Recruitment and

Selection

Archana Dandekar Koli

Recruitment
According

to Edwin B. Flippo, Recruitment

is the process of searching the candidates
for employment and stimulating them to
apply for jobs in the organisation
It is the process to discover sources of
manpower to meet the requirement of
staffing schedule and to employ effective
measures for attracting that manpower in
adequate numbers to facilitate effective
selection of an efficient working force.

Archana Dandekar Koli

Recruitment needs are of three

PLANNED

i.e. the needs arising from changes in

organization and retirement policy.
ANTICIPATED
Anticipated needs are those movements in
personnel, which an organization can
predict bystudying trends in internal and
external environment.
UNEXPECTED
Resignation, deaths, accidents, illness give
rise to unexpected needs.
Archana Dandekar Koli

The Purpose and Importance of

Recruitment
Attract

and encourage more and more candidates to apply in the

organisation.
Create a talent pool of candidates to enable the selection of best
candidates for the organisation.
Determine present and future requirements of the organization in
conjunction with its personnel planning and job analysis activities.
recruitment is the process which links the employers with the employees.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of selection process by decreasing number
of visibly under qualified or overqualified job applicants.
Help reduce the probability that job applicants once recruited and
selected will leave the organization only after a short period of time.
Meet the organizations legal and social obligations regarding the
composition of its workforce.
Begin identifying and preparing potential job applicants who will be
appropriate candidates.
Increase organization and individual effectiveness of various recruiting
techniques and sources for all types of job applicants

Archana Dandekar Koli

Archana Dandekar Koli

Recruitment process

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Identify

Job Vacancies
Ascertain Job Requirements

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Consider

factors affecting
Recruitment
Organisational recruitment
policy
Cost of employment
Employee market conditions
Time available for recruitment
Prepare Job Application

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Select

the method of recruitment

Sources of
Recruitment

Implementation
Evaluation

of Recruitment efforts
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Factors affecting
Recruitment
EXTERNAL FACTORS

INTERNAL FACTORS

Supply & Demand

Labour Market
Image/Goodwill
Political-Social-Legal
Environment
Unemployment Rate
Competitors

Recruitment Policy
Human Resource
Planning
Size of the Firm
Cost of Recruitment
Growth and
Expansion

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Recent trends in
Recruitment
Outsourcing
Poaching/Raiding
E-Recruitment

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Selection
Selection is the process of picking
individuals who have relevant qualifications
to fill jobs in an organisation. The basic
purpose is to choose the individual who can
most successfully perform the job from the
pool of qualified candidates
Right

employee for the job vacancy

Development of image as a good employer
Cost Effective Selection Process
Archana Dandekar Koli

Requirements for a Successful

Selection
Selection

Ratio
= No. of Job applicants selected and
hired
Total No. of available job
applicants
Ethical Standards
Budget
Good Selectors
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Selection Process- The Generic

Overview

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Selection Tests
Intelligence

Tests
Aptitude Test
Personality Test
Simulation Tests
Graphology Test
Polygraph (Lie-Detector) tests
Medical Test
Background Investigations
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Selection Interview

To size up the candidate personally;

To ask question that are not covered in the tests;

To make judgments on candidates enthusiasm and intelligence;

To assess subjective aspects of the candidate - facial

expressions, appearance, nervousness and so forth;

To give facts to the candidates regarding the company, its

policies,etc. and promote goodwill towards the company.

Types of Interviews
non directive interview
patterned interview
structured or situational interview
Panel Interview
Stress Interview

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Deployment

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Redeployment

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