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Recruitment Process

Step Activity

1 Sending the resignation communication message to HR with request for initiating the
recruitment process

2 Manager-HR directs the hiring team to start the recruitment process

3 Logging into the employment website and contacting different recruiters

4 Sourcing, identifying, and collecting the resumes of the candidates

5 Receiving relevant resumes

6 Shortlisting the resumes

7 Sending the shortlisted resumes to the department manager

8 Schedule interview dates

9 Calling the candidates for interview

10 Interviewers complete the feedback form and the feedback is shared with the HR

11 This process repeats for many candidates till the best candidates are finalized.

12 The HR team negotiates the package and compensation

13 Final confirmation and agreements

14 Send offer letter

15 Offer accepted

Step 2 − Research the Causes

Analyze the root cause of the problem at hand. Why the attrition rate is so high? There are
several ways to arrive at the root cause behind a problem.

In case of ABC Systems, it was observed that there is only a less percent of candidates who are
rejected in the process of review. Hence, there is a need to improve this process by increasing
the number of rejections with an efficient review process.

Screening of resumes must be very effective, because the selection of the candidates through
resume screening has maximum percentage of a positive outcome, which is explained below −

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Resume Selection Test

Reviewer Resumes Provided Resumes Selected Successful Selections*

1 10 8 4

2 10 5 2

3 10 7 2

Reviewers can use a set of defined criteria to screen the resumes, which can then be compiled
as shown below.

Tabulation of Selection Criteria Used

Criteria Reviewer 1 Reviewer 2 Reviewer 3

1 X X X

2 X X X

3 X

4 X X

5 X X X

6 X X

7 X X

8 X X X

Step 3 − Countermeasure Ideas Generation

It is mandatory to have a basis of standardization in selecting the candidates. The shortlisting of
the relevant criteria is done as shown in the following table −

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Selection Criteria – Standardized

Criteria Reviewer 1 Reviewer 2 Reviewer 3 Criteria to Keep

1 X X

2 X X X X

3 X X

4 X X

5 X X X X

6 X X X

7 X X X

8 X X X X

The shortlisted list of candidates is reviewed by the department heads and they can suggest
modification which can then be incorporated as new criteria.

Step 4 − Testing and Modifying the Ideas

The next step is to test the defined set of criteria with three batches. After the selections are
done, the set of criteria is analyzed to see it was effective or not.

Step 5 − Implementing the Ideas

If found effective, then implement the new set of criteria for future recruitments.

Step 6 − Standardize Procedures

The next step is to standardize the procedure. First, make a note of the improvements achieved
recruitment efficiency. It can done as shown in the following tables −

Improvements in Recruitment Efficiency

Before After

Resumes 100 92

Selected 18 24

Interviews 170 142

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Improvements in Recruitment Efficiency

Before After Percentage Improvement

R/C 6.25 4.1 34

I/C 10 6 40

With the help of the above processes, there will be a reduction of about 30%-40% in the hiring
process in shortlisting, reviewing and selecting the candidates for the right job positions. This
process was standardized and adopted in the regular practice.

Step 7 − Compiling the Quality Improvement Story

At last, the improvised and the quality story is compiled and presented to the senior
management for a better recruitment process.

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