RECRUITMENT , SELECTION

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RECRUITMENT , SELECTION INDUCTION
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Definition and Meaning of 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 organization
• Meaning
• Recruitment is the activity that links the
  employers and the job seekers.
• A process of finding and attracting capable
  applicants for employment

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• A process of finding and attracting capable
  applicants for employment. The process begins
  when new recruits are sought and ends when their
  applications are submitted. The result is a pool
  of applications from which new employees are
  selected.
• It is the process to discover sources of manpower
  to meet the requirement of staffing and to employ
  effective measures for attracting that manpower
  in adequate numbers to facilitate effective
  selection of an efficient working force.

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Recruitment needs are of three types

• PLANNEDthe needs arising from changes in
  organization and retirement policy.ANTICIPATEDAn
  ticipated needs are those movements in personnel,
  which an organization can predict by studying
  trends in internal and external
  environment.UNEXPECTEDResignation, deaths,
  accidents, illness give rise to unexpected
  needs.

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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.
• 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.

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Recruitment Process

1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making

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SOURCES OF RECRUITMENT
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External Sources

• Walk-ins
• Employee referrals
• Advertising
• Educational associations
• Professional agencies
• E-recruitment (general recruitment agents/
  companies own sites)
• Word-of-mouth

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FACTORS AFFECTING RECRUITMENT
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Trends are being seen in recruitment

• Outsourcing
• Poaching
• E-Recruitment

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E-Recruitment

• The buzzword and the latest trends in
  recruitment is the E-Recruitment. Also known as
  Online recruitment, it is the use of technology
  or the web based tools to assist the recruitment
  process. The tool can be either a job website
  like naukri.com, the organisations corporate web
  site or its own intranet.
• The internet penetration in India is increasing
  and has tremendous potential. According to a
  study by NASSCOM Jobs is among the top reasons
  why new users will come on to the internet,
  besides e-mail. There are more than 18 million
  resumes floating online across the world.

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The two kinds of e- recruitment that an
organisation can use is

• Job portals posting the position with the job
  description and the job specification on the job
  portal and also searching for the suitable
  resumes posted on the site corresponding to the
  opening in the organisation. Creating a complete
  online recruitment/application section in the
  companies own website. - Companies have added an
  application system to its website, where the
  passive job seekers can submit their resumes
  into the database of the organisation for
  consideration in future, as and when the roles
  become available.

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Selection

• According to Thomas stone Selection is the
  process of differentiating between applicants in
  order to indentify and hire those with a greater
  likelihood of success on the jobs.
• In simple words
• It is the functions performed by the
  management of selecting the right employees
  .After identifying the sources of human
  resources, searching for prospective employees
  and stimulating them to apply for jobs in an
  organization .
• The objective of the selection decision is to
  choose the individual who can most successfully
  perform the job from the pool of qualified
  candidates.

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Selection Process Flowchart
Job analysis
Recruitment
Application form
Written examination
Group Discussion
interview
Reference checks
Line managers decision
Medical examination
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Differentiation between recruitment and selection

• Recruitment
• It the process of searching the candidates for
  employment and stimulating them to apply for jobs
  in the organization.
• The basic purpose of recruitments is to create a
  talent pool of candidates to enable the selection
  of best candidates for the organization, by
  attracting more and more employees to apply in
  the organization.

• Selection
• It Involves the series of steps by which
  the candidates are screened for choosing the most
  suitable persons for vacant posts.
• The basic purpose of selection process is to
  choose the right candidate to fill the various
  positions in the organization.

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• 3. Recruitment is a positive process i.e.
  encouraging more and more employees to apply .
• 4 Recruitment is concerned
• with tapping the sources of human
  resources.
• 5 There is no contract of recruitment
  established in recruitment

• 3.Selection is a negative process as it involves
  rejection of the unsuitable candidates.
• 4 Selection is concerned with selecting the
  most suitable candidate through various
  interviews and tests.
• 5 Selection results in a contract of service
  between the employer and the selected employee.

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Importance of Recruitment and Selection

• Helps to get a proper candidate.
• Help to increase success rate or individual
  organization.
• Help to reduce the probability of turnover
• Helps to get organizations legal and social
  obligations.
• Helps to increase organization and individual
  effectiveness.

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Employee Induction
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Orientation is the process of acquainting new
employees with the organization. Orientation
topics range from such basic items as the
location of the company cafeteria to such
concerns as various career paths within the firm.
Hence we can say that induction or orientation
is the process through which a new employee is
introduced to the job and the organization. In
the words of Armstrong, induction is "the process
of receiving and welcoming an employee when he
first joins a company and giving him the basic
information he needs to settle down quickly and
start work.
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Orientation

• Definition Orientation is a systematic and
  planned introduction of employees to their jobs,
  their co-workers and the organization.
• It is also called as Induction.
• Orientation is designed to provide a new employee
  with the information he/she needs to function
  comfortably and effectively in the organization.
• Should be a process, not an event.

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Purpose of Orientation

• To reduce start up costs (associated with job
  learning)
• To reduce anxiety
• To reduce employee turnover
• To save time for supervisor colleagues
• To Develop Realistic Job Expectations and Job
  Satisfaction 

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Purpose of Orientation

• The idea is to make the new employees feel at
  home in the new environment
• Expedite proficiency
• Enhance adjustment to work group and norms
• Encourage positive attitude
• The terms and conditions of employment
• It helps a new employ to know the job, its
  content, policies, rules and regulations.
• The people with whom he is supposed to interact.
  .

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Steps In Induction Programme

• Welcome to the organization
• Explain about the company.
• Show the location, department where the new
  recruit will work. .
• Give the company's manual to the new recruit.
• Provide details about various work groups .
• Give details about pay, benefits, holidays,
  leave, etc. Emphasize the importance of
  attendance or punctuality.
• Explain about future training opportunities and
  career prospects.
• Clarify doubts, by encouraging the employee to
  come out with questions.

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The areas covered in employee induction programme
may be stated as follows - CONTENT of induction
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About the Organisational o History of company
o Names and titles of key executives. o
Employees' title and department. o Layout of
physical facilities o Probationary period o
Products/services offered o Overview of
production process o Company policy and rules
o Disciplinary procedures o Safety steps o
Employees' handbook
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Employee benefits

• o Pay scales, pay days
• o Vacations, holidays
• o Rest pauses
• o Training Avenues
• o Counselling
• o Insurance, medical, recreation, retirement
  benefit

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Job duties

• Job location
• o Job tasks
• o Job safety needs
• o Overview of jobs
• o Job objectives
• o Relationship with other jobs

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Orientation Programme
1 employee handbook and orientation
program. 2.Communicate pride in the company by
giving each new employee an item with the company
logo on it. 3.Encourage communication, and a
sense of importance, by inviting new employees to
have coffee or lunch with the company owner or a
senior manager.
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Orientation Programme
4. Encourage new employees to sample the product
and or service that the company sells (i.e. Some
restaurants offer new employees a complimentary
meal). 5. Reduce the stress of starting a new
job by pairing new employees with a buddy (a more
senior or experienced team member) that can help
coach them through the first few weeks on the
job.
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Orientation Programme

• Here are some ideas to consider, when devising
  the orientation program
• The MIND thinks in IMAGES not WORDS!
• Repetition is Key Repetition is Key Repetition
  is Key.
• Employee is most excited on the first day of
  work. You need to keep that excitement alive for
  as long as possible!

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• Games can provide for an informal and fun
  orientation.. For example 
•                   
• Photo match after the tour

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Problems of Orientation

• Too much paperwork
• high Cost to company
• Only expenditure no income
• Information overload
• Too much selling of the organization
• Too much one-way communication
• Difficult for the employee to relate