4

Employee Recruitment and Selection

Learning Objectives
This chapter would help the readers:
" to understand the process of employee recruitment and selection;
to acquaint with the techniques and factors affecting recruitment;
" to be familiar with the procedures of applicant assessment;
" to know how organizations apply recruitment and selection function; and
to reflect upon case studies about recruitment and selection.

An Opening Story: Challenges of Recruitment and Selection

Recruitment and selection ate always tough decisions to make for managers as well as
psychology consultants especially when the company location is far off from the city or
in rural areas where it becomes difficult to attract candidates and make a choice for high
performers. In one such occasion, a company started its business almost 200 kilometres in the
outskirts of Mumnbai. Though the company used the best recruitment and selection methods
including the psychological tests, it could not find many candidates having high potential or
attitudes. Then the company, along with the organizational psychology professional, took the
challenging decision to select the candidates having middle or even low aptitudes in order to
fill the vacancies and start the project activities. But the company managers also decided that
if we are considering people with low or average potential in such a remote area, then it is
essential to provide sufficient training by the best trainers (internal and external) so that the
selected candidates could perform up to the desired expectations. This is how the challenges
of recruitment and selection combined with first-rate training brought excellent results for
the company as well as employees.

4.1 INTRODUCTION
Recruitment has been regarded as the most vital function of human resources
administration. Unless the right people are hired, even the best planned organization
and systems would not do much good (Jonathan 2013).
 76 Organizational Psychology
Recruitment is like searching diamonds in a coal pit. Average recruiters quite
often come out of the pit with artificially shining stones misjudging them as real
diamonds. At the same time, many organizations fail to pay attention to
and maintaining an effective recruitment establishing
process. When the business moves on Good to Know
fast track, managers are given hardly To be successful in business, it is crucial to
any time to sit, rethink, and make this have the rightpeople in the right job roles,
process rewarding (Anil Kaushik 2013).
The proper start to a recruitment effort is to perform a job analysis in order to
document the intended requirements of the job to be performed. This intormation
effort with the
is captured in a job description format and provides the recruitmentdescriptions
boundaries and objectives of the search., Each company will have job that
These job descriptions
represent a chronological collection of tasks performed in the past. present requirements.
need to be reviewed prior to arecruitment exercise to reflect
ensures that
lnitiating recruitment with an accurate job analysis and job description
success.
the recruitment process starts off on an appropriate track for
function, it has many aspects
Though recruitment is a very common human resource
that are quite different from theory in actual practice. It is important to actually see
them at work to understand the full scope of the concepts of recruitment, selection
placement, and motivation.
identifying
Recruitment relates to all the activities and practices of attracting and
potential employees from a pool of applicants (Barber 1998). human resources
Recruitment and selection are the most important functions of
in recruitment and
management. Right person for the right job' is the basic principle influence the
selection. Recruitment involves the utilization of organizational practices to (Rynes and
number and types of individuals who are willing to apply for job vacancies applicants
Cable 2003) whereas selection involves the process of differentiating between
in order to identify those with a great likelihood of success in a job
(Ashwathappa
1997).
Birla have
In India, organization groups such as L&T, Reliance, Tata, and
implemented best recruitment and selection methods in a very professional marner
Barnking
using psychological tests and an assessment centre approach. Institute of
Personnel Selection ([BPS) and many other individual recruitment consultants have
popularized the use of professional and scientific approach to recruitment and selection
of employees in the industry.
4.2 PURPOSE OF RECRUITING
Recruitment refers to the process of attracting, screening, and selecting qualified, trained,
and experienced people for a job. For some components of the recruitment process,
large-size organizations retain professional recruiters or outsource some of the processes
to recruitment agencies and/or train their HR managers for the same.
 Employee Recruitment and Selection 77
Edwin B. Flippo (1961) defined
recruitment as the process of Good to Know
searching prospective employees and The HR staff gets themselves trained by the
stimulating them to apply for jobs professionals for the use of personality profiling
in the organization. The function of and assessment centre approach for tapping
recruitmernt includes developing the human potential.
sources of prospective employees
and attracting them to submit an
application for jobs.
The recruitment industry has four main types of agencies: employment agencies,
recruitment websites and job search engines, headhunters for executive and professional
recruitment, and niche agencies which specialize in a particular area of staffing. Some
organizations use employer branding strategy and in-house recruitment instead of
agencies. Recruitment functions are generally carried out by the organization's human
resources personnel.
Recruiting the right person for a
right job is a time consuming and Good to KnowW
lengthy process especially for senior Hiring theright candidate especially for senior
positions. Recruiting must start with positions isa hilarious task for employers.
a thorough assessment of imnmediate
staff requirements. It is important to
ensure best fit for the position.
The stages in recruitment include sourcing candidates by advertising or other
methods, screening potential candidates using tests and/or interviews, selecting
candidates based on the results of the tests and/or interviews, and to ensuring that
the candidate is able to fulfil his new role effectively.
4.3 PROCESS OF RECRUITMENT
Depending on the position, right sourcing strategy needs to be adopted. Sourcing
strategy includes the decision of choosing one or more of the sources of recruitment
mentioned below. Identifying a wrong source for recruitment would often delay the
process. Hence, the HR/ functional managers need to take activeprocess
interestofinrecruitment.
identifying
the right sources at the first stage which would then begin the
4.3.1 Sourcing Involves
1. Advertising, a common part of the recruiting process, often encompassing
multiple media, such as the Internet, general newspapers, job advertisement
in employment special newspaperS, professIOnal publications, and campus
recruitment programmes; and
2. Recruiting research, which is an identification of talent who may not respond
to job postings and other advertising methods. This initial research for passive
prospective candidates results into a list of persons who are then contacted to
be screened.
seek their interest in the position, obtain a resume, and
78 Organizational Psychology
4.4 TECHNIQUES/SOURCES OF RECRUITMENT
sources of
The process of recruitment would rely upon the identifiction of rightcandidate
recruitment. The entire recruitment is based on the goal of providing a to
candidato
a client for a cost. There are agencies that are paid only if they deliver a are other
that successfully stays with the client beyond the agreed trial period. There
cliene'sneeds in search fow
agencies that are paid a retainership amount to focus on a
the candidate's salary
the right candidate, and then again are paid a percentage of period.
when acandidate is placed and stavs with the organization beyond the training
4.4.1 Typesof Agencies
Also known as employment agencies, recruitment agencies have historically have aphysical
branch for ashort interview and an assessment
location/office. A candidate visits alocal
consultants work to match their pool of
before being taken to the client. Recruitment
Suitable candidates are shortlisted and put
candidates to their clients' open positions.
forward for an interview with potential employers.
most accepted are:
Compensation to agencies takes several forms, the accepts
contingency fee paid by the company when a recommended candidate candidates'
A (typically 20% to 30% calculated on the
a job with the client company
first-year base salary).
advance payment that serves as a retainership money (for example, 40%
" An asearch is completed). This form
upfront, 30% in 90% days, and the rest once
for high level executive search.
of compensation is generally reserved normally pre-negotiated.
Hourly compensation for temporary workers which is
fine area of expertise or
Specialized recruiters exist to seek staff with a especially
focussed on building ongoing
specific skill set. These special firms tend to be more candidates are placed many times
relationships with their candidates as the same
knowledge on specific employment
throughout their careers. Niche firms also develop gas, electronics industry,
trends within their industry of focus (for example, energy, oil &
chemical, automobile and so on).
An employee referral programme is a system where existing employees recommend
candidate is hired, the
prospective candidates for the job offered, and if the suggested employee stays with
employee who referred, receives a cash bonus only if the referred
the organization for 3-6 months duration.
A headhunter is an industry term for a third-party recruiter who is generally
considered more aggressive than in-house recruiters or may have industry experience
and the
and contacts. . They may arrange a formal interview between their client
candidate and help negotiate the salary.
To reduce costs, employers tend to`undertake their own in-house recruitment, usig
their HR department and functional managers. One example of a successful practice
in-house recruitment is L&T group of comnpanies. In-house trained recruiters adverts
internal
job vacancies on their company's website as well as newspapers, coordinate
 Employee Recruitment and Selection 79
omployee referrals, and work with external associations, industry groups, and
on campus graduate recruitment focus
Some large employers choose
to outsource all or some of their
Good to Know
recruitment process. However, a Social recruiting is the use of social media such
much more common approach is
as linked-in, facebook for recruiting.
for employers to introduce referral
schemes Where employees are encouraged to source new staff
social media/ network. This recruitment approach is found to from within their own
be more useful as the
concerned managers from the department (where the vacancy exists) are actively
involved to look for what they actually searching for in the prospective
candidates.
Executive research firms are the firms in the recruitment profession which are able
to discover passive candidates and combine them to make new hires for their
clients.
They generate varying degrees of candidate information a company is looking to fill.
The sources of recruitment in public sectors are
employment exchange, open
advertisement, deputation from other government departments, promotion from within,
transfer from other units and the like.
Despite trying all sources of recruitment, sometimes the employers are not likely to
get the right candidates they are looking for, or they land up getting the poor performers,
or those who quit very soon. Hence, recruitment remains an all time demanding exercise
for HR departments to balance the manpower requirements across the organization.

4.5 FACTORS AFFECTING RECRUITMENT

There are several factors that would
influence recruitment depending upon Good to Know
its three phases as mentioned below. The first thing to start with the recruitment is
The recruitment of the employees is to g0 through the recruitment policy manual of
the company.
done as per the procedure explained
in the policy manual of the company.
To understand the effectiveness of the recruitment procedure, it is essential to know
the different stages involved before and after the recruitment.

Phase I: (Before Recruitment)

Sanction of the post.
Calling in for CVs.
Shortlisting.
Written Test Mathematical/Psychological/English/General Knowledge
" Interview Calls.
Phase II: (Recruitment Process)
Shortlisting/Selection.
Medical check-up.
80 Organizational Psychology
Filling up of salary data.
Antecedent check.
Appointment letter.
" Collection of required documents/ certificates.
Phase III: (After recruitment)
" Induction and orientation of the employees.
to ha
All these three stages affect the guality of recruitment, hence this needs
followed very stringently.
4.5.1 Campus Recruiting
Campus recruitment is a popular practice in industry each year but a great challenge
on students
for employers as well as candidates,. Comnpetition is expected to be focussed competitiv
The
with degrees in business, engineering, and computer-related fields.employer
environment makes it critical for companies to sell themselves as an of choice
among institutions and students.
that requirestringent
Finding the right candidates is another big challenge; positionsrequire a specific skill
qualifications are difficult to fill. For example, some positions coursework.
set, while others require that a candidate has completed specific
of concem.
Attracting students to specific locations and industries is a real challenge
candidates to locations (rural/
Some employers have the difficult task of attracting don't have adequate
remote areas and areaswith a high cost of living) or places which and so on.
infrastructure such as proper roads, communication network, housing
proves to be beneficial.
For both employers as well as candidates, campus recruitment the best talented youth
Within a short span of time, the companies can explore and hire
for them.
and eventually
Instead of spending big amount on advertising vacancies, screening,
opportunity to hire
selecting applicants for employment, campus recruitment offers an
personnel in the most cost-effective way.
and this process
It is a dream of every student to get placement after his graduation
best industries for
of recruitment offers him an opportunity to work
with somne of the
to introduce themselves and
fulfilling their dreams. Companies come to the campus students.
professional
the opportunities they have to offer to the to meet the qualified
Campus recruitment provides a platform for the organizations requisite enthusiasm
aspirants and pick up intelligent, committed youth who have the
and zeal to prove them.
4.5.2 Applicant Assessment
of skills, for example
Suitability for a job is typically assessed by looking for a setQualifications may be
communication, technical, social, and computer skills. educational or professional
checked through résumés, job applications, interviews,
in-house testing or software
experience, the testimony of references, or through
 Employee Recruitment and Selection 81
for assessing
kknowledge, typing Good to Know
akills, numeracy, and literacy, through
nsvchological tests or employment
Computerized software is used by many
testing. Other resume screening criteria
may include length of service, job recruitment agerncies to automate the assessment
titles,
andlength of time at a previous job.In process.
some countries, employers are legally
References should be sought routinely mandated to provide equal opportunity in hiring
as part of the selection
organization' s appointments. References should process for all the
on which to base a recruitment decision as they never be used as the sole ground
provide limited perspective of an
individual'sabilities and performance (The University a
Many recruiters and agencies are using an of Sheffield 2014).
many of the filtering tasks, along with applicant tracking system to perform
software tools for psychometric testing such as
personality, interests, and aptitudes.
On boarding is a term which describes the
aware of an organization. The young peopleprocess of helping new
often wish to know, employees becomne
employment, various things about the company such as salary package, before an offer of
environment, leave, and training opportunities. A well-planned introduction working
new employees become fully operational quickly and is helps
often
company environment. Many companies have on boarding integratedto with a new
talent; the campaign may last campaigns retain new
anywhere from one week to six months.
Role of Assessment Centre in Applicant Evaluation
Assessment centre typically involves the participants completing a range of exercises
like psychometric testing group exercises, and interviews and such
to assess particular competencies in individuals.
others that are used
Organizations select employees in a number of different ways. They will all be
looking for someone who has a variety of skills (competencies), abilities, and personal
qualities to do the job well but the method of selection used will vary from
single interview to an perhaps a
extended form assessment generally known as an assessment
of
centre.
A well designed assessment centre is the most effective tool available for
assessing
individuals in both individual and group-based environments for selection or
development.
There is no such thing as a 'standard assessment or development centre; some can
last as little as half a day, while others can go on for three days or more (lain Ballantyne
and Nigel Povah 1995).
What is an Assessment/DevelopmentCentre?
lraditionallv. an assessment centre consists of a set of exercises designed to assess a
bunch of personal characteristics. Assessment centres typically involve the participants
completing arange of exercises which simulate the activities carried out in the target
job/environment. There are numerous possible competencies and the ones which are
relevant to a particular job are determined through job analysis.
82 Organizational Psychology
A
development centre is a forum where a group of participants experiences simulated
situations, and their preferred behaviour styles are observed by trained facilitators
Multiple trained observers and techniques are used for the participants. Observations
about behaviours are made from specifically developed exercises. These observations
are pooled in ameeting amongst the assessors (The British Psychological Society, 2010).
Why is G-Company Conducting Development Centres: A Case Study?
In order to meet the challenges of a constantly changing business scenario,human
G-Company
talent.
(name changed) has always focused on strengthening and developing its
Development centres (DC) will provide an opportunity for participants to focus on
and enhance their unique capabilities and at the same time explore areas of further
development. These DCs will also provide a focus and direction for G-Company's
people development initiatives.
The activities of assessment centre at G-Company are as follows:
Psychometric test
In-basket exercise
Case study preparation
Group discussion
Management game
Psychometric Test
and designed to measure thinking
1. Aptitude tests taken under exam conditions diagrammatic reasoning.
and reasoning skills such as numerical, verbal, and
2. Personality inventories not usually timed and
with no right or wrong answers,
howyou might react in different
used to assess what you are like as a person and
situations.
test in the assessment centre named
The assessor introduced a psychometric two parts, i.e., one
Wechslers Adult Intelligence Scale (WAIS) which is divided into
(WAPIS).
as verbal IQ (WAIS) and the other as performance IQ
developed by Wechsler in 1955.
The Wechsler Adult Intelligence Scale (WAIS) was in 1981. WAIS measures global
An updated version of the scale (WAIS-R) was developed
psychologists. It is divided into two
or general intelligence and is commonly used by
of these parts is further divided
parts: theverbal scale and the performance scale. Each non-verbal skill. Each subtest has
into subtests each of which taps a specific verbal or
items ranging from easy to increasingly more difficult.
five non-verbal. The verbal
The WAIS is composed of eleven tests-six verbal and
and non-verbal groups may be administered separately or together to yield, respectively,
feature permits one to use
a verbal, and a performance section of a full scale IQ. This
to comprehend
the performance section of the scale alone with subjects who are unable
are visually or
or manage language, or the verbal section alone with subjects whoand performances
motorically handicapped. More importantly, the use of both verbal
capabilities, and their
tests together afford those additional wavs to demonstrate their
 Employee Recruitment and Selection 83
axaminers a greater opportunity to assess the abilities which the tests are designea to
appraise.
The individual tests below are grouped according to the
scale to which they are
assigned.
Verbal Scale Performnance Scale
Information
Picture completion
Digit span Picture arrangement
Vocabulary Block design
Arithmetic
Object assembly
Comprehension Digit symbol
Similarities

The verbal 1Q is derived from scores on seven of the subtests:

information, digit
span, vocabulary, arithmetic, comprehension, similarities, and letter-number sequencing
Letter-number sequencing is a new subtest added to the most recent edition of the
WAIS (WAIS-III).
The performance IQ is derived from scores on the remaining seven subtests: picture
completion, picture arrangement, block design, object assembly, digit symbol, matrix
reasoning, and symbol search. Matrix reasoning and symbol search are new subtests
and were added to the most recent edition of the WAIS-III.
In-Basket Exercise
In the in-basket technique, the participant is presented with humerous background
materials so that he may become familiar with the organizational situation. They
may include such items as financial statements, organizational chart, job description,
formal position papers, and informal items such as descriptions of the personalities
and performance of other characters in the test situation. Once a player is familiar
with the situation, the exercise itself is started. Each player is presented with a group
of letters, reports, notes, and related items which have presumably accumulated in the
in-basket of the hypothetical manager. He is then asked to take any actions he deems
appropriate with the in-basket items within a limited time period.
The in-basket game also includes a procedure which allows players to explain their
actions. The player's actions are either (1) scored in some manner, or (2) reviewed with
him by an interviewer or instructor, or by a group fellow player, or both.
One of the advantages of the in-basket game is that it can be designed either to
focus on the activities that are part of all executive positions, or to emphasize certain
Specific aspects (Gary, Groth-Marnat 1997).
In-basket Interview
There are many ways for assessing an in-basket exercise such as games or role-plav.
Whereas G-Company uses an exercise called in-basket interview in which the candidates
84 Organizational Psychology
The
have to prioritize their things from the in-box in 30 minutes only.express
conducted to see how they prioritize the items and how well they can
during the interview.
inttheermvsieelwve is

Case Study Preparation

A case study samples real-life incidents or cases for the primary purpOse of learm:
that it may
A case study presents a sample of business environmnent, so data be
in detail. Trainees learn to get the most out of sometimnes limited
solutionsby
studied
effective questions. The objective diagnosis causes and alternative askinçg
of
participants' understanding and provides an improved guide to action.
to the experience and
broadens
as well astoexposure
Acasetrainee
of other study analyses
managers,and debate,
helps participants opinions
realize that there are several ways of
10OKng at, thinking about, and acting in aparticular business situation.
Using case studies is a convenient means of exposing andidates/ participants to2
diversity of business situations and problems during a training Course.
Group Discussion (GD)
As the term itself suggests, a group discussion is a discussion on a topic. But mos
candidates misconstrue it to be a debate and that is precisely where they falter
Consequently, you find a fish market kind of situation in most GDs. What is however
expected is a candidate's participation in a systematic discussion on a particular topik.
GDs are tobe conducted tofind outwhether you possess the critical qualities to become
an effective manager. GD measures:
Ability to interact in a team
Communication skills
Reasoning
Leadership skills
Initiatives
Assertiveness
Flexibility
Nurturing ability
Creativity
Ability to think on one's feet
Body larnguage
Self-confidence
" Team skills
Listening skills
Ability to present the views logically
Time management
the
At G-Company there are different topics for GD which are used accordin8 t o
Candidate's level or cadre. here 1S an example of deputation abroad.
 Employee Recruitment and Selection 85
Deputation Abroad
GCompany is planning to expand its operations in European Union and is thus keen
on deputing its good performing employees to be a country manager in Germany wim
aview to developing takeover responsibilities in its foreign business.
Youare amember of the screening committee appointed to select one person. IOur
committee has to decide and recommend the most appropriate person. There are four
nersons recommended for deputation and their belief details are attached.
You will have 10 minutes to read this material and another 20 minutes for the
meeting. Please note that you cannot make any assumption that is not based on the
facts provided here.
Also the case for group discussion which is - The nuclear war problem which says
that India and Pakistan are currently at war and there are situations and some data
are given. The group has to decide or suggest on which Indian city would Pakistan
attack with the nuclear weapon.
Case for Group Discussion: The Nuclear War Problem
India and Pakistan are currently at war. You are all members of the war cabinet of
Pakistan, reporting to General Musharraf. Given that the war with India is not going
very well for him, the General has decided to use the nuclear option.
Unfortunately for him, Pakistan has only one nuclear warhead and the General has
to decide which Indian city he will use this weapon on. In order to help him with this
decision, he turns to his war cabinet - you all.
The data available for making such a decision is in terms of probability of success
for each city (what are the chances that an attack be successful) as also the percentage
of destruction that will be wrought on the city if the attack is successful.
Name of city Probability of success Percentage of destruction
New Delhi 60% 75%
Mumbai 70% 65%
Chennai 50% 90%

Kolkata 40% 80%

80% 100%
Bengaluru
Hyderabad 60% 100%
Ahmedabad 90% " 100%
60% 100%
Kanpur
70% 100%
Pune
Ambala 100% 100%

Based on the above data, the task before your group is to arrive at a consensus
advising GeneralMusharraf on which Indian city he should attack with the nuclear
weapon.
86 Organizational Psychology
Management Game
This is a training technique in which participants, grouped into teams, consider a
sequence of problems and organize themselves to make decisions. It is defined
hypothetical model
a sequential exercise structured around a
decision-making of an
roles in managing the
organization's operations, in which participants assume
operations. It's most crucial aspect is an attenmpt to reproduce the si
social,
psycholmoul
gi
setting.
at
ce d
al,
and 1.ecOnomic dynamics of organizational behaviour in an artificial
The purpose of marnagement games is to increase a person's understanding of
Specific organizational problems (marketing, production, and others).
2. The interrelatedness of the functions and parts of an organization and its relation
to its environment

J. The problems of organization policy and decision making

4. The problems of working in ateam.
Management Games atG-Comnpany
assessment
Gcompany has many management games which they normally use in the
centre (H.L. Kaila 2007). Some of them are as follows:
Straw game
Mela (attract the people)
Egg game
The candidates were given some material such as newspapers, balloons, threads
and such others, and then were told that they would be given 15 minutes and their
task was to make something such that if the egg is thrown from the first floor it does
not break.
Also they had to make a tower of those materials such that if egg is placed on t
then the egg should not break.
Imterviews at G-Company
Interviews at assessment centres can be one-to-one or panel interviews. Ouestions may
refer back to your first interview, to the assessment cerntre activities, or to the aptitua
test results. The interviewer may be from the department to which you are applying
and the questioning wil be more in-depth and probing at this stage.
Assessment Rating
G-Company assessors rate the candidates on general basis for the simplicity
follows:
2 markS: If the candidate is poor.
4marks: If the candidate is ok.
6 marks: If the candidate is good.
8marks: If the candidate is excellent
behaviorof
A study done by A. Keenan (1976) on the 'Effect of
interviewers on candidate's performances' is an non-verbalrecruitment.In
important
order to have an optimal or an effective evaluation of an aspect in is
importart
candidate, 1t
 Employee Recruitment and Selection 87
n create approving non-verbal cues from the interviewer's point of view because it
that
helpsto evaluate the candidate in a much better way. A. Keenan's study proves
byallowing approving non-verbal style it helps candidate to be at ease and talk more
about them.
In hisstudy it is observed that non-verbal approval was operationalized as smiles,
positive head nods, and eye contact. Non-verbal disapproval was defined as frowns,
head shaking, and avoidance of eye contact. This study has shown that the non
verbal style of interview in a mock selection interview can influence the behaviour
of the candidates as perceived by neutral observers. Non-verbal approval results in a
candidate being better able to create a good impression, perhaps because he feels more
relaxed and at ease under these circumstances. Although creating a good impression
only on non-verbal approving style is possible because the candidate is not only at
ease but also feels confident in order to put across his point of view. He thinks that
he has created a positive impact on the interviewer and the probability of him getting
selected will be high because of the approval style of non-verbal recruitment technique
that has been used. But creating a good impression and the candidate's competence are
two different things. Creating a good impression is based on or rather ie's an outcome
of the recruiting style used by interviewer but competence is the utmost base of the
selection over which the other aspects build up.
Why employers use assessment centres
The companies use assessment centres for the following reasons:
They are considered to be the fairest and most accurate methods of selecting staff.
Selectors are able to see you over a longer period of time than in a single
interview.
" The wide range of activities and situations enable them to see what you can do
rather than what you say you can do.
Each exercise is designed to assess a clearly defined set of competencies, for
example, technical knowledge, leadership, creativity, and flexibility. You are
measured on these competencies and not against the other candidates.
Some important psychometric tests are listed below along with their diverse use/
application in organizations.
Use of these tests
List of psychometric
tests
16 PF by Cattell This test can be used for pre-employment testing as well as a tool
for assessing training and development needs in an individual.
[16 Personality This helps one to become more aware of ones strengths and
Factors] weaknesses and work on them accordingly.
FIRO- B The instrument helps defineyour leadership style and show how
one might develop it by examining the following three aspects of
vOur interpersonal relationship how much you include others
and want them to include you, your need for control, and your
need for warm and affectionate relationship.
88 Organizational Psychology

ASUFA This test is usually used for training and development purposes
[Attribution of This measures whether the individual attributes his success and
Success and failure to internal or external factors. This then helps the traine
Failure] to help the individual change his attribution in a way so as to
take responsibility, thus having a higher degree of internal locus
of control.
is
M.B.T.I. based on This instrument is most widely used in the organization. It
the theory of Jungused to form teams with people who have difterent personalities
sufficient diversity to solve
and preferences so that there is
group problems.
way. The
B.D.I. (Brain This test is a measure of creativity in a subtle
individual will
Dominance hemisphere of the brain that is dominant in an
help determine his innovation and also whole his style of thinking.
Inventoryl brain thinking
The trainer can then focus on attainingeither of the dominant
cons of
by pointing out the pros and the person is not
hemispheres. This test can also point out why to lack of creativity.
functioning to the point in a certain area, due
and is very useful for
OCTAPACE This is an organization culture testindividuals viewW on light
team building. This test assesses the individual rates
organizational parameters. The areas where thework in order to
they could
the team low are the areas where also be used by the
enhance team effectiveness. This test can
employee's view of the organization.
organization to assess the
transactional analysis. It
SPIRO-M. This test is based on the theory of individual works.
[Styles Profile for determines the dominant ego state in which the
This helps to understand the reason for
the individual's reaction
Interaction Roles
filled in by subordinates
in Organizations in aparticular situation. If the test is also one aware of the
for Managers] keeping the manager in mind, it can make
manager views
perception gap that may exist in the way the
himself and the way the subordinates view him.
The behaviour of a marnager or employee can be analysed
not
MAO-B.
but also from the
only in terms of the six primary motives avoidance
[Motivational reflected
Analysis of perspective of positive approach or negative
the result can
Organizational by hope or fear, respectively. For HRD purposes, increase in
Behaviour] be used to help individuals and the group plan the
effectiveness in their respective roles.
if the
J.S.S. [Job This test can be used by the management to check
Satisfaction employee is satisfied with the job. This exercise done by the
Survey] management will show the employee that the management 15
interested in the employee and respects the employee. This,
the
turn, will boost the employee's morale and will also reduce
attrition rate in the organization.
 Employee Recruitment and Selection 89

TEAM (Team This test measures the way the team is performing ana aso
Effectiverness gives an idea of theway the members view the team. The team
Assessment
also sees which members are unable to perform and also gives
Measurel abrief view of the reason of the
underperformance.
M.L.Q. This test helps to assess the dominant leadership style in which
Multifactor the individual functions. Taking this into consideration the
Leadership organization can determine which would be the team in which
Questionnaire] one's leadership trait would be most effective. It also helps
rationalize the way the individual behaves with the internal and
external customers and the subordinates.

Some of these tests can be used for recruitment purp0ses as they help in screening the
right candidate along with other tests such as general intelligence (Gi), which assesses
the candidate on his/her intelligence. The other tests which can be used while selecting
the candidate is a test which measures his core competencies, that is, his competency
in the area for the field that he is to be chosen for. Other psychometric tests can also
be used to assess the training and developmental areas of candidates. These tests are
to be used as a background to identify the specific areas where training is needed.

4.5.3 Nature and Importance of Selection

The employee selection in organizations is considered to be one of the most relevant
of HR processes. What to look for in an applicant and how to assess that is very
important so as to select the right person. Selecting a high performer for the job is
tough for any assessor. At the same time, the rationale for not selecting an applicant
is equally relevant.
The important parameters to be looked for in an individual candidate for selection
are as follows:
Sr. No Personnel specifications Technical knowledge Others

1. Educational qualification Knowledge related to job Social awareness

2 Emotional quotient and Experience in particular field Past service records
intelligence quotient
3 Ethics and values Knowledge of systems and Reason for leaving previous
procedures job
4 Personality and attitude Areas of interest Teamwork
5. Confidence level

In addition, attention to the following aspects could help the management in making
the Selection procedure even more effective.
" Inyolve members from other related departments other than HR in order to check
the candidate's conmpetency in that related held so as to get the right person as
per the job description.
90 Organizational Psychology
it should be
" At least three people should conduct the interview andexample,
who will look after what aspect of the candidate. For the HR pre-decided
will look
after his presentation, ability to answer, and other soft Skills. Ihe others shou
look after his knowledge related to that specific field and knowledge about th
field in general.
The questions asked during the interviews (see Interview Assessment Form whi
appendix) should deal with a variety of skills and the technical knowledge
specification/
he/she possesses and should also give emphasis on the personnel
candidates profile (in terms of physique, intelligence, aptitude, qualifications
experience and soon) in order to make interpretations about a persons behaviour
and personality and arrive at a proper decision.
intimated to the interviewer and
The interview time, date, and venue to be
interviewee at least three days in advance.
to be interviewed on a
The interviewers should be given a list of all those
candidate should be entertained after
particular day at aparticular time and no
that.
in advance to make necessary
Security and reception offices should be informed
arrangements.
interviewee pertaining to travelling
Proper communication to be given to the company.
expenses in cases where they are not borne by the
the date of final interview at
Shortlisted candidates should be communicated
least three days in advance. formalities
Once the candidate is shortlisted after the final interview the other
certificates should be verified
should be completed in a day and all his/her
properly. the minimum level
to be àccepted only if they are able to meet
Referred cases
and job requiremnent.
4.5.4 Selection Process/Procedure
processes in which all those
Selection is the most crucial activity in organizational HR
matter, which means the specific
people are involved to whom the selected person woulddepartment who is coordinating
the HR
departrtment where he/she is going to work,
the selection process.
Whenever a
Specifically, selection process is a procedure for filling a vacancy.
observed:
position falls vacant in an organization, the following procedure is
1. Sanction for the post should be checked up with the organization chart.
2 Locate suitable human resources from the following sources:
Advertisement in newspapers.
Scrutinizing application bank.
" Placement consultants.
Employment exchange.
" Any other source.
 Employee Recruitment and Selection 91
3. The text of advertisement (qualification,/experience) should be consulted with
the respective department head.
4. Management's sanction should be obtained for releasing the
5. Check up whether funds exist in the budget for releasing the
advertisement.
advertisement in
newspapers.
6. Code number and description of the post should be given in the
if necessary.
advertisement,
7. Release advertisement: The advertisement as released in the newspaper should
be checked with the approval given to the advertisement agency/
newspaper.
8. The bill for advertisement agency/ newspaper should be passed as per the terms
and conditions of the company's advertisement agency/ newspaper.
9. Check-up for budgetary provision for giving placements, consultants' fee.
The applications received should be scrutinized with respect to qualifications,
experience, age and the like. Some selected applications will be shortlisted and be
called for interview.
Candidates selected for the interview will be sent telegram/letter,/ orally requesting
them to attend interview. Travel allowance/dearness allowance will be paid as per
company policy.
Interview schedule should be prepared and the concerned HoD should be intimated
about the interview candidates.
The following papers should be kept ready:
Application form filled by candidates.
1. Bio-data of candidate.
2. Xerox copy of Certificates in support of educational qualifications/experience.
3. Appraisal Form (filled in by personnel).
When candidates are interviewed, suitable endorsement on the appraisal form as to
the suitability or otherwise should be obtained from concerned HoD/DGM (P&A).The
applications with endorsement 'Keep Pending' should be maintained by the personnel
department.
The selection board members should sign in the appraisal form.
Candidates selected should be given a appointment order detailing the terms and
conditions upon which they are appointed.
Candidates should be given an appointment letter in duplicate. One copy will be
retained by the candidate and acknowledging receipt of the other copy in token of
the receipt of the appointment letter will be kept by the organization. The candidate
should mention the likely date of joining.
Allassociates joining the company should submit a joining report. The requirements
in the joining report should be complied with.
Appointment letter should be sent to the selected candidates by registered post or
by courier.
 92 Organizational Psychology
Training of associates has acquired importance in the context of change of technology.
change in consumer behaviour and the like. The personnel department should eduea
the associates throughout the company. "Training is not a one-time activity. It is an
on-going activity.
The object of training is to enhance knowledge, skills, and attitudes of associates
Keeping this in view the company should formulate training policy' which aims at
enhancement of human potential. Trained employees are assets of a company.
Every good organization on its part must employ a selection process in which
justice is not only seen to be given, but it is given. Selection must be fair, unbiased.
and above all in tandem with the requirements of the company's goals.
4.5.5 Orientation of New Employees
in order
Once the selection process is complete, the new employee must be inducted
induction or orientation
to make a productive contribution to the organization. An in the new situations.
programme is a must as it makes employee comfortable
new
and staff category. The
It covers all the newly joined employees at managerial company, is given to the
Induction Training Manual giving complete information of the
(HR) is responsible for the implementation
employees who join the company. Manager (management
MR representative) and manager
and governance of this procedure. The to its approval.
(HR) reviews the procedure and its amendments prior
completes all the
Procedure for orientation of new employees: HR department
joining formalities as per the checklist below:
PF nomination and Declaration form,
It gets all the legal formalities such as such other completed.
gratuity nomination forms, superannuating forms and employees is prepared
A communication mentioning brief details about the new
and circulated to all the HoD's by HR departmernt.
HoD's and other staff of
HR department introduces the new employees to the
the comnpany.
company such as
New employees are provided with the information about the future plans, and
product range, product features, competitor, market, volumes,
SO On.
procedures
" HRdepartment provides information on policy matters, systems, and
of the company to the new employees.
New employees are introduced to the CEO.
The HR department makes an arrangement of providing orientation to various
departments.
4.5.6 Recruitment and Selection Process at a Power Company in
Mumbai: A Case
In the earliest stages of re.ruitmernt decisions, right people are selected for long-ter
roles including middle and senior management. The integrity of the recruitment and
 Employee Recruitment and Selection 93
selection process helps to ensure sustainability by building a strong and balanced team,
demonstrating the organization's neutrality, promoting its good name, and serving as
an example for parthers (H.L. Kaila 2007).
The six-stage model used at the power company for its recruitment and selection
process was:
1. Defining the Requirement
Decide what vacancy you have. If youneed to fill a new role quickly you might
find it helpful to adapt one of the models provided here.
Task analysis: Draw up a detailed list of tasks that the person will have to do.
This helps in determining the qualities and qualifications genuinely required for
the job.
Job description: Produce an outline of the broad responsibilities (rather than
detailed tasks) involved in the job.
Person specification: Decide what skills, experience, qualifications, and attributes
someone will need to do the job as defined in the task analysis and job description.
2. Attracting Applications
Your file of previous applicants can be a good place to start.
Advertising: Phrase your announcement in a way that makes clear what the job
involves and the type of person needed. You can display a notice internally and/or
at your gate, in the local newspaper, or with a message on the local radio station.
Application form:A well-designed form can elicit information about the person's
ability and willingness to do the job. Make it clear on the form that applicants
should consider the points in the job description and person description when
applying.
3. Selection
Select your candidate. Be objective and unbiased. Choose the person who best
fits your specification.
Shortlisting: Assess applicatiorns on the basis of the person specification (standard
forms can be very helpful at this stage). Guard against bias and discrimination
ensure that you select for interview those who match the specifications,
regardless of age, sex, race, and other parameters and that the specifications are
not themselves discriminatory.
Interviews: Interview your shortlisted candidates. Remember that your job is not
only to assess the best candidate for the job, but alsoto create a great impression
of your organization.
The amount and quality of the information will be largely due to the effectiveness
of your questions. Use open questions (for example, tell me about..how you..
why did you..talk me through..do) and probe from the general to the specific.
4. Candidate ASsessments
The interview will provide you with some intormation but check it Out beforo
offering a job. Ways in which you could do this include:
94 Organizational Psychology
" Ask the candidate to show youexamples of previous work, do a presentation
a case study, some tests or full assessment. Tests can be done before the
interview or after the interview. It depends on the number of
being interviewed and the type of job.
candidates
" Taking up references: You must have the specific permission of the applicant
to do so, particularly if you wish to contact their current employer. If yOl1
need them quickly, try phoning.
5. Making a Job Offer: Job offer is made through aletter of appointment. Such a
letter generally contains a date by which the appointee must report on duty.
productive
6. Induction: To help your new recruit to settle in quickly and become
as soon as possible.
Engineering
4.5.7 A Case of Recruitment Process at an Electrical
Industry
industry in India.
Bharat Limited is one of the leaders in the electrical engineering
A multi-product, multi-divisional organization, its main business segments are
and drives. The company's
transformers, projects, electric motors, elevator systems
manufacturing facilities are located in Mumbai (H.L. Kaila 2007).
The recruitment process in Bharat Limited starts with the manpower requisitions
departments to the HR. These are forwarded
provided by the respective heads of the approval. Based on their approvals, final
to HR head, VP, and Divisional VP for their of the MD. As per the priority
is prepared, with the final sanctioning
manpower plan sources from which the candidates are to
and need of the departments, HR decides the
be searched. They usually opt for walk-ins and the Employment Exchange for worker
portals, and advertisements are
class. For the skilled employee mostly walk-ins, job agencies are used. Job portals were
used. To recruit higher level managers, consultant then shortlisted by the department
the best source for recruitment. The resumes are and then the candidates are called
HR,
heads of the respective departments and the
in for an interview.
first round is with the HR and the
The interview process consists of two rounds. The
interview. The second round
HoD where there is a technical interview, and general HR
HR, and HoD. In case of a senior
is the panel interview with the VP of the division,
For the finance department
position, the MD also joins the panel in the second round.individual assessment sheet
recruitment, a written test for mathematics is taken. An
suited for the
for the interview is maintained. Accordingly, the person who is most
position is selected and the position is considered closed when the new employee joins.
The target recruitment cycle is of 90 working days.
Medical check-up of the selected candidate is conducted by the company before
he/she joins, but for senior level managers it is conducted in certain hospitals. All the
formalities related to the physical resources like sitting arrangement, system allocatio
and such others are taken care of by the respective departmnents one day prior to tie
day of joining.
 Selection 95
Employee Recruitment and
On the first day of joining the new joinee is given information of the organization,
ehistory, its departments and the like. The new joinee has to ill certain forms lIke
application form, employee data form, PE, insurance. Then over a week's time the new
joineeis taken to all the departments of the organization and given information and
rained by the respective departments for different processes.

SUMMARY

Employee recruitment and selection in organizations is an all time challengin8

process and a profound concern for HR as wellas functional managers.
. This chapter comprehendsthe theemployee
important functions
importance and implications of one of most
recruitment and selection - of HR
department in organizations.
The main aspects included are the purpose, the process of recruiting, the sources/
techniques of recruitment, the factors affecting recruitment, campus recruiting
and the applicant assessment (including assessment centre), the nature, process
and importance of employee selection, and the importance of orientation of new
employees.
The cases of recruitment and selection process are also included.
" A detailed interview assessment form is appended.

EXERCISE FOR CLASSROOM PRACTICE

For better understanding of the subject matter of this chapter, please read and check
each of the following statements whether True (T) or False (F) or Uncertain (U):
1. The proper beginning to a recruitment process is to perform a job analysis and
to document the intended requirements of the job to be performed.
2. Recruitment relates to all the activities and practices of attracting and identifying
potential employees from a pool of applicants.
3. Recruitment and selection are two of the most vital functions of human resources
management.
4. Identifying a wrong source for recruitment would often delay the process.
5. The first thing to start with the recruitment is to go through the Recruitment
Policy Manual of the company.
6. Attracting candidates to specific locations for employment is a real challenge for
companies.
the
7. Campus recruitment provides a platform for the organizations to meet
qualified aspirants.
8. 'On boarding is a process of helping new employees move upward in an
organization.
9. Assessment centre would mean to train people tor psychometric testing and
interviews.
96 Organizational Psychology
10. The development centre is a forum where a group of participants
simulated situations.
experience
11. The companies use assessment centres as they are considered to be the fai.
and most accurate methods of selecting staff.
12. Training is a one-time activity, not an on-going process as it is costly.
Answers: All statements are True except that statement numbers 8, 9,and 12 are Fal.
REVIEW QUESTIONS FOR DISCUSSIONS/EXAMINATIONS
1. Critically discuss the purpose of recruiting in organizations.
2. Describe various techniques of recruitment.
3. Write a short note on the factors affecting recruitment.
4. Discuss the process of recruitment and the applicant assessment (including
psychological tests, assessment centres).
5. Briefly describe the nature and importance of employee selection.
6. Compare and contrast the selection process of three organizations.
7. Critically emphasize the importance of orientation of new employees.
8. Address the specific skills to conduct selection interviewing.
9. Reflect upon how to select and retain the best talent for your organization
10. Investigate the processes of recruitment practised in your organization.

FIELD RESEARCH REPORT

This is a research assignment section for students for their internal marking by the
teacher during the semester. This assignment is for understanding practical applications
of the subject.
An action research project: Identify a group of minimum 15executives and 15 non
executives across an organization preferably where you are placed for an internship.
Conduct interviews with them by using aset of closed/open-ended questionnaire to
signify the issues and concerns pertaining to the recruitment and selection processes.
Prepare a report of about 15 pages reflecting an action plan for better work practices.
REFERENCES

Anil, Kaushik (2013). "Editors Note: Becoming Better', Business Manager, October.
Ashwathappa, K. (1997). Human Resource and Personnel Management, (4th edition).
New Delhi: Tata McGraw-Hill.
Ballantyne, lain and Nigel Povah (1995). Assessment and Development Centres. London:
Gower Publication Ltd.