3.1 Recruitment
Recruitment is the generalizing of
applications or applicants for specific positions to be filled up in the
organization. In other words, it is a process of searching for and obtaining
applicants for job so that the right people in right number can be selected.
According to Edwin Flippo,
“Recruitment is the process of searching the
prospective employees and simulating them to apply for the jobs in an
organization”.
According to Bergmann and Taylor,
“Recruitment is the process of
locating, identifying and attracting capable applicants”.
3.2
Principle of recruitment policy
Every organization must establish
acceptable recruitment policy must follow the under mentioned principles,
- Recruitment
of personnel for the whole organization should be centralized. Personnel department may
be charged with his responsibilities.
Internal and external sources of recruitment should be given due
importance.
- In
establishing the recruitment policy for the organization, the recruitment
policy followed in similar organization and in government undertaking
should be thoroughly considered.
- Stationary
provisions regarding recruitment of personnel should also be given proper
consideration.
- The
recruitment policy should be elastic, so that it may be amended suitably
to achieve the organizational objectives.
- Recruitment
policy should be within the organizational policy.
- Rules
regarding recruitment of existing employees should be very clear.
- The
qualifications of the applicants should co-inside the job specification.
- Merit
should be the basis of recruitment and other considerations like
friendship, relations etc should be ignored.
3.3
Sources of recruitment
The sources of recruitment may be
classified as follows,
Sources of recruitment
Internal sources
External sources
1. Transfer 1. Advertisement
2. Promotion
2. Employment exchange
3. Present employees 3. Employee referrals
4. Campus recruitment
5. Jobbers or contractors
6. Unsolicited applicants
Internal
sources:
- Transfer:
Transfer off an employee of an organization
from one workplace to another may be used as a source of recruitment to meet
personal demand at the place to which the employee transferred.
- Promotion:
Promotion means appointing an employee
to duties and authority of the employee concerned as also his emoluments; it
does not alter the number and kinds of employees of the enterprise. Promotion
may be based on seniority as merit employees.
- Present
employees:
It is an internal source of recruitment of
personnel. In the enterprise may be asked to recommend then friends and
relatives for employment.
It will not only keep employees happy
and in high morale, but also ensure recruitment of competent and sincere
persons.
External
sources
Advertisement
Advertisement is perhaps the most widely
used method for generating many applications. This is because its reach is very
high. This method of recruitment can be used for job like clerical, technical
and management.
Employment exchange
An employment exchange is an
office set up by the government for bringing together as quickly as possible
those men who are in search of employment and those employers who are looking
for men .Employment exchanges registered unemployed people and maintain the
record of their names and qualification etc.
Employee
reference
This is an important source of recruitment.
The existing employees refer their family member friends, and relatives to the
company potential candidates for the vacancies to be filled up in the
organization.
Campus recruitment
Campus recruitment is a common phenomenon
particularly in the American organizations and nowadays in our country also.
Some organizations such as HLL, HCL, WIPRO, IBM, L&T, Reliance etc, in India
have started visiting campuses for recruitment purpose.
Jobbers or contracts
In many industries
workers are recruited through contractors who are themselves the employees of
these organizations.
Unsolicited applicants
These are persons who gather at
the factory gates to serve as causal workers or who send in the application
without any invitation from the factory.
3.4
Selection
Selection is a process, by which
candidates for employment are divided in to two classes,
·
Those
who are to be offered employment and
·
Those
who are not.
Selection of employees is a
decision-making process where the management desires certain norms and
principles on the basis of which discrimination between qualified and
unqualified candidates can be made.
In the opinion of koontz,
“Selection
is the process of choosing from among the candidates from within the
organization or from the outside, the most suitable person for the current
position or for the future position “.
3.5
Principles of selection policy
An ideal selection policy should be
based on the following principles,
- The
responsibility for the selection of employees should be assigned to an
efficient and qualified based, so the right man can be selected.
- Job
first; man next; should be the basic and fundamental principle for
selection.
- Selection
should be from internal as well as external sources and the management
should not rely much on the single source.
- Selection
should be based on standards as set out by job analysis.
- The
different selection methods for different levels of post should be
followed.
- The selection policy should not surpass
the organizational general policy. It should be with in the frame work.
- The
selection policy of the organization should flexible not rigid so that
necessary amendments may be made whenever necessary.
- The
selection policy should commensurate the employment policy of the state.
- The
selection policy should provide guidelines to the perspective candidates.
- The
selection policy should be based and employment oriented.
3.6 Difference between
Recruitment and Selection
Recruitment
|
Selection
|
Recruitment technically precedes
selection.
|
Selection follows recruitment
|
Recruitment refers to the process of
identifying and encouraging potential candidates to apply for jobs in the
organization.
|
Selection involves choosing the best
out of those recruited.
|
Recruitment is positive as it aims
at increasing the number of job seekers for wider choice or increasing the
selection ratio.
|
Selection is negative in its
application in as much as it rejects a large number of unqualified
applications in order who are suitable for job.
|
Recruitment involves searching.
|
Selection involves comparing those
already searched.
|
3.8
Procedure for selection (or) selection process
Selection
Selection
is the process of choosing the right person for right job, at right time and at
right place. Selection follow recruitment, it is the managerial decision
process so as to predict which job applicant will be successful if hired.
Selection
– process
There
can be no standard procedure to select different types of employees. Selection procedures
differ from job to job, and from organization to organization.
An attempt is made to list
down the various procedures in selecting the employees for various jobs.
Selection
procedure or process
Step 1: Advertisement.
Step 2: Preliminary Screening.
Step 3: Issuing Application Blank.
Step 4: Selection Tests
.
Step 5: Employment Interview.
Step 6: Checking of Reference.
Step 7: Physical / Medical Exam.
Step 8: Final Approval.
Step 9: Selection.
Advertisement
and Receiving Application:
Most
of the organization follows advertisement in either print (Newspaper / Journal)
or board cast (Radio or Television) or through websites to inform the general
public about the vacancies raised in the organization.
Once
the applicants apply for the post in an organization, the second step starts,
i.e., the purpose of giving advertisement is to receive as many applications as
possible, so that the second process “preliminary screening” can eliminate more
number to select suitable applications.
Preliminary
Screening
The
purpose of Preliminary Screening is to eliminate the totally unsuitable
candidates.
Though
the purpose is similar, Preliminary Screening screen / eliminates the
application form and preliminary interview eliminates the applicants in person.
The
applicants are eliminated in terms of job requirements. The factors normally
considered are:
·
Age
·
Sex
·
Qualification
·
Experience etc.,
It helps to determine the
deserved candidates to issue, “Application Blank”.
It
helps the organization to save the expense of processing unsuitable candidates
and also helps the candidates to be free from the trouble of passing through
the long procedure.
Preliminary
interview provides basic information about candidates.
Application
Bank
Application
Blank is normally issued to those candidates who got through preliminary
screening.
Application Blank is the
unique and permanent record of the candidates,
·
Education
·
Age
·
Date
of birth
·
Experience
·
Interest
etc., in his own hand writing.
It
provides sample scope to decide the candidate’s suitability.
It serves the basic for other steps in
selection such as Selection tests, Interview etc,
As far as possible application blank
should be brief and simple.
Selection
Test
Selection tests are used as the best instrument for
reducing large number of candidates.
Initially it was used to measure the
needed skills and abilities. Now in large scale organization, it is being used
to measure skills as well as to eliminate large candidates.
Several tests used in
practice are,
·
Aptitude
test
·
Proficiency
test
·
Intelligence
test
·
Personality
test etc.
Employment
Interview
This
is most complex and difficult part of the selection. The purpose of this
interview is to determine the suitability of the applicant for the job. The
interview must be conducted in a friendly atmosphere and the candidate must be
made to feel at ease.
The candidates should also be given a
chance to ask questions to satisfy him self regarding the history of the
concern, future prospects, salary offered and nature of job etc.
References
Employers generally provide a column in the application
blank for references.
The
applicant crosses all the above hurdles and investigation may be made on the
references supplied by the applicant regarding,
·
personal
reputation,
·
Past
employment,
·
Education,
·
Character,
etc.
Medical
Examination
In
almost all the companies in India,
Medical examination is a part of selection process. It is conducted before the
final decision has been made to select the candidates.
It is very important because a person
of poor health may generally be absent from work and the training given to him
may go waste. A person suffering from any disease may spread it amongst other
workers.
A through physical exam is also
essential to be sure that the candidate is able to handle the job efficiently.
Final
Selection
It is a candidate successfully over comes all the
obstacles are test given above he could be declared selected and appointment
order will be given to him, monitoring the terms of,
·
Appointment,
·
Pay
– scales,
·
Post
on which selected etc.
3.9
Tests
It
is used as a best instrument for reducing a large number of candidates. It is
used to measure the needed skills and abilities.
The important tests are as follows:
1.
Aptitude
test.
2.
Intelligence
test.
3.
Interest
test.
4.
Knowledge
test.
5.
Projective
test.
6.
Personality
test.
7.
Judgments
test.
8.
Dexterity
test.
Aptitude
test:
Such
tests are designed to measure the aptitude of candidates and their capacity to
learn the skills required on a particular job. Now-a-days these kinds of tests
are used to select the candidates for software industry in India.
Intelligence
test
It is aimed to test the mental capacity. It measures the
individual learning ability to grasp or understand instructions and also
ability to reason and make judgment. There are verbal and non-verbal
intelligence tests.
Interest
test
It helps in determining the preference of applicants for
occupations of different kinds.
Knowledge
test
It helps to measure the in depth of the knowledge and
proficiency in certain skills already achieved by the applicants such as,
·
Engineering
·
Accounting
etc.
Projective
test
Projective
test which uses the projective technique where by the applicants projects him
personality into force response about pictures shown to him which are
ambiguous.
Personality
test
It
determines character such as cooperativeness as against dominance or to judge
the emotional balance and temperamental ability of a person.
Judgment
test
It
evaluates the ability to apply knowledge judiciously in solving a problem.
Dexterity
test
It
is used to discover the ability to use the different parts of body in a
coordinated manner. It is useful in identifying accident prome for certain
manufacturing jobs.
3.10
Interview
Interview
is the face-to-face encounter with the purpose, it employs conversation. It
means conversation between the interviewer and interviewee to assess the
potentiality of the latter by,
·
gestures,
·
Facial
expression and
·
Communication
skills.
3.11
Types of interview
1.
Patterned
or guided interview
2.
Direct
interview
3.
Indirect
interview
4.
Stress
interview
5.
Group
interview
6.
Board
interview
7.
Exit
interview
1.
Patterned or guided interview
In this interview a series of
question in relation with applicant’s background are standardized in advance.
This interview is generally based on the question set in advance along with
their answers.
The main purpose of this interview is
face finding. It measures,
·
personality,
·
motivation,
and
·
interest.
2.
Direct interview
The
Direct interview is a straight forward, face to face questions and answers
situation. Questions are based on job duties and others facts including
employees background information. It measures job knowledge and also provides
opportunities to observe,
·
personal
characteristics,
·
abilities
and
·
motivation.
3.
Indirect interview
This type of interview is largely unplanned and the
interviewee is allowed to take about himself in detailed. The objective of the
type of interview is to find out the feelings, desire, and problems of the
candidates.
4.
Stress interview
The purpose of this type of interview is to
put strain purposely on the candidate. It access the emotional strain of the candidate
for such job where resistance to stress is important.
5.
Group interview
Under this method a problem for
discussion is given to a group of candidates. No leader is nominated the
interviewer sit in the background and watches the process.
He observes if any one among them could
assume leadership and the process by which leadership is excessive and how it
is accepted by the other members of the group.
Group interview is
conducted in situation where leadership ability is the important factor.
6. Board interview
In this type of interview candidates are
screened by a group of interviewers who are specialist in their respective
fields.
They call upon the
candidates one by one assess his qualities. The main drawback of this system is
that the interviewee is frustrated by the rapid firing questions by several
interviewees.
7. Exit
interview
This type of interview is generally
conducted at the time when an employee is leaving the organization. The main
purpose of organizing such as interview is to know the feeling of the outgoing
employees about his job, Interaction with each other, environment etc.
3.12
Checking of References
The reference check as yet another step in the selection
process used for the purpose of verifying information and also obtaining
additional feedback on an application.
The candidate is asked to supply
two-three names of persons i.e., referees who know him/her personally. Previous
employers, University professors, neighbors and friends can act as references.
However, references are treated as a mere formality and are hard used to
influences selection decisions. The obvious reasons are:
I. References are normally those who
speak well about the candidate.
II. Referee may give favorable opinion
about the candidate to get rid of them.
III. Sometimes referee either does not know
much about the candidate or does not want to divulge the truth about the
candidate because it might adversely affect the selection or promotion of the
concerned candidate.
3.13
Final Selection
The
last step in the selection process is the final selection of the candidate for
a job. The candidates who have cleared all the above hurdles are finally
selected and a letter of job offer is issued to them.
The job offer i.e., appointment letter
contains the details like pay-scale, allowances and other terms and conditions
of the job.
It
also contains when and whom he should report for joining the duty. When he/she
reports for joining, he/she needs to be placed in a particular section or
division and introduced to the job and organization. This is done through
Placement and Induction.