HR Procurement

Recruitment and selection

 Procurement
Obtaining of proper kind and number of
personnel necessary to accomplish
organization goals
Mainly concerned with recruitment and
selection of necessary people
Results not only in organizations
acceptance but also the employees
acceptance and satisfaction
 Recruitment
Process of stimulating the applications to apply
for the job and brings together the prospective
employee and employer
Involves
Discover sources of manpower to match job requirements
Attract adequate no of applications of prospective employee to
permit meaningful selection of required people
Process of searching for prospective employees
and stimulating and encouraging them to apply
for job in the organization
Generating pool of qualified applicants for the job
Involves
Identifying the sources of potentials employees
Informing people of job openings
Attracting applicants who have desired profile for the job
 Characteristics of Recruitment
Complex and continuous process
Two way affair
Linking activity
Focuses on locating the sources and
creation of pool of desired candidates
At all levels
Not a absolute process. Depends on
various factors dependent activity
 Need for recruitment
Vacancies created due to
Transfer, promotion, retirement, terminations,
disability, death
Expansion, diversification, growth of business
External environmental changes
Technological, legal, political changes
Internal environmental changes
Adoption of new technology, organization structure,
strategy
Recruitment process Organizational issues
In-house Vs external agency
Individual Vs alliances
Centralized Vs Decentralized
HR Planning Administrative issues
Recruitment Yield ratio
Budget
Assess requirement planning Process flow and record keeping
Job analysis Recruiters issues
Job description Desired characteristics
Sources of recruiters
Job specification
Strategy
development Open Vs Targeted recruitment

Identification External sources

And choice
Of sources Internal sources

Search for Communication Medium

Prospective Communication Message
candidates

Evaluating the
effectiveness
 Sources for recruitment
External Internal
Advertising Promotion
Employment exchanges Transfer
Employment agencies Past Employees
Professional bodies Dependents
Educational institutes Apprentice
Referrals and recommendations
Labor contractors and unions
Unsolicited applications
Raiding
Special events
 Internal Sources
Advantages Disadvantages
Employee satisfaction and high morale Discourages external talent to join

Better performance judgment and Narrows choice (matches available

fitment of employees resources to requirements)

Increases loyalty, commitment and Chances of favoritism is higher that

sense of seurity may lead to low morale and turnover

Less cost of training and induction (on May impact the growth of the
boarding cost) organization as there is less fresh
blood
Less turnover and better relations Not suitable for new organizations
 External Sources
Advantages Disadvantages
Wide choice for selection in terms of Expensive and time consuming on
demographics, experience, skills boarding cycle is long

Fresh blood, viewpoint, talents are Adversely affect the morale and loyalty
attracted of existing employees

New joiners free from prejudices and High chances of failure as compared
favoritism to internal recruitment

Required criteria for selection would

be met rather than choosing from
whatever available
Constantly available and omnipresent
 Considerations for recruitment
Legal
Prohibition of children employment
Must notify to employment exchanges
Protection of interest of employee
Political
Equal opportunity to all
No discrimination
Social
Son of the soil in recruitment
Reservations for certain groups
Preferences to displaced persons, ex-servicemen
Economic
Cost involved
Competition for and availability of HR in job market
Working conditions, pay norms of industry and the organization
HR - SELECTION
 HR Selection
Process of choosing the best most suitable
person out of all applicants
Process of
Matching the qualification of applicant with job requirement
Weeding out unsuitable candidates
Identifying the most suitable candidate
Process of rejecting the unsuitable candidates
from the pool of candidates given by recruitment
Is a system of processes, devices adopted by a
company to ascertain whether or not the
candidates applied possess the desired eligibility
for the job and then to select the persons that
best meet the selection criteria
 characteristics
Process
Both negative and positive process
Involves sequence of hurdles
Screening and sorting process
Also a system of activities and tools
 Importance/Purpose
Selection of best available candidates
Optimal match between employee and job
Reduction of the cost and time of selection
and on-boarding
Effective achievement of organizational
goals
Selection Process
Rejections
Dump
 Selection Tests
Intelligence test
To test the overall intelligence of the candidate
Aptitude test
To see the potential and capacity to learn in future if given adequate training
Achievement test
To check whether the candidate know what he claims to know or achieve
Interest test
To determine the interest areas of the candidates
Knowledge test
To determine the clarity, depth and proficiency of the subject matter
Personality test
To determine the personality traits of the candidate
Judgment test
To see the judgmental abilities
Performance test
To see the actual demonstration of the tasks
Situational test
To see both personality and performance in real life like situations
Dexterity test
To judge accident proneness coordination of body parts
 Interviews
Preliminary
Very basic to check the worth of candidate
Objective is elimination of undesirable candidates
Planned/structured
Follows a definite plan or pattern
Non-directive
Unstructured and as per the case may be
Believed to reveal more in-depth insight to the candidate
Depth
To check more details on the subject matter
Group
Saves time and also gives chance to see how candidates behave in
changing situation
Stress
To assess whether the candidate would be able to cope up with the stress of
the job
Tension and pressure is created in an applicant to see how one react to this
Panel/board
Mostly for managerial/supervisory posts