Recruitment and Selection

Recruitment
 Recruitment is concerned with reaching out, attracting, and ensuring a supply of qualified
personnel and making out selection of requisite manpower both in their quantitative and
qualitative aspect. It is the development and maintenance of adequate man- power
resources.

 The term recruitment refers to discovering the source from where potential employees may
be selected. The scientific recruitment process leads to higher productivity, better wages,
high morale, reduction in labor turnover and enhanced reputation. It stimulates people to
apply for jobs; Recruitment is a linkage activity bringing together those with jobs and those
seeking jobss

 Recruitment is the next step in the procurement function of human resources of the
organization. It involves encouraging qualified people to make application for
employment with an organization. It is not only a matter of satisfying an organization’s
need but it is an activity which influences the shape of the organization’s future because the
successes or failure of an organization is dependent on the potential of the employees
working therein.
 Recruitment is a positive process because it stimulates people to apply for jobs to increase
the “hiring ratio”, means the number of applicants for a job.
Purpose of Recruitment
 Determine present and future manpower requirement of
the org
 Inspire more and more candidate to apply
 Create a pool of talented candidates out of which the

best candidate can be selected

 Effective mgmt. & utilization of various sources of

recruitment
 Strengthening the org recruitment process (internal as

well as external) and removing deficiencies therein

 Some Definitions
 According to Edwin B. Flippo, “It is a process of searching
for prospective employees and stimulating and encouraging
them to apply for jobs in an organization.” He further
elaborates it, terming it both negative and positive.
He says, “It is often termed positive in that it stimulates people to
apply for jobs, to increase the hiring ratio, i.e. the number of
applicants for a job. Selection, on the other hand, tends to be
negative because it rejects a good number of those who apply,
leaving only the best to be hired. ”
 Kempner writes, “Recruitment forms the first stage in the
process which continues with selection and ceases with the
placement of the candidates.”
3 types of recruitment
 Planned : it arise from change in org. & retirement
policy
 Unexpected: when resignation, death, accident occurs
 Anticipated: when an org predicts by studying trends

in the internal and external environment.

 Factors Influencing Recruitment:
All enterprises, big or small, have to engage themselves in recruitment of persons. A
number of factors influence this process. Some Of The Main Factors Are Being
Discussed Below:
1. Size of the Enterprise:
The number of persons to be recruited will depend upon the size of an enterprise. A big
enterprise requires more persons at regular intervals while a small undertaking
employs only a few employees. A big business house will always be in touch with sources
of supply and shall try to attract more and more persons for making a proper selection. It
can afford to spend more amounts in locating prospective candidates. So the size of an
enterprise will affect the process of recruitment.
2. Employment Conditions:
The employment conditions in an economy greatly affect recruitment process. In under-
developed economies, employment opportunities are limited and there is no dearth of
prospective candidates. At the same time suitable candidates may not be available because
of lack of educational and technical facilities. If the availability of persons is more, then
selection from large number becomes easy. On the other hand, if there is a shortage of
qualified technical persons, then it will be difficult to locate suitable persons.
3. Salary Structure and Working Conditions:
The wages offered and working conditions prevailing in an enterprise
greatly influence the availability of personnel. If higher wages are paid as
compared to similar concerns, the enterprise will not face any difficulty in
making recruitments. An organization offering low wages can face the
problem of labor turnover.
The working conditions in an enterprise will determine job satisfaction of
employees. An enterprise offering good working conditions like proper
sanitation, lighting, ventilation, etc. would give more job satisfaction to
employees and they may not leave their present job. On the other hand, if
employees leave the jobs due to unsatisfactory working conditions, it will
lead to fresh recruitment of new persons.
4. Rate of Growth:
The growth rate of an enterprise also affects recruitment process. An
expanding concern will require regular employment of new employees.
There will also be promotions of existing employees necessitating the
filling up of those vacancies. A stagnant enterprise can recruit persons only
when present incumbent vacates his position on retirement, etc.
Factor affecting recruitment
 Org policy regarding internal candidate
 Org policy regarding local candidates; Sons of soil approach
 Influence of trade union
 Government policy regarding reservation
 Level of production and expansion
 Personnel policies and practices of org.
 Image of the org
 Recommendation of present employees of the org
 Rate of growth of org
 Ability of the org to stimulate the prospective candidate
Situational factors
1. Economic Environment
demand and supply for skill
sudden boom in sector
growth opportunity

2. social environment

image of the firm
level of education
prevailing attitude in the society

3. Technological environment

new technologies
cross functional skills
4. political Environment

swadeshi demands
power of union
5. Legal Environment

recruitment through employment exchange

obligation under various laws
reservation for special groups
 Process of Recruitment:
Recruitment Process Passes through the Following Stages:

(i) Searching out the sources from where required persons will be available for
recruitment. If young managers are to be recruited then institutions imparting
instructions in business administration will be the best source.
(ii) Developing the techniques to attract the suitable candidates. The goodwill and
reputation of an organization in the market may be one method. The publicity about the
company being a professional employer may also assist in stimulating candidates to
apply.
Q.1 which technique you would adopt to attract qualified candidate?
You would prefer fresher or experienced candidate?
If experienced would you be willing or ready to pay higher pay scale to them?

(iii) Using of good techniques to attract prospective candidates. There may be offers
of attractive salaries, proper facilities for development, etc.
(iv) The next stage in this process is to stimulate as many candidates as possible to apply
for jobs. In order to select a best person, there is a need to attract more candidates.
Process of Recruitment
 Identify the vacancy
 Carry out a job analysis
 Create a job description
 Create a job specification
 Advertising the job
 Sent out the application forms or request

CV(Curriculum Vitae)s.
 Sources of Recruitment
As soon as the available vacancies are known, they are
advertised through different media and accordingly, the
applications are collected for the vacant posts. A group of
candidates interested in doing the job and are eligible to do, it is
created through recruitment. It is an operative function of human
resource management coming under the managerial function called
organizing. 
Sources of Recruitment:
The eligible and suitable candidates required for a particular job
are available through various sources. The sources may be internal
or external.
 Internal Sources of Recruitment:
 Internal sources of recruitment are those where the vacancy is filled from
within the organization. It is desirable to look for applicants from within the
organization, if they have requisite qualifications needed to fill a vacancy. The
internal sources of recruitment include personnel already on the payroll of an
organization. It also includes personnel who were once on the payroll and wish to
return or whom the company may like to rehire.

Recruitment from internal sources include the following:

1. Promotion:
It involves shifting of an employee to a higher position carrying higher
responsibilities, higher status, and more pay, called Up-gradation This promotion
may be based upon both the seniority and merit. Further, it is a vertical shifting
of employees or the upward movement of the employees. The promotion may
be temporary or permanent in the organization. The promotion without the
increase in salary is called dry promotion.
 Seniority vs. Merit:
There is always a conflict between the two options that, if the promotion
should be based on merit or seniority. Both the methods have their own merits
and demerits:
 Merits of Promotion Based on Seniority:

(i) It is the simple and easy method of promotion of employees.

(ii) This method of promotion creates the discipline and respect for the senior
personnel in the organization.
(iii) As the promotions are acceptable to all, this method creates the peace in the
organization.
(iv) Right of senior persons for promotion is recognized in this system.
(v) The employees become aware of the future prospects of their job.
(vi) It is the cheapest system of recruitment.
 Merits of Promotion Based on Merit:

(i) The competence, knowledge and initiative of employees are recognized and
rewarded.
(ii) Employees feel that their performance will be rewarded which leads to
improvement in their performance.
(iii) Competent and efficient personnel are retained in the organization.
(iv) It is a logical and scientific system of recruitment.
Both the methods have their own advantages, so the organization should
develop such a system where a combination of both should be followed.
2. Transfer:
It refers to the shifting of the employees from one job to another
without a drastic change in the responsibilities and the status of the
employees. It is the horizontal shifting of the employees. Transfer of
employees is made from one place to another place in the interest of
work, worker, and the organization.
3. Retired or Former/ Ex-Employees
Sometimes the organization retrenches due to lay off , to complete a
college degree etc. and whenever there is vacancy in the organization,
it is filled with these ex-employees. Sometimes the retired persons are
re-employed for the token of their loyalty to the organization.
4.Employees Referrals
Employees of the org communicate or inform about the vacant
positions of the org to their friends and relatives. In many
organizations, they allowed referring potential candidates for the
suitable vacancies
 5. Skill inventory System
Here the star performers are given advance notice of
when they would be picked up for a possible vacancy in a
particular domain.
 6. Job Posting and Bidding

HR department posts opening on bulletin boards, publishes

them in-house newspaper or informs the internal employees
through the company’s intranet. If their application are to be
rejected they are informed the reasons why they are not
selected.
 7. Dependent of disabled or deceased employment.
 External Sources of Recruitment:
External sources consist of:
 The labor market which can be tapped by way of job advertisements in newspapers

and journals; employment exchanges; and notifying vacancies to educational,

professional, and technical institutions. Currently, the Internet (online) has become
another very potential external source of recruitment. Recommendations of employee
unions may also be included in this category.
1. Advertising in Newspapers and Journals:
This is noted to be a popular source for recruiting skilled, supervisory and
managerial cadre personnel. Managerial positions are filled up through open
advertisement in most of the companies. Clearly, higher the category of employees,
greater is the use of advertising to invite external candidates for recruitment. Before
advertising the job, an analysis of the job is a must. If the right type of person is not
prompted to apply, no amount of interviewing or testing can ever lead to proper
recruitment. Interviewing and assessment of can­didates serve to eliminate unsuitable
candidates. These cannot be expected to improve the quality of candidates.
2. Employment Exchanges:
Employment exchanges have been set up by the government for bringing
together job seekers and employers who are looking for employees. This is
one of the non-traditional sources of recruiting workers in India. The
primary function of Employment Exchanges is that of registration of work
seekers and their placement against demand notified by employers.

3. Internet (E-Recruitment):
Revolution in the field of telecommunications has added a very
importance source of recruitment through internet. Major companies
currently use their websites to list jobs and attract candidates for
recruitment. In addition to their own sites, companies use other popular
sites (Naukri.com, LinkedIn, Monster India, Shine.com, Click.in,
Freelancer.com etc.) where they frequently list the jobs. This source of
recruitment provides the advantage of speed to employers and applicants
alike. A job can be listed on one day and resumes may begin reaching the
organization overnight by e-mail.
4. Educational/Professional/Technical Institutions:
Recruitment of managerial, executive, and supervisory personnel
(technical and professional) is widely attempted through notifications
and interviews in the professional, management, and technical
institutes such as the IITs, IIMs, Universities, and other technical and
management institutes. This has been popularly termed as ‘campus
recruitment/campus placements’.

5. Executive Search Firms:

These firms, popularly known as head hunters, specialize in the
recruitment of technical, professional, and managerial personnel. Such
firms maintain databanks of persons with their qualification, skill, and
experience, and recommend them to their client organizations. They
even advertise the jobs for their clients to recruit the right type of
personnel. A few examples of popular executive search firms are A. F.
Ferguson and Co., ABC consultant, Godman’s International, etc.
6. Union as a Source:
Workers’ unions are likely to play an important role as a source of
labor supply (sort of formalized ‘union shop’ or ‘closed shop’
practice). This was noted by the National Commission on Labor.
Where unions do not actively engage in providing employment
information services to their members, they invariably take an interest
in seeing that members laid off are given preference in rehiring. Union
contracts sometimes contain a reference to the responsibility of the
employer to rehire former employees, usually in some order of
seniority.
7. Unsolicited or Walk-in Applicants:
Those looking for jobs apply on their own initiative when they come
to know the likelihood of certain vacancies from reliable sources or
just apply for suitable jobs without any reference to advertisement or
intent to recruit on the part of the employer.
8. Recruitment at Factory Gate/ direct recruitment
9. Casual Callers
Recent trends in Recruitment
 E- recruitment
 Outsourcing here the hiring firm hand over the job to an

outside agency specialising in the hiring and related process.

 Poaching or Raiding, experienced employees can be

recruited by offering better benefits to the people working in

similar org . For e.g. If Reliance retail wants to hire competent
professionals in retail industry, it would be easy to hire people
from a competing firm- like Big Bazaar, Pantaloon retail etc
 Boomeranging bringing back the best former employees with

a proven track record in the company again by offering them

better monetary and non-monetary incentives than before.
 Selection
Finding the interested candidates who have submitted their profiles for a
particular job is the process of recruitment, and choosing the best and most
suitable candidates among them is the process of selection. It results in
elimination of unsuitable candidates. It follows scientific techniques for the
appropriate choice of a person for the job.
The recruitment process has a wide coverage as it collects the applications of
interested candidates, whereas the selection process narrows down the scope and
becomes specific when it selects the suitable candidates. It is often described as a
negative process, since more candidates may be turned down than hired.
Selection involves the matching of qualities of a candidate with the requirements
of job description.
 Stonedefines, ‘Selection is the process of differentiating
between applicants in order to identify (and hire) those
with a greater likelihood of success in a job’.
 Steps Involved in Selection Procedure:

 A scientific and logical selection

procedure leads to scientific selection
of candidates. The criterion finalized
for selecting a candidate for a particular
job varies from company to company.
 Therefore, the selection procedure

followed by different organizations,

many times, becomes lengthy as it is a
question of getting the most suitable
candidates for which various tests are
to be done and interviews to be taken.
The procedure for selection should be
systematic so that it does not leave any
scope for confusions and doubts about
the choice of the selected candidate
1. Inviting applications:
The prospective candidates from within the organization or outside the
organization are called for applying for the post. Detailed job description
and job specification are provided in the advertisement for the job. It
attracts a large number of candidates from various areas.
2. Receiving applications:
Detailed applications are collected from the candidates which provide the
necessary information about personal and professional details of a person.
These applications facilitate analysis and comparison of the candidates.
3. Scrutiny of applications:
As the limit of the period within which the company is supposed to
receive applications ends, the applications are sorted out. Incomplete
applications get rejected; applicants with un-matching job specifications
are also rejected.
4. Written tests:
As the final list of candidates becomes ready after the scrutiny of
applications, the written test is conducted. This test is conducted for
understanding the technical knowledge, atti­tude and interest of the
candidates. This process is useful when the number of applicants is large.
Many times, a second chance is given to candidates to prove themselves by
conducting another written test.
5. Psychological tests:
These tests are conducted individually and they help for finding out the
individual quality and skill of a person. The types of psychological tests are
aptitude test, intelligence test, synthetic test and personality test
6. Personal interview:
Candidates proving themselves successful through tests are interviewed
personally. The interviewers may be individual or a panel. It generally
involves officers from the top management. The candidates are asked several
questions about their experience on another job, their family background,
their interests, etc. They are supposed to describe their expectations from
the said job. Their strengths and weaknesses are identified and noted by the
interviewers which help them to take the final decision of selection.
7. Reference check:
Generally, at least two references are asked for by the company from the
candidate. Reference check is a type of crosscheck for the information
provided by the candidate through their application form and during the
interviews.
8. Medical examination:
Physical strength and fitness of a candidate is must before they takes up
the job. Inspite of good performance in tests and interviews, candidates can
be rejected on the basis of their ill health.
9. Final selection:
At this step, the candidate is given the appointment letter to
join the organization on a particular date. The appointment
letter specifies the post, title, salary and terms of
employment. Generally, initial appointment is on probation
and after specific time period it becomes permanent.
10. Placement:
This is a final step. A suitable job is allocated to the
appointed candidate so that they can get the whole idea
about the nature of the job. They can get adjusted to the job
and perform well in future with all capacities and strengths.
11. Evaluation:
The selection process, properly performed will ensure the
competent personnel in the organization. An audit to
evaluate the effectiveness of the selection process will be
conducted .
 Methods of selection
Both internal and external recruitment may use interviews, application
forms, aptitude tests, group tasks, presentations and role-playing tasks to
help select the best candidates for the job.
CV:
A CV is a document that applicants complete and submit alongside a job
application. CV stands for ‘curriculum vitae’, which is Latin for ‘course of
life’. It is a personal document that includes information about an
applicant’s skills, experience, qualifications and hobbies. This document is
used by a business to decide whether applicants match the requirements of
the person specification. Some roles only require a CV, with no application
form, as this may encourage more applicants to apply.
Application form:
An application form is completed by a potential employee when they apply
for a job. It will often include a series of questions for a potential employee
to answer, so that the business can learn more about them. It often includes
a section for applicants to write about themselves and why they are the best
candidate for the role.
Letter of application:
Sometimes, instead of completing an application form, a
potential employee is asked to write a letter of application, in
which they demonstrate why they should be employed to fulfill
the job role. Additionally, some applications require letters of
reference, which are letters from an applicant’s previous
employers about their skills, experience and character.
Interviews:
A business will often invite a number of applicants for an
interview. This is usually a face-to-face meeting during which the
business will ask a series of questions and observe how the
candidate answers them. The performance of each candidate can
be compared.
Tests:
Some businesses will ask job applicants to complete a test. This
might be a practical test or a paper-based test, depending on the
vacancy. Tests are often used to see how well an applicant is able
to think and react under pressure.
Group activities:
Sometimes a business may ask a number of applicants
to work together to complete a task. This may be a
practical task, or a discussion. Whilst completing the
task the behavior of the applicants can be observed to
identify those who work well with others, those who are
leaders, and those who might work better on individual
tasks.
References:
A reference is usually a written statement provided by
someone who knows the applicant well, usually their
current employer. Comments are commonly made about
their attendance and punctuality records, whether they
are reliable as well as other personal qualities.
Placement, Induction
and Socialisation
 Placement and Induction
 When the candidate is selected for a particular post and when he reports
to duty, the organization has to place him or her in the job for which he
or she is selected which is being done through placement. Placement is
the act of offering the job to a finally selected candidate. It is the act of
finally assigning the rank and responsibility to an employee, identifying
him with a particular job. It is actual posting of an employee to specific
job. It is very important HR activity.
 Placement is concerned with the sending of newly selected personnel to
some department for work. It is also concerned with the assignment of
authority and responsibility to the new comer in the organization.
 In the words of Pigors and Myers, “Placement is the determination of the
job to which an accepted candidate is to be assigned and his assignment
to that job. It is a matching of what the supervisor has reason to think he
can do with the job demands. It is a matching of what he imposes in
strain, working conditions and what he offers in the form of pay roll,
companionship with others, promotional possibilities etc.”
Importance
1. If the employees are properly placed, they will enjoy their work and
organization will not have to suffer the problem of employee turnover.
2. If employees don’t like their work, they start making excuses from the job and
remain absent. Effective placement will keep the absenteeism rate low.
3. Morale of workers increases because they get the work of their choice, if
correctly placed.
4. Workers will work attentively and safety of workers will be ensured and lesser
accidents will happen.
5. Workers will be satisfied with their jobs and there will be no reasons for
disputes, so human relations will improve.
6. Through proper placement, misfit between the job and person can be avoided.
7. Efficient and effective performance of individual tasks will ensure the
achievement of organizational goals.
8. Productivity i.e., ratio of output to input increases as wastage and abnormal
losses decrease.
Placement should be done keeping into view the job and social, psychological &
emotional needs of person.
Principles followed while Placement
(i) Job requirement – Man should be placed on the job
according to the requirement of the job rather than
qualification and requirement of the man.
(ii) Qualification – The job offered should match with the
qualification possessed by an employee.
(iii) Information – All the information relating to the job
should be given to the employees along with the
prevailing working conditions. They should also be made
known that they have to pay penalty for wrong doing.
(iv) Loyalty and Co-operation – Every effort should be made
to develop a sense of loyalty and co-operation in
employees to make them understand their
responsibilities
 Induction
 Once an employee is selected and placed on an
appropriate job, the process of familiarizing him with
the job and the organization is known as induction. It
is the process of introducing new employees to an
organization, to their specific jobs and departments,
and in some instances, to their community.
 According to Michael Armstrong, “Induction is the
process of receiving and welcoming an employee
when he first joins the company and giving him basic
information he needs to settle down quickly and
happily and starts work.”
 Objectives of Induction
The objectives of induction are:
1. To welcome the new employee, relieve his anxieties and make him
feel at home.
2. To develop a rapport between the company and the new employee
and make him feel part of the organization as quickly as possible.
3. To inspire the new employee with a good attitude toward the
company and his job.
4. To acquaint new employees with company goals, history,
management, traditions, policies, department, divisions, products
and physical layouts.
5. To communicate to new employee what is expected of them, their
responsibilities and how they should handle themselves.
6. To present the basic information the employee wants to know –
rules and regulations, benefits, payday, procedures, and general
practices.
7. To encourage the new employee to have an inquiring mind, show
him how to learn and assist him toward a discipline effort in
developing additional knowledge.
 Content of Induction Programme
  A formal induction programme should provide following
information: -

* Brief history and operations of the company.

* The company’s organization structure.
* Policies and procedure of the company.
* Products and services of the company.
* Location of department and employee facilities.
* Safety measures.
* Grievances procedures.
* Benefits and services of employee.
* Standing orders and disciplinary procedures.
* Opportunities for training, promotions, transfer etc.
* Suggestion schemes.
* Rules and regulations.
 Socialization
 The socialization of a new employee is a critical part of the induction and can
reflect in the employees satisfaction in their new working environment.
Managers need to arrange a departmental meeting on the first day of new
employee to formally introduce him to the team. Arrangements should also be
made for the new employee to visit other departments with which he need to
work closely in the course of his duties.
 Socialization is a process through which a new recruit begins to understand
and accept the values, norms and beliefs held by others in the organization.
HR department representatives help new recruits to “internalize the way things
are done in the organization”. Through formal and informal interactions and
discussions (orientation), new comers begin to understand how the
company/department is run, who hold power and who does not, who is
politically active within the department, how to behave in the company, what is
expected of them, etc.
 in short, if the new recruits wish to survive and prosper in their new
work home, they must soon come (to know the ropes). Orientation programs
are effective socialization tools because they help the employees to learn about
the job and perform things in the desired way.