RECRUITMENT AND SELECTION

Definition and Meaning

• According to Edwin B. Flippo, “Recruitment is the process of
searching the candidates for employment and stimulating
them to apply for jobs in the organization”

• Recruitment is the activity that links the employers and the

job seekers

• A process of finding and attracting capable applicants for

employment

• The process begins when new recruits are required and

ends when their applications are submitted.
 PURPOSE & IMPORTANCE
 Attract and encourage more candidates to apply in the organization.

 Create a talent pool of candidates to enable the selection of best

candidates for the organization.

 Determine present and future requirements of the organization

o Increase organization and individual effectiveness

o Help to increase the success rate of selection process by decreasing

number of visibly under qualified or overqualified job applicants.
 Methods of recruitment
Direct Method • Campus recruitment

• Advertisement
Indirect Method • Newspaper
• Media

• Private employment agencies,

• Management consultants,
Third Party • Employee referral/recommendations,
Method • Trade unions, data banks,
• Labour contractors etc., to establish contact with
the job- seekers.
 Sources of Recruitment
Internal External
• Employee Referrals • Employment exchanges
• Advertisements
• Former employees
• Job consultancy
• Previous applicants • Campus recruitment
• Dependents of Deceased, • Deputation
Disabled, retired and • Word-of-mouth
present employees • Raiding (poaching)
• Promotions • Recruitment at factory gate
• Employee referrals
• Transfer • Data bank
• Demotion • Casual applicants
 Constraints and Challenges
• Poor image
• Unattractive job
• Conservative internal policies
• Limited budgetary support
• Restrictive policies of government
 Modern Sources /New approaches of
Recruitment
 Walk-In :They advise the potential candidates to attend for an interview
directly and without a prior application on a specified date, time and at a
specified place

 Consult- In /Head Hunting: The busy and dynamic companies encourage

the potential job seekers to approach them personally and consult them
regarding the jobs.

 Body Shopping: The prospective employers contact these

organizations to recruit the candidates. These professional and
training institutions are called body shoppers and these activities
are known as body shopping.

 Business Alliance
 E-recruitment: Organizations advertise the job vacancies through
the worldwide wed (www)
 Poaching
Which source do you prefer? Why?
 Employee selection
• It is the function performed by the management of selecting
the right employees at the right time.

• The objective of the selection is to choose the individual

who can most successfully perform the job from the pool of
qualified candidates.

• It is the process of putting right men on right job.

• It is a procedure of matching organizational requirements

with the skills and qualifications of people.
 Definition
• According to Thomos stone, “Selection is the process of differentiating
between applicants in order to identify and hire those with a greater
likelihood of success on the jobs”.

• Dale Yoder has defined, “Selection is the process by which candidates

for employment are divided into two classes those who will be offered
employment and those who will not”

• Heinz Weihrich and Harold Koontz have defined, “Selection is the

process of choosing form the candidates, from within the organization
or from outside, the most suitable person for the current position or for
the future positions”
Selection Process
Reception

Preliminary Interviews

Application blanks

Selection Tests

Employment Interviews

Medical examination

Reference checks

Appointment Letter
 Employee selection Process
 Reception: Friendly and courteous treatment

 Preliminary Interviews- It is used to eliminate those candidates

who do not meet the minimum eligibility criteria laid down by
the organization.

 It is less formalized and less planned than the final interviews.

 The candidates are given a brief up about the company and the
job profile; and

 it is also examined how much the candidate knows about the

company..
• Application blanks- The candidates who clear the
preliminary interview are required to fill application blank.
It contains data record of the candidates such as details
about age, qualifications, reason for leaving previous job,
experience, etc.

• Selection Tests- Various written tests conducted during

selection procedure are aptitude test, intelligence test,
reasoning test, personality test, etc.
 Employment Interviews- It is one to one interaction between
the interviewer and the potential candidate.

 It is used to find whether the candidate is best suited for the

required job or not.
Disadvantage: interviews consume time and money both.

 No distractions in interview hall.

 honest communication between candidate and interviewer.

• Medical examination- Medical tests are conducted to ensure

physical fitness of the potential employee.
• It will decrease chances of employee absenteeism.
 Contd...
• Reference checks:
• From co-workers, previous employer is accepted
• But Not from blood relatives

• Appointment Letter- A reference check is made

about the candidate selected and then finally he is
appointed by giving a formal appointment letter.
 Differences between recruitment and selection
Recruitment Selection
It the process of searching the candidates It Involves the series of steps by which the
for employment and stimulating them to candidates are screened for choosing the
apply for jobs in the organization. most suitable persons for vacant posts.

The basic purpose of recruitment is to The basic purpose of selection process is to

create a talent pool of candidates to enable choose the right candidate to fill the
the selection of best candidates for the various positions in the organisation
organisation, by attracting more and more
employees to apply in the organisation.
Recruitment is a positive process i.e. Selection is a negative process as it
encouraging more and more employees to involves rejection of the unsuitable
apply candidates
Recruitment is concerned with tapping the It is concerned with selecting the most
sources of human resources. suitable candidate through various
interviews and tests
There is no contract of recruitment Selection results in a contract of service
established in recruitment between the employer and the selected
employee
 Selection Tests /
Testing for selection of employees
 Methods of Selection Test
Unscientific Methods of selection scientific Methods of selection

 Physiognomy • Photograph
 Graphology • Letter of application
 Phrenology • Application blanks
• References and
recommendations
 Meaning
• Tests are the important devices used in
selection of the candidates
• A test is an instrument designed to measure
selected psychological factors.
Unscientific Methods
1. Physiognomy: Physical features, such as shape of the face, color etc sometimes
influence in the selection of the workers
2. Graphology: selection is made based on handwriting
3. Phrenology: The detailed study of the shape and size of the skull i.e. character
and mental abilities.

Scientific Methods
1. Photograph:
2. Letter of application: is a good basis of prediction about the individual, gives
sufficient information about the applicant
3. Application blank: An application blank is prepared from application form.
It is given to the applicants before the interview to fill up necessary
requirements.
4. References and Recommendations: Documentary evidences in favor of
satisfactory performance in the past provided by previous employer
5. Interview : Popular and traditional technique of selection.
Good source of obtaining information about the person seeking a job
 Types of selection test
1. Aptitude test: These tests measure whether an
individual has the capacity or ability to learn a given
job
2. Achievement Test: These tests are more useful to
measure the value of specific achievement, when the
organization wishes to employ experienced
candidates.
Job knowledge test
Work sample test
3. Situational Test:
It evaluates a candidate in a similar real life situation i.e.
the candidate is asked to solve critical situations of job
• Group Discussion: candidates are observed in the areas of
initiating, leading, proposing valuable ideas, communicating
skills, coordinating and concluding skills

• In Basket: Candidates are supplied with actual letters,

telephone and telegraphic message, reports and
requirements by various officers of the organization and the
candidate is asked to take decisions
4. Interest test
• Purpose is to find out whether a candidate is interested or disinterested in
the job for
• To find out in which area of the job the candidate is interested.
• Assumption: there is a correlation between the interest of a candidate in a
job and job success.

5. Personality test
• These tests probe deeply to discover clues to an individual’s value system,
emotional reaction, maturity etc..
• It will be expressed in traits like self confidence, emotional control,
optimism, sociability, patience, fear, distrust, dominance, sympathy,
judgment etc.

6. Proficiency / Performance / Ability test:

• It is designed to measure the level of knowledge, skills already acquired by
an individual in a particular job.
• Used in the selection of technical personnel.
Merits and Demerits of Selection tests
Merits:
 They are standardized and unbiased method of collecting
information about the prospective employees
 These tests can be used to weed out unsuitable candidates

Demerits:
• These tests cannot make a hundred percent prediction of an
individual on the job success
• Use of test is not economical, if the number of candidates is
small.
PLACEMENT
• Important human resource activity

• Placement is a process of assigning a specific job

to each of the selected candidates .

• An actual posting of an employee to the specific

job with rank & responsibilities attached to it.

• It involves assigning a specific rank and

responsibility to an individual.
• From the employee perspective
• Placement is a process of assigning a specific job to each of
the selected candidates.
• It involves assigning a specific rank and responsibility to an
individual.
• It implies matching the requirements of a job with the
qualifications of the candidate.

From the company perspective

• Companies conduct recruitment and selection and finally
select employees.
• The employees undergo an induction program.
• After the induction program is over the employee is given a
specific job in the company.
 SIGNIFICANCE
• It improves employee confidence.
• It helps in reducing employee turnover
• It helps in reducing absenteeism.
• It helps in reducing accident rates.
• It avoids misfit between the candidate and the
job.
• It helps the candidate to work as per the
predetermined objectives of the organization.
INDUCTION / ORIENTATION
• The process of familiarizing the selected candidate
with the job and the organization is known as
induction.

• Induction is the process of receiving and welcoming

an employee when they first joins the company and
giving them basic information they needs to settle
down quickly and happily and stars work.
 Objectives of Induction
To help the new comer to overcome his shyness and nervousness in
•
meeting new people in a new environment.

•To give new comer necessary information such as location of a café,

rest period etc.

* To build new employee confidence in the organization.

* It helps in reducing labor turnover and absenteeism.

* It reduces confusion and develops healthy relations in the

organization.

* To ensure that the new comer do not from false impression and
negative attitude towards the organization.

* To develop among the new comer a sense of belonging and loyalty to

the organization.
Contents of induction programme
* 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.
 Steps in induction programme
• Welcome to the organisation
• Explain about the company
• Show the location/department where the new recruit will work
• Give the company manual to the new recruit
• Provide details about various work groups and the extent of
unionism within the company
• Give details about pay, benefits, holidays, leave and explain the
importance of ATTENDANCE AND PUNCTUALITY
• Explain about future training opportunities and career prospects
• Clarify doubts, by encouraging the employee to come out with
questions
• Take the employee on a guided tour of buildings, facilities etc.
INTERNAL MOBILITY
• Internal mobility is the Vertical movement (promotion,
transfer, demotion or separation) of an employee within an
organisation

• It may be between jobs in various departments or divisions.

• Some employees leave the organisation for reasons like better

prospects, retirement, termination etc. such movements are
known as ‘external mobility’
 Purpose of internal mobility
• To improve organizational effectiveness
• To improve employee effectiveness
• Adjust to changing business operations
• Ensure discipline
PROMOTION
 Meaning and Definition
• Advancement within a organization is ordinarily labeled as
‘Promotion’.
• vertical movement in rank and responsibility

• upward movement of an employee from current job to

another i.e. higher in pay, responsibility, status and
organizational level.

• According to E.B. flippo “ promotion involves a change

from one job to another that is better in the terms of status
and responsibilities.

• According to Scott and Spreigal: “A Promotion is the

transfer of an employee to a job that pays more
money or that enjoys some preferred status.
 Purpose of Promotion
• To recognize an employee’s performance and commitment/
loyalty and motivate him towards better performance
• To boost the morale and sense of belonging of employees.
• To retain skilled and talented employees.
• To develop a competent internal source of employees for
higher level jobs
• To utilize more effectively the knowledge and skills of the
employees
• To attract suitable and competent workers for the
organization.
 Types of promotion
• Dry Promotion:- Where an employee is promoted to higher
position and responsibility without any increment in salary

• Vertical Promotion:- In this type the employee is moved to the

subsequent higher level accompanied by greater power
responsibility, position and salary

• Upgradation:- The job is promoted in the organizational

hierarchy. As a result ,the employees obtain same designation
but higher responsibility and power.

• Up or Out:- In this, person must earn promotion or search

employment elsewhere.
TRANSFER
 Meaning of Transfer
• A transfer is a horizontal or lateral movement of an
employee from one job, section, department, shift plant or
position to another at some other place where salary, status
and responsibility are usually the same.

• Transfer is defined as “a lateral shift causing movement of

individuals from one position to another usually without
involving any kind of change in duties, responsibilities, skills
needed or compensation”.
 Purpose of Transfer
• To utilise properly services of an employee when he is not
performing and management feels he may be useful
elsewhere.

• To replace new employee by an employee who has been in

the organization for a sufficiently long time

• To meet organizational needs.

• To penalise employee or to avoid trade union pertaining

issues.

• To adjust the workforce.

• To meet employees own request.

 Benefits of Transfer
• Increase in productivity and effectiveness of the organization.
• Greater job satisfaction to employees.
• Stabilize fluctuating job needs.
• Improve employee skills.
• Remedy for wrong placement.
• Improve labour relationships.
• Develop employees for future promotions.
• Avoid monotony and boredom.
Demotion
 Demotion
• Assignment of an individual to a job of lower rank and pay
usually involving lower level of difficulty and responsibility.

•Demotions serve as a useful purpose in the sense that they

keep the employees alert and alive to their responsibilities and
duties.
•Example: a manager may be demoted as supervisor.
 Causes of Demotion
•When departments are combined, bosses are often required to accept
lower level position since jobs are eliminated.

•Inadequacy on the part of the employees in terms of job performance,

attitude and capability.

•When older employees are unable to adjust as per change in

technology.

•Ill health or personal reasons.

•Demotion is also used as disciplinary measure.

SEPERATION
 SEPERATION
Separation means cessation of service with the
organisation for one or other reason.

The employee may be separated from HR payroll due to:

• Resignation
• Discharge and dismissal
• Suspension and retrenchment
• Lay off
• RESIGNATION: Resignation may be put in voluntary by the
employees on the ground of health, better opportunities
elsewhere or for reasons of marriage.

• DISCHARGE: A discharge involves permanent separation of an

employee from the pay roll for violation of company rules or
for inadequate reasons.

• There has to be a written warning for the same along with

discharge letter at the time of discharge.
• DISMISSAL: A dismissal is the termination of services of an employee by
the way of punishment for some misconduct or for some unauthorised
and prolonged absence from duty.

• SUSPENSION: It may be awarded during inquiry is being conducted.

During suspension employee gets subsistence allowance.

• RETRENCHMENT: Permanent termination for economic reasons of the

organisation. In the Industries Disputes ACT 1947, defines retrenchment
as termination by the employer of the services of workmen for any
reason.
• A 3 months’ notice in writing needs to be given to the employee and
wages in lieu of such notice.