Recruitment & Selection Process

at
Infosys & LearningMate
(SUMMER TRAININ REP!RT SU"MITTE# T!$AR#S
PARTIAL %UL%ILLMENT !% P!ST RA#UATE #IPL!MA IN
MANAEMENT&
(A''ro(e) *y AI+TE, o(t- of In)ia&
A+A#EMI+ SESSI!N
..../....

Un)er t0e gui)ance of1 Su*mitte) "y1
+!LLEE A##RESS
RECRUITMENT AND SELECTION 1
College
Logo
+ERTI%I+ATE %R!M T2E %A+ULT3 UI#E
This is to certify that the project wor e!title" Recruitment an) Selection Process# is a
$o!afi"e wor carrie" o%t $y Ms&'OUR NAME# a ca!"i"ate for the M(A )*++,-*+1+. of
COLLE/E NAME# appro0e" $y AICTE %!"er 1y g%i"a!ce a!" "irectio!&
Signature of the Guide
YOUR SUPERVISOR NAME
RECRUITMENT AND SELECTION *
A+4N!$LE#EMENT
2Acknowledgement is an art, one can write glib stanzas without meaning a word, on the other
hand one can make a simple expression of gratitude3
I tae the opport%!ity to e4press 1y gratit%"e to all of the1 who i! so1e or other way
helpe" 1e to acco1plish this challe!gi!g project i! +om'any Name, Location- No a1o%!t of
writte! e4pressio! is s%fficie!t to show 1y "eepest se!se of gratit%"e to the1&
I a1 e4tre1ely tha!f%l a!" pay 1y gratit%"e to o%r /UIDANCE NAME a!" 1y
fac%lty g%i"e /UIDANCE NAME COLLE/E NAME for their 0al%a$le g%i"a!ce a!"
s%pport o! co1pletio! of this project i! its prese!tly&
I a1 0ery tha!f%l NAME )Mareti!g Ma!ager. for their e0erlasti!g s%pport a!"
g%i"a!ce o! the gro%!" of which I ha0e ac5%ire" a !ew fiel" of !owle"ge&
A special appreciati0e 2Tha! yo%3 i! accor"e" to all staff of +om'any Name, Location for
their positi0e s%pport&
I also ac!owle"ge with a "eep se!se of re0ere!ce# 1y gratit%"e towar"s 1y pare!ts
a!" 1e1$er of 1y fa1ily# who has always s%pporte" 1e 1orally as well as
eco!o1ically&
At last $%t !ot least gratit%"e goes to all of 1y frie!"s who "irectly or i!"irectly
helpe" 1e to co1plete this project report&
RECRUITMENT AND SELECTION 6
Ta*le of +ontents
1& INTRODUCTION&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&6
*& RECRUITMENT&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&7
*&1 Mea!i!g&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&7
1&1 Nee" for recr%it1e!t&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&8
*&1 Recr%it1e!t 9rocess&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&:
6&1 E0al%atio! of Recr%it1e!t 9rocess&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&;
7&1 So%rces of Recr%it1e!t&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&1+
8&1 :+-Seco!" /%i"e to <iri!g the Right 9eople&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&18
6& SELECTION&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&1:
6&1 SELECTION 9ROCESS&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&1=
6&* >o%r Approaches to Selectio!?&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&*=
6&6 9RO(LEMS IN E>>ECTI@E SELECTION? -&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&*,
7& Differe!ce $etwee! Recr%it1e!t a!" Selectio!&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&*;
8&1 Aor at I!fosys?&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&61
8&* So%rces of Ma! 9ower S%pply?&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&66
8&6 T<E SELECTION 9ROCESS O> IN>OS'S?&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&6=
8&7 Approach to Selectio!?&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&7+
:& Recr%it1e!t a!" Selectio! 9roce"%re at Lear!i!gMate&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&71
:&1 A$o%t Lear!i!g Mate&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&71
:&* SOURCES ON MAN 9OAER SU99L'&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&7*
:&6 T<E SELECTION 9ROCESS O> LEARNIN/MATE?&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&7:
CONCLUSION&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&7,
RE>ERENCES?&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&7;
RECRUITMENT AND SELECTION 7
E5E+UTI6E SUMMAR3
To"ay# i! e0ery orga!isatio! perso!!el pla!!i!g as a! acti0ity is !ecessary& It is a! i1porta!t
part of a! orga!isatio!& <%1a! Reso%rce 9la!!i!g is a 0ital i!gre"ie!t for the s%ccess of the
orga!isatio! i! the lo!g r%!& There are certai! ways that are to $e followe" $y e0ery
orga!isatio!# which e!s%res that it has right !%1$er a!" i!" of people# at the right place a!"
right ti1e# so that orga!isatio! ca! achie0e its pla!!e" o$jecti0e&
The o$jecti0es of <%1a! Reso%rce Depart1e!t are <%1a! Reso%rce 9la!!i!g# Recr%it1e!t
a!" Selectio!# Trai!i!g a!" De0elop1e!t# Career pla!!i!g# Tra!sfer a!" 9ro1otio!# Ris
Ma!age1e!t# 9erfor1a!ce Appraisal a!" so o!& Each o$jecti0e !ee"s special atte!tio! a!"
proper pla!!i!g a!" i1ple1e!tatio!&
>or e0ery orga!isatio! it is i1porta!t to ha0e a right perso! o! a right jo$& Recr%it1e!t a!"
Selectio! plays a 0ital role i! this sit%atio!& Shortage of sills a!" the %se of !ew tech!ology are
p%tti!g co!si"era$le press%re o! how e1ployers go a$o%t Recr%iti!g a!" Selecti!g staff& It is
reco11e!"e" to carry o%t a strategic a!alysis of Recr%it1e!t a!" Selectio! proce"%re&
Aith refere!ce to this co!te4t# this project is $ee! prepare" to p%t a light o! Recr%it1e!t
a!" Selectio! process& This project i!cl%"es Mea!i!g a!" Defi!itio! of Recr%it1e!t a!"
Selectio!# Nee" a!" 9%rpose of Recr%it1e!t# E0al%atio! of Recr%it1e!t 9rocess# Recr%it1e!t
Tips& So%rces of Recr%it1e!t thro%gh which a! Orga!isatio! gets s%ita$le applicatio!& Scie!tific
Recr%it1e!t a!" Selectio!# which a! Orga!isatio! sho%l" follow for# right 1a!power& Bo$
A!alysis# which gi0es a! i"ea a$o%t the re5%ire1e!t of the jo$& Ne4t is Selectio! process# which
i!cl%"es steps of Selectio!# Types of Test# Types of I!ter0iew# Co11o! I!ter0iew 9ro$le1s a!"
their Sol%tio!s& Approaches to Selectio!# Scie!tific Selectio! 9olicy# Selectio! i! I!"ia a!"
pro$le1s&
Recr%it1e!t a!" Selectio! are si1%lta!eo%s process a!" are i!co1plete witho%t each
other& They are i1porta!t co1po!e!ts of the orga!isatio! a!" are "iffere!t fro1 each other&
Si!ce all the aspect !ee"s practical e4a1ple a!" e4pla!atio! this project i!cl%"es Recr%it1e!t
a!" selectio! 9rocess of I!fosys& A!" a practical case st%"y& It also co!tai!s a""resses of 0ario%s
a!" top place1e!t co!s%lta!ts a!" the pricelist of a"0ertise1e!ts i! the 1agaCi!e&
RECRUITMENT AND SELECTION 8
7- INTR!#U+TI!N
Recr%it1e!t a!" selectio! are two of the 1ost i1porta!t f%!ctio!s of perso!!el 1a!age1e!t&
Recr%it1e!t prece"es selectio! a!" helps i! selecti!g a right ca!"i"ate&
Recr%it1e!t is a process to "isco0er the so%rces of 1a!power to 1eet the re5%ire1e!t of the
staffi!g sche"%le a!" to e1ploy effecti0e 1eas%res for attracti!g that 1a!power i! a"e5%ate
!%1$ers to facilitate effecti0e selectio! of efficie!t perso!!el&
Staffi!g is o!e $asic f%!ctio! of 1a!age1e!t& All 1a!agers ha0e respo!si$ility of
staffi!g f%!ctio! $y selecti!g the chief e4ec%ti0e a!" e0e! the fore1e! a!" s%per0isors ha0e a
staffi!g respo!si$ility whe! they select the ra! a!" file worers& <owe0er# the perso!!el
1a!ager a!" his perso!!el "epart1e!t is 1ai!ly co!cer!e" with the staffi!g f%!ctio!&
E0ery orga!isatio! !ee"s to loo after recr%it1e!t a!" selectio! i! the i!itial perio" a!"
thereafter as a!" whe! a""itio!al 1a!power is re5%ire" "%e to e4pa!sio! a!" "e0elop1e!t of
$%si!ess acti0ities&
DRight perso! for the right jo$E is the $asic pri!ciple i! recr%it1e!t a!" selectio!& E0er
orga!isatio! sho%l" gi0e atte!tio! to the selectio! of its 1a!power# especially its 1a!agers& The
operati0e 1a!power is e5%ally i1porta!t a!" esse!tial for the or"erly wori!g of a! e!terprise&
E0ery $%si!ess orga!isatio!F%!it !ee"s 1a!power for carryi!g "iffere!t $%si!ess acti0ities
s1oothly a!" efficie!tly a!" for this recr%it1e!t a!" selectio! of s%ita$le ca!"i"ates are
esse!tial& <%1a! reso%rce 1a!age1e!t i! a! orga!isatio! will !ot $e possi$le if %!s%ita$le
perso!s are selecte" a!" e1ploy1e!t i! a $%si!ess %!it&
RECRUITMENT AND SELECTION :
8- RE+RUITMENT
8-7Meaning
Recr%it1e!t 1ea!s to esti1ate the a0aila$le 0aca!cies a!" to 1ae s%ita$le arra!ge1e!ts for
their selectio! a!" appoi!t1e!t& Recr%it1e!t is %!"erstoo" as the process of searchi!g for a!"
o$tai!i!g applica!ts for the jo$s# fro1 a1o!g who1 the right people ca! $e selecte"&
A for1al "efi!itio! states# 2It is the process of fi!"i!g a!" attracti!g capa$le applica!ts
for the e1ploy1e!t& The process $egi!s whe! !ew recr%its are so%ght a!" e!"s whe! their
applica!ts are s%$1itte"& The res%lt is a pool of applica!ts fro1 which !ew e1ployees are
selecte"3& I! this# the a0aila$le 0aca!cies are gi0e! wi"e p%$licity a!" s%ita$le ca!"i"ates are
e!co%rage" to s%$1it applicatio!s so as to ha0e a pool of eligi$le ca!"i"ates for scie!tific
selectio!&
I! recr%it1e!t# i!for1atio! is collecte" fro1 i!tereste" ca!"i"ates& >or this "iffere!t so%rce
s%ch as !ewspaper a"0ertise1e!t# e1ploy1e!t e4cha!ges# i!ter!al pro1otio!# etc&are %se"&
I! the recr%it1e!t# a pool of eligi$le a!" i!tereste" ca!"i"ates is create" for selectio! of 1ost
s%ita$le ca!"i"ates& Recr%it1e!t represe!ts the first co!tact that a co1pa!y 1aes with
pote!tial e1ployees
Definition:
Accor"i!g to EDAIN >LI99O#3Recr%it1e!t is the process of searchi!g for prospecti0e
e1ployees a!" sti1%lati!g the1 to apply for jo$s i! the orga!iCatio!&3
RECRUITMENT AND SELECTION =
7-7Nee) for recruitment
The !ee" for recr%it1e!t 1ay $e "%e to the followi!g reaso!s F sit%atio!?
@aca!cies "%e to pro1otio!s# tra!sfer# retire1e!t# ter1i!atio!# per1a!e!t "isa$ility# "eath a!"
la$o%r t%r!o0er&
Creatio! of !ew 0aca!cies "%e to the growth# e4pa!sio! a!" "i0ersificatio! of $%si!ess
acti0ities of a! e!terprise& I! a""itio!# !ew 0aca!cies are possi$le "%e to jo$ specificatio!&
Pur'ose an) im'ortance of Recruitment1
Deter1i!e the prese!t a!" f%t%re re5%ire1e!ts of the orga!iCatio! o! co!j%!ctio! with
its perso!!el-pla!!i!g a!" jo$ a!alysis acti0ities&
I!crease the pool of jo$ ca!"i"ates at 1i!i1%1 cost&
<elp i!crease the s%ccess rate of the selectio! process $y re"%ci!g the !%1$er of 0isi$ly
%!"er 5%alifie" or o0er5%alifie" jo$ applica!ts&
<elp re"%ce the pro$a$ility that jo$ applica!ts# o!ce recr%ite" a!" selecte"# will lea0e
the orga!iCatio! o!ly after a short perio" of ti1e&
Meet the orga!iCatio!Es legal a!" social o$ligatio!s regar"i!g the co1positio! of its
wor force&
(egi! i"e!tifyi!g a!" prepari!g pote!tial jo$ applica!ts who will $e appropriate
ca!"i"ates&
I!crease orga!iCatio!al a!" i!"i0i"%al effecti0e!ess i! the short ter1 a!" lo!g ter1&
E0al%ate the effecti0e!ess of 0ario%s recr%iti!g tech!i5%es a!" so%rces for all types of
jo$ applica!ts&
Recr%it1e!t is a positi0e f%!ctio! i! which p%$licity is gi0e! to the jo$s a0aila$le i! the
orga!iCatio! a!" i!tereste" ca!"i"ates are e!co%rage" to s%$1it applicatio!s for the
p%rpose of selectio!&
Recr%it1e!t represe!ts the first co!tact that a co1pa!y 1aes with pote!tial e1ployees& It is
thro%gh recr%it1e!t that 1a!y i!"i0i"%als will co1e to !ow a co1pa!y# a!" e0e!t%ally
"eci"e" whether they wish to wor for it& A well-pla!!e" a!" well-1a!age" recr%iti!g effort
will res%lt i! high 5%ality applica!ts# whereas# a haphaCar" a!" piece1eal efforts will res%lt i!
1e"iocre o!es&
RECRUITMENT AND SELECTION ,
8-7 Recruitment Process
Recr%it1e!t refers to the process of i"e!tifyi!g a!" attracti!g jo$ seeers so as to $%il" a pool
of 5%alifie" jo$ applica!ts& The process co1prises fi0e i!terrelate" stages# 0iC#
9la!!i!g&
Strategy "e0elop1e!t&
Searchi!g&
Scree!i!g&
E0al%atio! a!" co!trol&
The i"eal recr%it1e!t progra11e is the o!e that attracts a relati0ely larger !%1$er of 5%alifie"
applica!ts who will s%r0i0e the scree!i!g process a!" accept positio!s with the orga!isatio!#
whe! offere"& Recr%it1e!t progra11es ca! 1iss the i"eal i! 1a!y ways i&e& $y faili!g to attract
a! a"e5%ate applica!t pool# $y %!"erFo0er selli!g the orga!isatio! or $y i!a"e5%ate scree!i!g
applica!ts $efore they e!ter the selectio! process& Th%s# to approach the i"eal# i!"i0i"%als
respo!si$le for the recr%it1e!t process 1%st !ow how 1a!y a!" what types of e1ployees are
!ee"e"# where a!" how to loo for the i!"i0i"%als with the appropriate 5%alificatio!s a!"
i!terests# what i!"%ce1e!t to %se for 0ario%s types of applica!ts gro%ps# how to "isti!g%ish
applica!ts who are 5%alifie" fro1 those who ha0e a reaso!a$le cha!ce of s%ccess a!" how to
e0al%ate their wor&

STAGE 1: RECRUITMENT PANNING:
The first stage i! the recr%it1e!t process is pla!!i!g& 9la!!i!g i!0ol0es the tra!slatio!
of liely jo$ 0aca!cies a!" i!for1atio! a$o%t the !at%re of these jo$s i!to set of o$jecti0es or
targets that specify the )1. N%1$ers a!" )*. Types of applica!ts to $e co!tacte"&
Num*ers of contact1
Orga!iCatio!# !early always# pla! to attract 1ore applica!ts tha! they will hire& So1e of those
co!tacte" will $e %!i!tereste"# %!5%alifie" or $oth& Each ti1e a recr%it1e!t 9rogra11e is
co!te1plate"# o!e tas is to esti1ate the !%1$er of applica!ts !ecessary to fill all 0aca!cies
with the 5%alifie" people&
T!"e# of $onta$t#:
It is $asically co!cer!e" with the types of people to $e i!for1e" a$o%t jo$ ope!i!gs& The type
of people "epe!"s o! the tass a!" respo!si$ilities i!0ol0e" a!" the 5%alificatio!s a!"
e4perie!ce e4pecte"& These "etails are a0aila$le thro%gh jo$ "escriptio! a!" jo$ specificatio!&
RECRUITMENT AND SELECTION ;
STAGE %: STRATEGY DEVEOPMENT:
Ahe! it is esti1ate" that what types of recr%it1e!t a!" how 1a!y are re5%ire" the! o!e has
co!ce!trate i! )1.& Mae or (%y e1ployees& )*.& Tech!ological sophisticatio! of recr%it1e!t a!"
selectio! "e0ices& )6.& /eographical "istri$%tio! of la$o%r 1arets co1prisi!g jo$ seeers& )7.&
So%rces of recr%it1e!t& )8.& Se5%e!ci!g the acti0ities i! the recr%it1e!t process&
9Ma:e; or 9"uy;1
Orga!isatio! 1%st "eci"e whether to hire le sille" e1ployees a!" i!0est o! trai!i!g a!"
e"%catio! progra11es# or they ca! hire sille" la$o%r a!" professio!al& Esse!tially# this is the
D1aeE or D$%yE "ecisio!& Orga!iCatio!s# which hire sille" a!" professio!als shall ha0e to pay
1ore for these e1ployees&
Tec0nological So'0istication1
The seco!" "ecisio! i! strategy "e0elop1e!t relates to the 1etho"s %se" i! recr%it1e!t a!"
selectio!& This "ecisio! is 1ai!ly i!fl%e!ce" $y the a0aila$le tech!ology& The a"0e!t of
co1p%ters has 1a"e it possi$le for e1ployers to sca! !atio!al a!" i!ter!atio!al applica!t
5%alificatio!& Altho%gh i1perso!al# co1p%ters ha0e gi0e! e1ployers a!" o$ seeers a wi"er
scope of optio!s i! the i!itial scree!i!g stage&
$0ere to loo:1
I! or"er to re"%ce the costs# orga!isatio!s loo i! to la$o%r 1arets 1ost liely to offer the
re5%ire" jo$ seeers& /e!erally# co1pa!ies loo i! to the !atio!al 1aret for 1a!agerial a!"
professio!al e1ployees# regio!al or local 1arets for tech!ical e1ployees a!" local 1arets for
the clerical a!" $l%e-collar e1ployees&
Ahe! to loo?
A! effecti0e recr%iti!g strategy 1%st "eter1i!e whe! to loo-"eci"e o! the ti1i!gs of e0e!ts
$esi"es !owi!g where a!" how to loo for jo$ applica!ts&
STAGE &: SEARC'NG?
O!ce a recr%it1e!t pla! a!" strategy are wore" o%t# the search process ca! $egi!& Search
i!0ol0es two steps
A.& So%rce acti0atio! a!"
(.& Selli!g&
RECRUITMENT AND SELECTION 1+
A&- Source Acti(ation1
Typically# so%rces a!" search 1etho"s are acti0ate" $y the iss%a!ce of a! e1ployee
re5%isitio!& This 1ea!s that !o act%al recr%iti!g taes place %!til lo!e 1a!agers ha0e 0erifie"
that 0aca!cy "oes e4ist or will e4ist&
If the orga!isatio! has pla!!e" well a!" "o!e a goo" jo$ of "e0elopi!g its so%rces a!"
search 1etho"s# acti0atio! soo! res%lts i! a floo" of applicatio!s a!"For res%1es&
The applicatio! recei0e" 1%st $e scree!e"& Those who pass ha0e to $e co!tacte" a!"
i!0ite" for i!ter0iew& U!s%ccessf%l applica!ts 1%st $e se!t letter of regret&
"&- Selling1
A seco!" iss%e to $e a""resse" i! the searchi!g process co!cer!s co11%!icatio!s&
<ere# orga!isatio! wals tightrope& O! o!e ha!"# they wa!t to "o whate0er they ca! to attract
"esira$le applica!ts& O! the other ha!"# they 1%st resist the te1ptatio! of o0erselli!g their
0irt%es&
I! selli!g the orga!isatio!# $oth the 1essage a!" the 1e"ia "eser0e atte!tio!& Message
refers to the e1ploy1e!t a"0ertise1e!t& Aith regar"s to 1e"ia# it 1ay $e state" that
effecti0e!ess of a!y recr%iti!g 1essage "epe!"s o! the 1e"ia& Me"ia are se0eral-so1e ha0e
low cre"i$ility# while others e!joy high cre"i$ility& Selectio! of 1e"i%1 or 1e"ia !ee"s to $e
"o!e with a lot of care&
STEP (: SCREENING:
Scree!i!g of applica!ts ca! $e regar"e" as a! i!tegral part of the recr%iti!g process# tho%gh
1a!y 0iew it as the first step i! the selectio! process& E0e! the "efi!itio! o! recr%it1e!t# we
5%ote" i! the $egi!!i!g of this chapter# e4cl%"es scree!i!g fro1 its scope& <owe0er# we ha0e
i!cl%"e" scree!i!g i! recr%it1e!t for 0ali" reaso!s& The selectio! process will $egi! after the
applicatio!s ha0e $ee! scr%ti!iCe" a!" short-liste"& <iri!g of professors i! a %!i0ersity is a
typical sit%atio!& Applicatio! recei0e" i! respo!se to a"0ertise1e!ts is scree!e" a!" o!ly
eligi$le applica!ts are calle" for a! i!ter0iew& A selectio! co11ittee co1prisi!g the @ice-
cha!cellor# Registrar a!" s%$ject e4perts co!"%cts i!ter0iew& <ere# the recr%it1e!t process
e4te!"s %p to scree!i!g the applicatio!s& The selectio! process co11e!ces o!ly later&
Pur'ose of screening
The p%rpose of scree!i!g is to re1o0e fro1 the recr%it1e!t process# at a! early stage# those
applica!ts who are 0isi$ly %!5%alifie" for the jo$& Effecti0e scree!i!g ca! sa0e a great "eal of
ti1e a!" 1o!ey& Care 1%st $e e4ercise"# howe0er# to ass%re that pote!tially goo" e1ployees
are !ot rejecte" witho%t j%stificatio!&
I! scree!i!g# clear jo$ specificatio!s are i!0al%a$le& It is $oth goo" practice a!" a legal
!ecessity that applica!tEs 5%alificatio! is j%"ge" o! the $asis of their !owle"ge# sills# a$ilities
a!" i!terest re5%ire" to "o the jo$&
RECRUITMENT AND SELECTION 11
The tech!i5%es %se" to scree! applica!ts 0ary "epe!"i!g o! the ca!"i"ate so%rces a!" recr%iti!g
1etho"s %se"& I!ter0iew a!" applicatio! $la!s 1ay $e %se" to scree! wal-i!s& Ca1p%s
recr%iters a!" age!cy represe!tati0es %se i!ter0iews a!" res%1es& Refere!ce checs are also
%sef%l i! scree!i!g&
STAGE ): EVAUATION AND CONTRO:
E0al%atio! a!" co!trol is !ecessary as co!si"era$le costs are i!c%rre" i! the recr%it1e!t
process& The costs ge!erally i!c%rre" are? -
Salaries for recr%iters&
Ma!age1e!t a!" professio!al ti1e spe!t o! prepari!g jo$ "escriptio!# jo$
specificatio!s# a"0ertise1e!ts# age!cy liaiso! a!" so forth&
The cost of a"0ertise1e!ts or other recr%it1e!t 1etho"s# that is# age!cy fees&
Recr%it1e!t o0erhea"s a!" a"1i!istrati0e e4pe!ses&
Costs of o0erti1e a!" o%tso%rci!g while the 0aca!cies re1ai! %!fille"&
Cost of recr%iti!g %!s%ita$le ca!"i"ates for the selectio! process&
<-7 E(aluation of Recruitment Process
The recr%it1e!t has the o$jecti0e of searchi!g for a!" o$tai!i!g applicatio!s for jo$ seeers i!
s%fficie!t !%1$er a!" 5%ality& Geepi!g this o$jecti0e i! the 1i!"# the e0al%atio! 1ight i!cl%"e?
Ret%r! rate of applicatio! se!t o%t&
N%1$er of s%ita$le ca!"i"ates for selectio!&
Rete!tio! a!" perfor1a!ce of the ca!"i"ates selecte"&
Cost of the recr%it1e!t process
Ti1e lapse" "ata
Co11e!ts o! i1age projecte"&
RECRUITMENT AND SELECTION 1*
=-7 Sources of Recruitment
SOURCES O* MANAGERIA RECRUITMENT
INTERNAL S!UR+ES E5TERNAL S!UR+ES
1. 9ro1otio! 1. Ca1p%s recr%it1e!t
*. Tra!sfers *. 9ress a"0ertise1e!t
6. I!ter!al !otificatio! 6. Ma!age1e!t co!s%lta!cy ser0ice
)A"0ertise1e!t.
H pri0ate e1ploy1e!t e4cha!ges
7. Retire1e!t 7. Dep%tatio! of perso!!el or
tra!sfer fro1 o!e e!terprise to
a!other
8. Recall 8. Ma!age1e!t trai!i!g sche1es
:. >or1er e1ployees :. Aal-i!s# write-i!s# tal-i!s
=. Miscella!eo%s e4ter!al so%rces
The so%rces of recr%it1e!t ca! $e $roa"ly categoriCe" i!to i!ter!al a!" e4ter!al so%rces-
Internal Recruitment > I!ter!al recr%it1e!t sees applica!ts for positio!s fro1 withi! the
co1pa!y& The 0ario%s i!ter!al so%rces i!cl%"e:
Pro+otion# and Tran#fer# ,
9ro1otio! is a! effecti0e 1ea!s %si!g jo$ posti!g a!" perso!!el recor"s& Bo$ posti!g
re5%ires !otifyi!g 0aca!t positio!s $y posti!g !otices# circ%lati!g p%$licatio!s or a!!o%!ci!g at
staff 1eeti!gs a!" i!0iti!g e1ployees to apply& 9erso!!el recor"s help "isco0er e1ployees who
are "oi!g jo$s $elow their e"%catio!al 5%alificatio!s or sill le0els& 9ro1otio!s has 1a!y
a"0a!tages lie it is goo" p%$lic relatio!s# $%il"s 1orale# e!co%rages co1pete!t i!"i0i"%als
who are a1$itio%s# i1pro0es the pro$a$ility of goo" selectio! si!ce i!for1atio! o! the
i!"i0i"%alEs perfor1a!ce is rea"ily a0aila$le# is cheaper tha! goi!g o%tsi"e to recr%it# those
chose! i!ter!ally are fa1iliar with the orga!iCatio! th%s re"%ci!g the orie!tatio! ti1e a!"
e!ergy a!" also acts as a trai!i!g "e0ice for "e0elopi!g 1i""le-le0el a!" top-le0el 1a!agers&
<owe0er# pro1otio!s restrict the fiel" of selectio! pre0e!ti!g fresh $loo" H i"eas fro1 e!teri!g
the orga!iCatio!& It also lea"s to i!$ree"i!g i! the orga!iCatio!& Tra!sfers are also i1porta!t i!
pro0i"i!g e1ployees with a $roa"-$ase" 0iew of the orga!iCatio!# !ecessary for f%t%re
pro1otio!s&
RECRUITMENT AND SELECTION 16
E+"-o!ee referra-#.
E1ployees ca! "e0elop goo" prospects for their fa1ilies a!" frie!"s $y ac5%ai!ti!g
the1 with the a"0a!tages of a jo$ with the co1pa!y# f%r!ishi!g the1 with i!tro"%ctio! a!"
e!co%ragi!g the1 to apply& This is a 0ery effecti0e 1ea!s as 1a!y 5%alifie" people ca! $e
reache" at a 0ery low cost to the co1pa!y& The other a"0a!tages are that the e1ployees wo%l"
$ri!g o!ly those referrals that they feel wo%l" $e a$le to fit i! the orga!iCatio! $ase" o! their
ow! e4perie!ce& The orga!iCatio! ca! $e ass%re" of the relia$ility a!" the character of the
referrals& I! this way# the orga!iCatio! ca! also f%lfill social o$ligatio!s a!" create goo"will&
*or+er E+"-o!ee#.
These i!cl%"e retire" e1ployees who are willi!g to wor o! a part-ti1e $asis# i!"i0i"%als
who left wor a!" are willi!g to co1e $ac for higher co1pe!satio!s& E0e! retre!che"
e1ployees are tae! %p o!ce agai!& The a"0a!tage here is that the people are alrea"y !ow! to
the orga!iCatio! a!" there is !o !ee" to fi!" o%t their past perfor1a!ce a!" character& Also#
there is !o !ee" of a! orie!tatio! progra11e for the1# si!ce they are fa1iliar with the
orga!iCatio!&
De"endent# of de$ea#ed e+"-o!ee#.
Us%ally# $a!s follow this policy& If a! e1ployee "ies# his F her spo%se or so! or
"a%ghter is recr%ite" i! their place& This is %s%ally a! effecti0e way to f%lfill social o$ligatio!
a!" create goo"will&
Re$a--#: .
Ahe! 1a!age1e!t faces a pro$le1# which ca! $e sol0e" o!ly $y a 1a!ager who has procee"e"
o! lo!g lea0e# it 1ay "e "eci"e" to recall that perso!s after the pro$le1 is sol0e"# his lea0e 1ay
$e e4te!"e"&
Retire+ent#: .
At ti1es# 1a!age1e!t 1ay !ot fi!" s%ita$le ca!"i"ates i! place of the o!e who ha" retire"#
after 1eritorio%s ser0ice& U!"er the circ%1sta!ces# 1a!age1e!t 1ay "eci"e to call retire"
1a!agers with !ew e4te!sio!&
Interna- notifi$ation /ad0erti#e+ent1: .
So1eti1es# 1a!age1e!t iss%es a! i!ter!al !otificatio! for the $e!efit of e4isti!g e1ployees&
Most e1ployees !ow fro1 their ow! e4perie!ce a$o%t the re5%ire1e!t of the jo$ a!" what
sort of perso! the co1pa!y is looi!g for& Ofte! e1ployees ha0e frie!"s or ac5%ai!ta!ces who
1eet these re5%ire1e!ts& S%ita$le perso!s are appoi!te" at the 0aca!t posts&
RECRUITMENT AND SELECTION 17
(II& E.ternal Recruitment I E4ter!al recr%it1e!t sees applica!ts for positio!s fro1 so%rces
o%tsi"e the co1pa!y& They ha0e o%t!%1$ere" the i!ter!al 1etho"s& The 0ario%s e4ter!al
so%rces i!cl%"e:
Profe##iona- or Trade A##o$iation# :.
Ma!y associatio!s pro0i"e place1e!t ser0ice to its 1e1$ers& It co!sists of
co1pili!g jo$ seeerEs lists a!" pro0i"i!g access to 1e1$ers "%ri!g regio!al or !atio!al
co!0e!tio!s& Also# the p%$licatio!s of these associatio!s carry classifie" a"0ertise1e!ts fro1
e1ployers i!tereste" i! recr%iti!g their 1e1$ers& These are partic%larly %sef%l for attracti!g
highly e"%cate"# e4perie!ce" or sille" perso!!el& Also# the recr%iters ca! Cero o! i! specific
jo$ seeers# especially for har"-to-fill tech!ical posts&
Ad0erti#e+ent# :.
It is a pop%lar 1etho" of seei!g recr%its# as 1a!y recr%iters prefer a"0ertise1e!ts
$eca%se of their wi"e reach& Aa!t a"s "escri$e the jo$ $e!efits# i"e!tify the e1ployer a!" tell
those i!tereste" how to apply& Newspaper is the 1ost co11o! 1e"i%1 $%t for highly
specialiCe" recr%its# a"0ertise1e!ts 1ay $e place" i! professio!al or $%si!ess jo%r!als&
A"0ertise1e!ts 1%st co!tai! proper i!for1atio! lie the jo$ co!te!t# wori!g
co!"itio!s# locatio! of jo$# co1pe!satio! i!cl%"i!g fri!ge $e!efits# jo$ specificatio!s# growth
aspects# etc& The a"0ertise1e!t has to sell the i"ea that the co1pa!y a!" jo$ are perfect for the
ca!"i"ate& Recr%it1e!t a"0ertise1e!ts ca! also ser0e as corporate a"0ertise1e!ts to $%il"
co1pa!yE i1age& It also cost effecti0e&
E+"-o!+ent E2$hange#:.
E1ploy1e!t E4cha!ges ha0e $ee! set %p all o0er the co%!try i! "efere!ce to the
pro0isio! of the E1ploy1e!t E4cha!ges )Co1p%lsory Notificatio! of @aca!cies. Act# 1;8;&
The Act applies to all i!"%strial esta$lish1e!ts ha0i!g *8 worers or 1ore each& The Act
re5%ires all the i!"%strial esta$lish1e!ts to !otify the 0aca!cies $efore they are fille"& The 1ajor
f%!ctio!s of the e4cha!ges are to i!crease the pool of possi$le applica!ts a!" to "o the
preli1i!ary scree!i!g& Th%s# e1ploy1e!t e4cha!ges act as a li! $etwee! the e1ployers a!"
the prospecti0e e1ployees& These offices are partic%larly %sef%l to i! recr%iti!g $l%e-collar#
white collar a!" tech!ical worers&
Ca+"u# Re$ruit+ent#:.
Colleges# %!i0ersities# research la$oratories# sports fiel"s a!" i!stit%tes are
fertile gro%!" for recr%iters# partic%larly the i!stit%tes& Ca1p%s Recr%it1e!t is goi!g glo$al with
co1pa!ies lie <LL# Citi$a!# <CL-<9# ANJ /ri!"lays# LHT# Motorola a!" Relia!ce looi!g
for glo$al 1arets& So1e co1pa!ies recr%it a gi0e! !%1$er of ca!"i"ates fro1 these i!stit%tes
e0ery year& Ca1p%s recr%it1e!t is so 1%ch so%ght after that each collegeK %!i0ersity "epart1e!t
or i!stit%te will ha0e a place1e!t officer to ha!"le recr%it1e!t f%!ctio!s& <owe0er# it is ofte! a!
e4pe!si0e process# e0e! if recr%iti!g process pro"%ces jo$ offers a!" accepta!ces e0e!t%ally& A
1ajority lea0e the orga!iCatio! withi! the first fi0e years of their e1ploy1e!t& 'et# it is a 1ajor
so%rce of recr%it1e!t for prestigio%s co1pa!ies&
RECRUITMENT AND SELECTION 18
3a-4.in#5 3rite.in# and Ta-4.in#
The 1ost co11o! a!" least e4pe!si0e approach for ca!"i"ates is "irect
applicatio!s# i! which jo$ seeers s%$1it %!solicite" applicatio! letters or res%1es& Direct
applicatio!s ca! also pro0i"e a pool of pote!tial e1ployees to 1eet f%t%re !ee"s& >ro1
e1ployeesE 0iewpoi!t# wal-i!s are prefera$le as they are free fro1 the hassles associate" with
other 1etho"s of recr%it1e!t& Ahile "irect applicatio!s are partic%larly effecti0e i! filli!g e!try-
le0el a!" %!sille" 0aca!cies# so1e orga!iCatio!s co1pile pools of pote!tial e1ployees fro1
"irect applicatio!s for sille" positio!s& Arite-i!s are those who se!" writte! e!5%iries& These
jo$seeers are ase" to co1plete applicatio! for1s for f%rther processi!g& Tal-i!s i!0ol0es the
jo$ aspira!ts 1eeti!g the recr%iter )o! a! appropriate" "ate. for "etaile" tals& No applicatio! is
re5%ire" to $e s%$1itte" to the recr%iter&
Contra$tor#:.
They are %se" to recr%it cas%al worers& The !a1es of the worers are !ot e!tere" i! the
co1pa!y recor"s a!"# to this e4te!tK "iffic%lties e4perie!ce" i! 1ai!tai!i!g per1a!e!t worers
are a0oi"e"&
Con#u-tant#:.
They are i! the professio! for recr%iti!g a!" selecti!g 1a!agerial a!" e4ec%ti0e
perso!!el& They are %sef%l as they ha0e !atio!wi"e co!tacts a!" le!" professio!alis1 to the
hiri!g process& They also eep prospecti0e e1ployer a!" e1ployee a!o!y1o%s& <owe0er# the
cost ca! $e a "eterre!t factor&
'ead 'unter#:.
They are %sef%l i! specialiCe" a!" sille" ca!"i"ate wori!g i! a partic%lar
co1pa!y& A! age!t is se!t to represe!t the recr%iti!g co1pa!y a!" offer is 1a"e to the
ca!"i"ate& This is a %sef%l so%rce whe! $oth the co1pa!ies i!0ol0e" are i! the sa1e fiel"# a!"
the e1ployee is rel%cta!t to tae the offer si!ce he fears# that his co1pa!y is testi!g his loyalty&
Radio5 Te-e0i#ion and Internet:.
Ra"io a!" tele0isio! are %se" to reach certai! types of jo$ applica!ts s%ch as
sille" worers& Ra"io a!" tele0isio! are %se" $%t spari!gly# a!" that too# $y go0er!1e!t
"epart1e!ts o!ly& Co1pa!ies i! the pri0ate sector are hesita!t to %se the 1e"ia $eca%se of high
costs a!" also $eca%se they fear that s%ch a"0ertisi!g will 1ae the co1pa!ies loo "esperate
a!" "a1age their co!ser0ati0e i1age& <owe0er# there is !othi!g i!here!tly "esperate a$o%t
%si!g ra"io a!" tele0isio!& It "epe!"s %po! what is sai" a!" how it is "eli0ere"& I!ter!et is
$eco1i!g a pop%lar optio! for recr%it1e!t to"ay& There are specialiCe" sites lie !a%ri&co1&
Also# we$sites of co1pa!ies ha0e a separate sectio! wherei!K aspira!ts ca! s%$1it their
res%1es a!" applicatio!s& This pro0i"es a wi"er reach&
RECRUITMENT AND SELECTION 1:
Co+"etitor#:.
This 1etho" is pop%larly !ow! as 2poachi!g3 or 2rai"i!g3 which i!0ol0es
i"e!tifyi!g the right people i! ri0al co1pa!ies# offeri!g the1 $etter ter1s a!" l%ri!g the1
away& >or i!sta!ce# se0eral e4ec%ti0es of <MT left to joi! Tita! Aatch Co1pa!y& There are
legal a!" ethical iss%es i!0ol0e" i! rai"i!g ri0al fir1s for pote!tial ca!"i"ates& >ro1 the legal
poi!t of 0iew# a! e1ployee is e4pecte" to joi! a !ew orga!iCatio! o!ly after o$tai!i!g a D!o
o$jectio! certificateE fro1 hisF her prese!t e1ployer& @iolati!g this re5%ire1e!t shall $i!" the
e1ployee to pay a few 1o!thsE salary to hisF her prese!t e1ployer as a p%!ish1e!t& <owe0er#
there are 1a!y ethical iss%es attache" to it&
Merger# and A$6ui#ition#:.
Ahe! orga!iCatio!s co1$i!e# they ha0e a pool of e1ployees# o%t of who1 so1e
1ay !ot $e !ecessary a!y lo!ger& As a res%lt# the !ew orga!iCatio! has# i! effect# a pool of
5%alifie" jo$ applica!ts& As a res%lt# !ew jo$s 1ay $e create"& (oth !ew a!" ol" jo$s 1ay $e
rea"ily staffe" $y "rawi!g the $est-5%alifie" applica!ts fro1 this e1ployee pool& This 1etho"
facilitates the i11e"iate i1ple1e!tatio! of a! orga!iCatio!Es strategic pla!& It e!a$les a!
orga!iCatio! to p%rs%e a $%si!ess pla!# <owe0er# the !ee" to "isplace e1ployees a!" to
i!tegrate a large !%1$er of the1 rather 5%icly i!to a !ew orga!iCatio! 1ea!s that the
perso!!el-pla!!i!g a!" selectio! process $eco1es critical 1ore tha! e0er&
E0a-uation of E2terna- Re$ruit+ent:
E4ter!al so%rces of recr%it1e!t ha0e $oth 1erits a!" "e1erits&
The 1erits are-
The orga!iCatio! will ha0e the $e!efit of !ew sills# !ew tale!ts a!" !ew e4perie!ces# if
people are hire" fro1 e4ter!al so%rces&
The 1a!age1e!t will $e a$le to f%lfill reser0atio! re5%ire1e!ts i! fa0o%r of the
"isa"0a!tage" sectio!s of the society&
Scope for rese!t1e!t# heart$%r! a!" jealo%sy ca! $e a0oi"e" $y recr%iti!g fro1 o%tsi"e&
The "e1erits are-
(etter 1oti0atio! a!" i!crease" 1orale associate" with pro1oti!g ow! e1ployees re
lost to the orga!iCatio!&
E4ter!al recr%it1e!t is costly&
If recr%it1e!t a!" selectio! processes are !ot properly carrie" o%t# cha!ces of right
ca!"i"ates $ei!g rejecte" a!" wro!g applica!ts $ei!g selecte" occ%r&
<igh trai!i!g ti1e is associate" with e4ter!al recr%it1e!t&
;,L of orga!iCatio!al s%ccess "epe!"s %po! efficie!t e1ployee selectio!
RECRUITMENT AND SELECTION 1=
?-7 @A/Secon) ui)e to 2iring t0e Rig0t Peo'le
7:87 Define the Dutie#:
To fi!" pro1isi!g e1ployees# yo% 1%st first "eter1i!e what yo% wa!t the1 to "o& Caref%lly
co!si"er all "irect a!" associate" respo!si$ilities a!" i!corporate the1 i!to a writte! jo$
"escriptio!& (e caref%l with ge!eral titles s%ch as typist or sales cler# as they ha0e "iffere!t
1ea!i!gs to "iffere!t people&
7:(9 :and 3hat it Ta4e# to do The+:
>%lfilli!g these respo!si$ilities will re5%ire so1e le0el of sill a!" e4perie!ce# e0e! if it is a!
e!try-le0el positio!& (e reaso!a$le a$o%t yo%r e4pectatio!s& Setti!g the $ar too high 1ay li1it
yo%r a0aila$le tale!t poolK setti!g it too low riss a floo" of applicatio!s fro1 those %!5%alifie"
for the jo$&
7:&; Ma4e it 3orth their 3hi-e:
Liewise# yo% "o!Et wa!t to $e o0erly ge!ero%s or restricti0e a$o%t co1pe!satio!& State a!"
local cha1$ers of co11erce# e1ploy1e!t $%rea%s a!" professio!al associatio!s ca! help yo%
"eter1i!e appropriate wages a!" $e!efits& Sca!!i!g "escriptio!s of co1para$le jo$s i! the
classifie" a"s a!" other e1ploy1e!t p%$licatio!s will also pro0i"e cl%es a$o%t pre0aili!g wage
rates&
7:&< S"read the 3ord:
<ow yo% a"0ertise yo%r jo$ ope!i!g "epe!"s o! who yo% wa!t to attract& So1e positio!s are as
easy to pro1ote as posti!g a 2help wa!te"3 sig! i! yo%r store wi!"ow or placi!g a! a" i! yo%r
local !ewspaper& >or jo$s re5%iri!g 1ore specialiCe" sills# co!si"er targete" cha!!els s%ch as
tra"e 1agaCi!es# o!-li!e jo$ $a!s a!" e1ploy1e!t age!cies )tho%gh these 1ay re5%ire a fee.&
A!" "o!Et o0erloo so%rces s%ch as frie!"s# !eigh$ors# s%ppliers c%sto1ers a!" prese!t
e1ployees&
7:%) Ta-4 it O0er:
(eca%se yo% ha0e clearly "efi!e" the role a!" re5%ire1e!ts# yo% sho%l" ha0e little "iffic%lty
i"e!tifyi!g ca!"i"ates for i!ter0iews& Mae s%re yo% sche"%le the1 whe! yo% ha0e a1ple ti1e
to re0iew the res%1e# prepare yo%r 5%estio!s a!" gi0e the ca!"i"ate yo%r %!"i0i"e" atte!tio!&
After the i!ter0iew# jot "ow! a!y i1pressio!s or ey poi!ts while theyEre still fresh i! yo%r
1i!"& This will $e a 0al%a$le refere!ce whe! itEs ti1e to 1ae a "ecisio!&
7:1% *o--o=.u" on Inter0ie=#?
'o% wa!t to $elie0e yo%r ca!"i"ates are $ei!g ho!est# $%t !e0er ass%1e& Co!tact refere!ces to
1ae s%re yo%Ere getti!g the facts or to clear %p a!y %!certai!ties& 9rofessio!al $acgro%!"
RECRUITMENT AND SELECTION 1,
checs are a wise i!0est1e!t for highly se!siti0e positio!s# or those that i!0ol0e ha!"li!g
s%$sta!tial a1o%!ts of 1o!ey a!" 0al%a$les&
7:7& You>0e *ound The+? No= @ee" The+:
Now that yo%E0e hire" i"eal e1ployees# 1ae s%re they stay with yo% $y pro0i"i!g trai!i!g a!"
professio!al "e0elop1e!t opport%!ities& The s1all $%si!ess e4perts at SCORE ca! help yo%
craft h%1a! reso%rce policies a!" i!ce!ti0e pla!s that will e!s%re yo%r co1pa!y re1ai!s the
s1all $%si!ess e1ployer of choice&
<- SELE+TI!N
Selectio! is "efi!e" as the process of "iffere!tiati!g $etwee! applica!ts i! or"er to i"e!tify )a!"
hire. those with a greater lielihoo" of s%ccess i! a jo$&
Selectio! is $asically pici!g a! applica!t fro1 )a pool of applica!ts. who has the appropriate
5%alificatio! a!" co1pete!cy to "o the jo$&
The differen$e Aet=een re$ruit+ent and #e-e$tion:
Recr%it1e!t is i"e!tifyi!g ! e!co%ragi!g prospecti0e e1ployees to apply for a jo$ a!"
Selectio! is selecti!g the right ca!"i"ate fro1 the pool of applica!ts&
RECRUITMENT AND SELECTION 1;
<-7 SELE+TI!N PR!+ESS
Selectio! is alo!g process# co11e!ci!g fro1 the preli1i!ary i!ter0iew of the applica!ts a!"
e!"i!g with the co!tract of e1ploy1e!t&
The followi!g chart gi0es a! i"ea a$o%t selectio! process? -
RECRUITMENT AND SELECTION
E4ter!al E!0iro!1e!t
I!ter!al E!0iro!1e!t
9reli1i!ary I!ter0iew
Selectio! Tests
E1ploy1e!t I!ter0iew
Refere!ce a!" (acgro%!"
A!alysis
Selectio! Decisio!
9hysical E4a1i!atio!
Bo$ Offer
E1ploy1e!t Co!tract
E0al%atio!

























R
e
B
e
c
t
e
)

A
'
'
l
i
c
a
t
i
o
n
*+
En(ironment factor affecting selection1 /
Selectio! is i!fl%e!ce" $y se0eral factors& More pro1i!e!t a1o!g the1 are s%pply a!"
"e1a!" of specific sills i! the la$o%r 1aret# %!e1ploy1e!t rate# la$o%r- 1aret
co!"itio!s# legal a!" political co!si"eratio!s# co1pa!yEs i1age# co1pa!yEs policy#
h%1a! reso%rces pla!!i!g a!" cost of hiri!g& The last three co!stit%te the i!ter!al
e!0iro!1e!t a!" the re1ai!i!g for1 the e4ter!al e!0iro!1e!t of selectio! process&
STEP 1: . PREIMINARY INTERVIE3
The applica!ts recei0e" fro1 jo$ seeers wo%l" $e s%$ject to scr%ti!y so as to eli1i!ate
%!5%alifie" applica!ts& This is %s%ally followe" $y a preli1i!ary i!ter0iew the p%rpose of
which is 1ore or less the sa1e as scr%ti!y of applicatio!# that is# eli1i!ate of %!5%alifie"
applica!ts& Scr%ti!y e!a$les the <R specialists to eli1i!ate %!5%alifie" jo$seeers $ase"
o! the i!for1atio! s%pplie" i! their applicatio! for1s& 9reli1i!ary i!ter0iew# o! the other
ha!"# helps reject 1isfits for reaso!# which "i" !ot appear i! the applicatio! for1s&
(esi"es# preli1i!ary i!ter0iew# ofte! calle" Dco%rtesy i!ter0iewE# is a goo" p%$lic relatio!
e4ercise&
STEP %: . SEECTION TEST
Bo$ seeers who pass the scree!i!g a!" the preli1i!ary i!ter0iew are calle" for tests&
Differe!t types of tests 1ay $e a"1i!istere"# "epe!"i!g o! the jo$ a!" the co1pa!y&
/e!erally# tests are %se" to "eter1i!e the applica!tEs a$ility# aptit%"e a!" perso!ality&
The followi!g are the type of tests tae!?
11B AAi-it! te#t#: .
Assist i! "eter1i!i!g how well a! i!"i0i"%al ca! perfor1 tass relate" to the jo$& A!
e4celle!t ill%stratio! of this is the typi!g tests gi0e! to a prospecti0e e1ployer for
secretarial jo$& Also calle" as DAC<EI@EMENT TESTSE& It is co!cer!e" with what o!e
has acco1plishe"& Ahe! applica!t clai1s to !ow so1ethi!g# a! achie0e1e!t test is
tae! to 1eas%re how well they !ow it& Tra"e tests are the 1ost co11o! type of
achie0e1e!t test gi0e!& M%estio!s ha0e $ee! prepare" a!" teste" for s%ch tra"es as
as$estos worer# p%!ch-press operators# electricia!s a!" 1achi!ists& There are# of co%rse#
1a!y %!sta!"ar"ise" achie0e1e!t tests gi0e! i! i!"%stries# s%ch as typi!g or "ictatio!
tests for a! applica!t for a ste!ographic positio!&
%1B A"titude te#t: .
Aptit%"e tests 1eas%re whether a! i!"i0i"%als has the capacity or late!t a$ility to
lear! a gi0e! jo$ if gi0e! a"e5%ate trai!i!g& The %se of aptit%"e test is a"0isa$le whe! a!
applica!t has ha" little or !o e4perie!ce alo!g the li!e of the jo$ ope!i!g& Aptit%"es tests
help "eter1i!e a perso!Es pote!tial to lear! i! a gi0e! area& A! e4a1ple of s%ch test is the
ge!eral 1a!age1e!t aptit%"e tests )/MAT.# which 1a!y $%si!ess st%"e!ts tae prior to
gai!i!g a"1issio! to a gra"%ate $%si!ess school progra11e&
RECRUITMENT AND SELECTION *1
Aptit%"e test i!"icates the a$ility or fit!ess of a! i!"i0i"%al to e!gage s%ccessf%lly i!
a!y !%1$er of specialiCe" acti0ities& They co0er s%ch areas clerical aptit%"e# !%1erical
aptit%"e# 1echa!ical aptit%"e# 1otor co-or"i!atio!# fi!ger "e4terity a!" 1a!%al "e4terity&
These tests help to "etect positi0e !egati0e poi!ts i! a perso!Es se!sory or i!tellect%al
a$ility& They foc%s atte!tio! o! a partic%lar type of tale!t s%ch as lear!i!g or reaso!i!g i!
respect of a partic%lar fiel" of wor&
*or+# of a"titude te#t:
Me!tal or i!tellige!ce tests? They 1eas%re the o0erall i!tellect%al a$ility of a
perso! a!" e!a$le to !ow whether the perso! has the 1e!tal a$ility to "eal with
certai! pro$le1s
Mecha!ical aptit%"e tests? They 1eas%re the a$ility of a perso! to lear! a
partic%lar type of 1echa!ical wor& These tests helps to 1eas%re specialiCe"
tech!ical !owle"ge a!" pro$le1 sol0i!g a$ilities if the ca!"i"ate& They are
%sef%l i! selectio! of 1echa!ics# 1ai!te!a!ce worers# etc&
9sycho1otor or sills tests? They are those# which 1eas%re a perso!Es a$ility to
"o a specific jo$& S%ch tests are co!"%cte" i! respect of se1i- sille" a!"
repetiti0e jo$s s%ch as paci!g# testi!g a!" i!spectio!# etc&
&1B Inte--igen$e te#t:
This test helps to e0al%ate traits of i!tellige!ce& Me!tal a$ility# prese!ce of 1i!"
)alert!ess.# !%1erical a$ility# 1e1ory a!" s%ch other aspects ca! $e 1eas%re"&
The i!tellige!ce is pro$a$ly the 1ost wi"ely a"1i!istere" sta!"ar"iCe" test i! i!"%stry& It
is tae! to j%"ge !%1erical# sills# reaso!i!g# 1e1ory a!" s%ch other a$ilities&
(1B Intere#t Te#t:
This is co!"%cte" to fi!" o%t lies a!" "islies of ca!"i"ates towar"s occ%patio!s#
ho$$ies# etc& s%ch tests i!"icate which occ%patio!s are 1ore i! li!e with a perso!Es
i!terest& S%ch tests also e!a$le the co1pa!y to pro0i"e 0ocatio!al g%i"a!ce to the
selecte" ca!"i"ates a!" e0e! to the e4isti!g e1ployees&
These tests are %se" to 1eas%re a! i!"i0i"%alEs acti0ity prefere!ces& These tests are
partic%larly %sef%l for st%"e!ts co!si"eri!g 1a!y careers or e1ployees "eci"i!g %po!
career cha!ges&
)1B Per#ona-it! Te#t:
The i1porta!ce of perso!ality to jo$ s%ccess is %!"e!ia$le& Ofte! a! i!"i0i"%al who
possesses the i!tellige!ce# aptit%"e a!" e4perie!ce for certai! has faile" $eca%se of
i!a$ility to get alo!g with a!" 1oti0ate other people&
RECRUITMENT AND SELECTION **
It is co!"%cte" to j%"ge 1at%rity# social or i!terperso!al sills# $eha0ior %!"er stress a!"
strai!# etc& this test is 0ery 1%ch esse!tial o! case of selectio! of sales force# p%$lic
relatio! staff# etc& where perso!ality plays a! i1porta!t role&
9erso!ality tests are si1ilar to i!terest tests i! that they# also# i!0ol0e a serio%s pro$le1
of o$tai!i!g a! ho!est a!swer&
81B ProCe$ti0e Te#t:
This test re5%ires i!terpretatio! of pro$le1s or sit%atio!s& >or e4a1ple# a photograph or a
pict%re ca! $e show! to the ca!"i"ates a!" they are ase" to gi0e their 0iews# a!"
opi!io!s a$o%t the pict%re
;1B Genera- 4no=-edge Te#t:
Now "ays /&G& Tests are 0ery co11o! to fi!" ge!eral aware!ess of the ca!"i"ates i! the
fiel" of sports# politics# worl" affairs# c%rre!t affairs&
<1B Per$e"tion Te#t:
At ti1es perceptio! tests ca! $e co!"%cte" to fi!" o%t $eliefs# attit%"es# a!" 1e!tal
sharp!ess&etc&
91B Gra"ho-og! Te#t:
It is "esig!e" to a!alyCe the ha!"writi!g of i!"i0i"%al& It has $ee! sai" that a!
i!"i0i"%alEs ha!"writi!g ca! s%ggest the "egree of e!ergy# i!hi$itio! a!" spo!ta!eity# as
well as "isclose the i"iosy!crasies a!" ele1e!ts of $ala!ce a!" co!trol& >or e4a1ple# $ig
letters a!" e1phasis o! capital letters i!"icate a te!"e!cy towar"s "o1i!atio! a!"
co1petiti0e!ess& A sla!t to the right# 1o"erate press%re a!" goo" legi$ility show
lea"ership pote!tial&
171B Po-!gra"h Te#t:
9olygraph is a lie "etector# which is "esig!e" to e!s%re acc%racy of the i!for1atio! gi0e!
i! the applicatio!s& Depart1e!t store# $a!s# treas%ry offices a!" jewellery shops# that is#
those highly 0%l!era$le to theft or swi!"li!g 1ay fi!" polygraph tests %sef%l&
111B Medi$a- Te#t:
It re0eals physical fit!ess of a ca!"i"ate& Aith the "e0elop1e!t of tech!ology# 1e"ical
tests ha0e $eco1e "i0ersifie"& Me"ical ser0ici!g helps 1eas%re a!" 1o!itor a ca!"i"ateEs
physical resilie!ce %po! e4pos%re to haCar"o%s che1icals&
RECRUITMENT AND SELECTION *6
+0oosing Tests1
The test 1%st $e chose! i! the criteria of relia$ility# 0ali"ity# o$jecti0ity a!"
sta!"ar"iCatio!& They are? -
1B Re-iaAi-it!: .
It refers to sta!"ar"iCatio! of the proce"%re of a"1i!isteri!g a!" scori!g the test
res%lts& A perso! who taes tests o!e "ay a!" 1aes a certai! score sho%l" $e a$le to tae
the sa1e test the !e4t "ay or the !e4t wee a!" 1ae 1ore or less the sa1e score& A!
i!"i0i"%alEs i!tellige!ce# for e4a1ple# is ge!erally a sta$le characteristic& So if we
a"1i!ister a! i!tellige!ce test# a perso! who scores 11+ i! March wo%l" score close to
11+ if teste" i! B%ly& Tests# which pro"%ce wi"e 0ariatio!s i! res%lts# ser0e little p%rpose
i! selectio!&
%B Va-idit!: .
It is a test# which helps pre"ict whether a perso! will $e s%ccessf%l i! a gi0e! jo$& A
test that has $ee! 0ali"ate" ca! $e helpf%l i! "iffere!tiati!g $etwee! prospecti0e
e1ployees who will $e a$le to perfor1 the jo$ well a!" those who will !ot& Nat%rally# !o
test will $e 1++L acc%rate i! pre"icti!g jo$ s%ccess& A 0ali"ate" test i!creases possi$ility
of s%ccess
There are three ways of 0ali"ati!g a test& They are as follows? -
1.& Co!c%rre!t @ali"ity? - this i!0ol0es "eter1i!i!g the factors that are characteristics of
s%ccessf%l e1ployees a!" the! %si!g these factors as the yar"stics&
*.& 9re"icti0e @ali"ity? - it i!0ol0es %si!g a selectio! test "%ri!g the selectio! process a!"
the! i"e!tifyi!g the s%ccessf%l ca!"i"ates& The characteristics of $oth s%ccessf%l a!" less
s%ccessf%l ca!"i"ates are the! i"e!tifie"&
6.& Sy!thetic @ali"ity? - it i!0ol0es tai!g parts of se0eral si1ilar jo$s rather tha! o!e
co1plete jo$ to 0ali"ate the selectio! test&
<- !*Becti(ity1 /
Ahe! two or 1ore people ca! i!terpret the res%lt of the sa1e test a!" "eri0e the sa1e
co!cl%sio!)s.# the test is sai" to $e o$jecti0e& Otherwise# the test e0al%atorsE s%$jecti0e
opi!io!s 1ay re!"er the test %seless&
=- Stan)ar)iCation1 /
A test that is sta!"ar"iCe" is a"1i!istere" %!"er sta!"ar" co!"itio! to a large gro%p
of perso! who are represe!tati0es of the i!"i0i"%als for who1 it is i!te!"e"& The p%rpose
of sta!"ar"iCatio! is to o$tai! !or1s or sta!"ar"# so that a specific test score ca! $e
1ea!i!gf%l whe! co1pare" to other score i! the gro%p&
RECRUITMENT AND SELECTION *7
STEP &: . INTERVIE3:
The !e4t step i! the selectio! process is a! i!ter0iew& I!ter0iew is for1al# i!-"epth
co!0ersatio! co!"%cte" to e0al%ate the applica!tEs accepta$ility& It is co!si"ere" to $e
e4celle!t selectio! "e0ice& It is face-to-face e4cha!ge of 0iew# i"eas a!" opi!io! $etwee!
the ca!"i"ates a!" i!ter0iewers& (asically# i!ter0iew is !othi!g $%t a! oral e4a1i!atio!
of ca!"i"ates& I!ter0iew ca! $e a"apte" to %!sille"# sille"# 1a!agerial a!" professio!
e1ployees&
Ty'es of inter(ieD1 /
I!ter0iews ca! $e of "iffere!t types& There i!ter0iews e1ploye" $y the co1pa!ies&
>ollowi!g are the 0ario%s types of i!ter0iew? -
Infor+a- Inter0ie=:
A! i!for1al i!ter0iew is a! oral i!ter0iew a!" 1ay tae place a!ywhere& The
e1ployee or the 1a!ager or the perso!!el 1a!ager 1ay as a few al1ost i!co!se5%e!tial
5%estio!s lie !a1e# place of $irth# !a1es of relati0es etc& either i! their respecti0e
offices or a!ywhere o%tsi"e the pla!t of co1pa!y& It i" !ot pla!!e" a!" !o$o"y prepares
for it& This is %se" wi"ely whe! the la$o%r 1aret is tight a!" whe! yo% !ee" worers
$a"ly&
*or+a- Inter0ie=:
>or1al i!ter0iews 1ay $e hel" i! the e1ploy1e!t office $y he e1ploy1e!t office i! a
1ore for1al at1osphere# with the help of well str%ct%re" 5%estio!s# the ti1e a!" place of
the i!ter0iew will $e stip%late" $y the e1ploy1e!t office&
Non.dire$ti0e Inter0ie=:
No!-"irecti0e i!ter0iew or %!str%ct%re" i!ter0iew is "esig!e" to let the i!ter0iewee
spea his 1i!" freely& The i!ter0iewer has !o for1al or "irecti0e 5%estio!s# $%t his all
atte!tio! is to the ca!"i"ate& <e e!co%rages the ca!"i"ate to tal $y a little pro""i!g
whe!e0er he is sile!t e&g& 2Mr& Ray# please tell %s a$o%t yo%rself after yo%r gra"%ate"
fro1 high school3&
De"th Inter0ie=:
It is "esig!e" to i!te!sely e4a1i!e the ca!"i"ateEs $acgro%!" a!" thi!i!g a!" to go
i!to co!si"era$le "etail o! partic%lar s%$jects of a! i1porta!t !at%re a!" of special
i!terest to the ca!"i"ates& >or e4a1ple# if the ca!"i"ate says that he is i!tereste" i! te!!is#
a series of 5%estio!s 1ay $e ase" to test the "epth of %!"ersta!"i!g a!" i!terest of the
ca!"i"ate& These pro$i!g 5%estio!s 1%st $e ase" with tact a!" thro%gh e4ha%sti0e
a!alysisK it is possi$le to get a goo" pict%re of the ca!"i"ate&
RECRUITMENT AND SELECTION *8
Stre## Inter0ie=:
It is "esig!e" to test the ca!"i"ate a!" his co!"%ct a!" $eha0ior $y hi1 %!"er
co!"itio!s of stress a!" strai!& The i!ter0iewer 1ay start with 2Mr& Boseph# we "o !ot
thi! yo%r 5%alificatio!s a!" e4perie!ce are a"e5%ate for this positio!#E a!" watch the
reactio! of the ca!"i"ates& A goo" ca!"i"ates will !ot yiel"# o! the co!trary he 1ay
s%$sta!tiate why he is 5%alifie" to ha!"le the jo$&
This type of i!ter0iew is $orrowe" fro1 the Military orga!isatio! a!" this is 0ery %sef%l
to test $eha0io%r of i!"i0i"%als whe! they are face" with "isagreea$le a!" tryi!g
sit%atio!s&
Grou" Inter0ie=:
It is "esig!e" to sa0e $%sy e4ec%ti0eEs ti1e a!" to see how the ca!"i"ates 1ay $e $ro%ght
together i! the e1ploy1e!t office a!" they 1ay $e i!ter0iewe"&
Pane- Inter0ie=:
A pa!el or i!ter0iewi!g $oar" or selectio! co11ittee 1ay i!ter0iew the ca!"i"ate#
%s%ally i! the case of s%per0isory a!" 1a!agerial positio!s& This type of i!ter0iew pools
the collecti0e j%"g1e!t a!" wis"o1 of the pa!el i! the assess1e!t of the ca!"i"ate a!"
also i! 5%estio!i!g the fac%lties of the ca!"i"ate&
Se6uentia- Inter0ie=:
RECRUITMENT AND SELECTION *:
The se5%e!tial i!ter0iew taes the o!e-to-o!e a step f%rther a!" i!0ol0es a series of
i!ter0iew# %s%ally %tiliCi!g the stre!gth a!" !owle"ge$ase of each i!ter0iewer# so that
each i!ter0iewer ca! as 5%estio!s i! relatio! to his or her s%$ject area of each ca!"i"ate#
as the ca!"i"ate 1o0es fro1 roo1 to roo1&
Stru$ture# Inter0ie=:
I! a str%ct%re" i!ter0iew# the i!ter0iewer %ses preset sta!"ar"iCe" 5%estio!s# which are
p%t to all the i!ter0iewees& This i!ter0iew is also calle" as D/%i"e"E or D9atter!e"E
i!ter0iew& It is %sef%l for 0ali" res%lts# especially whe! "eali!g with the large !%1$er of
applica!ts&
Un#tru$tured Inter0ie=:
It is also !ow! as DU!patter!e"E i!ter0iew# the i!ter0iew is largely %!pla!!e" a!" the
i!ter0iewee "oes 1ost of the tali!g& U!g%i"e" i!ter0iew is a"0a!tageo%s i! as 1%ch as
it lea"s to a frie!"ly co!0ersatio! $etwee! the i!ter0iewer a!" the i!ter0iewee a!" i! the
process# the later re0eals 1ore of his or her "esire a!" pro$le1s& (%t the U!patter!e"
i!ter0iew lacs %!ifor1ity a!" worse# this approach 1ay o0erloo ey areas of the
applica!tEs sills or $acgro%!"& It is %sef%l whe! the i!ter0iewer tries to pro$e perso!al
"etails of the ca!"i"ate it a!alyse why they are !ot right for the jo$&
STEP =1 /RE%EREN+E +2E+41/
Ma!y e1ployers re5%est !a1es# a""resses# a!" telepho!e !%1$ers of refere!ces for the
p%rpose of 0erifyi!g i!for1atio! a!" perhaps# gai!i!g a""itio!al $acgro%!" i!for1atio!
o! a! applica!t& Altho%gh liste" o! the applicatio! for1# refere!ces are !ot %s%ally
chece" %!til a! applica!t has s%ccessf%lly reache" the fo%rth stage of a se5%e!tial
selectio! process& Ahe! the la$o%r 1aret is 0ery tight# orga!isatio!s so1eti1es hire
applica!ts $efore checi!g refere!ces&
9re0io%s e1ployers# !ow! as p%$lic fig%res# %!i0ersity professors# !eigh$o%rs or
frie!"s ca! act as refere!ces& 9re0io%s e1ployers are prefera$le $eca%se they are alrea"y
aware of the applica!tEs perfor1a!ce& (%t# the pro$le1 with this refere!ce is the
te!"e!cy o! the part of the pre0io%s e1ployers to o0er-rate the applica!tEs perfor1a!ce
j%st to get ri" of the perso!&
Orga!isatio!s !or1ally see letters of refere!ce or telepho!e refere!ces& The
latter is a"0a!tageo%s $eca%se of its acc%racy a!" low cost& The telepho!e refere!ce also
has the a"0a!tage of soliciti!g i11e"iate# relati0ely ca!"i" co11e!ts a!" attit%"e ca!
so1eti1es $e i!ferre" fro1 hesitatio!s a!" i!flectio!s i! speech&
STEP ): SEECTION DECISION:.
RECRUITMENT AND SELECTION *=
After o$tai!i!g i!for1atio! thro%gh the prece"i!g steps# selectio! "ecisio!- the 1ost
critical of all the steps- 1%st $e 1a"e& The other stages i! the selectio! process ha0e $ee!
%se" to !arrow the !%1$er of the ca!"i"ates& The fi!al "ecisio! has to $e 1a"e the pool
of i!"i0i"%als who pas the tests# i!ter0iews a!" refere!ce checs&
The 0iew of the li!e 1a!ager will $e ge!erally co!si"ere" i! the fi!al selectio! $eca%se it
is heFshe who is respo!si$le for the perfor1a!ce of the !ew e1ployee& The <R 1a!ager
plays a cr%cial role i! the fi!al selectio!&
STEP 8: . P'YSICA EDAMINATION: .
After the selectio! "ecisio! a!" $efore the jo$ offer is 1a"e# the ca!"i"ate is re5%ire" to
%!"ergo a physical fit!ess test& A jo$ offer is# ofte!# co!ti!ge!t %po! the ca!"i"ate $ei!g
"eclare" fit after the physical e4a1i!atio!& The res%lts of the 1e"ical fit!ess test are
recor"e" i! a state1e!t a!" are preser0e" i! the perso!!el recor"s& There are se0eral
o$jecti0es $ehi!" a physical test& O$0io%sly# o!e reaso! for a physical test is to "etect if
the i!"i0i"%al carries a!y i!fectio%s "isease& Seco!"ly# the test assists i! "eter1i!i!g
whether a! applica!t is physically fit to perfor1 the wor& Thir"ly# the physical
e4a1i!atio! i!for1atio! ca! $e %se" to "eter1i!e if there are certai! physical
capa$ilities# which "iffere!tiate s%ccessf%l a!" less s%ccessf%l e1ployees& >o%rth#
1e"ical chec-%p protects applica!ts with health "efects fro1 %!"ertai!g wor that
co%l" $e "etri1e!tal to the1 or 1ight otherwise e!"a!ger the e1ployerEs property&
>i!ally# s%ch a! e4a1i!atio! will protect the e1ployer fro1 worers co1pe!satio!
clai1s that are !ot 0ali" $eca%se the i!j%ries or ill!ess were prese!t whe! the e1ployee
was hire"&
STEP ;: . EOF O**ER: .
The !e4t step i! the selectio! process is jo$ offer to those applica!ts who ha0e crosse" all
the pre0io%s h%r"les& Bo$ offer is 1a"e thro%gh a letter of appoi!te"& S%ch a letter
ge!erally co!tai!s a "ate $y which the appoi!tee 1%st report o! "%ty& The appoi!tee 1%st
$e gi0e! reaso!a$le ti1e for reporti!g& Thos is partic%larly !ecessary whe! he or she is
alrea"y i! e1ploy1e!t# i! which case the appoi!tee is re5%ire" to o$tai! a relie0i!g
certificate fro1 the pre0io%s e1ployer& Agai!# a !ew jo$ 1ay re5%ire 1o0e1e!t to
a!other city# which 1ea!s co!si"era$le preparatio!# a!" 1o0e1e!t of property&
The co1pa!y 1ay also wa!t the i!"i0i"%al to "elay the "ate of reporti!g o! "%ty& If the
!ew e1ployeeEs first jo$ %po! joi!i!g the co1pa!y is to go o! co1pa!y %!til perhaps a
wee $efore s%ch trai!i!g $egi!s& Nat%rally# this practice ca!!ot $e a$%se"# especially if
the i!"i0i"%al is %!e1ploye" a!" "oes !ot ha0e s%fficie!t fi!a!ces&
Dece!cy "e1a!"s that the rejecte" applica!ts $e i!for1e" a$o%t their !o!-selectio!&
Their applica!ts 1ay $e preser0e" for f%t%re %se# if a!y& It !ee"s !o e1phasis that the
applicatio!s of selecte" ca!"i"ates 1%st also $e preser0e" for the f%t%re refere!ces&
STEP <: .CONTRACT O* EMPOYMENT: .
RECRUITMENT AND SELECTION *,
There is also a !ee" for prepari!g a co!tract of e1ploy1e!t& The $asic i!for1atio! that
sho%l" $e i!cl%"e" i! a writte! co!tract of e1ploy1e!t will 0ary accor"i!g to the le0el of
the jo$# $%t the followi!g checlist sets o%t the typical hea"i!gs?
Bo$ title
D%ties# i!cl%"i!g a parse s%ch as 2The e1ployee will perfor1 s%ch "%ties a!" will
$e respo!si$le to s%ch a perso!# as the co1pa!y 1ay fro1 ti1e to ti1e "irect3&
Date whe! co!ti!%o%s e1ploy1e!t starts a!" the $asis for calc%lati!g ser0ice&
Rate of pay# allowa!ce# o0erti1e a!" shift rates# 1etho" of pay1e!ts&
<o%rs of wor i!cl%"i!g l%!ch $rea a!" o0erti1e a!" shift arra!ge1e!ts&
<oli"ay arra!ge1e!ts?
9ai" holi"ays per year&
9%$lic holi"ays&
Le!gth of !otice "%e to a!" fro1 e1ployee&
/rie0a!ces proce"%re )or refere!ce to it.&
o Discipli!ary proce"%re )or a!y refere!ce to it.&
o Aor r%les )or a!y refere!ce to the1.&
o Arra!ge1e!ts for ter1i!ati!g e1ploy1e!t&
o Arra!ge1e!ts for %!io! 1e1$ership )if applica$le.&
Special ter1s relati!g to rights to pate!t s a!" "esig!s# co!fi"e!tial
i!for1atio! a!" restrai!ts o! tra"e after ter1i!atio! of e1ploy1e!t&
E1ployerEs right to 0ary ter1s of the co!tract s%$ject to proper !otificatio! $ei!g
gi0e!&
The "raw$ac with the co!tracts is that it is al1ost to e!force the1& A "eter1i!e"
e1ployee is $o%!" to lea0e the orga!isatio!# co!tract or !o co!tract& The e1ployee is
prepare" to pay the pe!alty for $reachi!g the agree1e!t or the !ew e1ployer will pro0i"e
co1pe!satio!s& It is the reaso! that se0eral co1pa!ies ha0e scrappe" the co!tracts
altogether&
STEP 9: .CONCUDING T'E SEECTION PROCESS: .
Co!trary to pop%lar perceptio!# the selectio! process will !ot e!" with e4ec%ti!g the
e1ploy1e!t co!tract& There is a!other step I a1ore se!siti0e o!e reass%ri!g those
ca!"i"ates who ha0e !ot selecte"# !ot $eca%se of a!y serio%s "eficie!cies i! their
perso!ality# $%t $eca%se their profile "i" !ot 1atch the re5%ire1e!t of the orga!isatio!&
They 1%st $e tol" that those who were selecte" were "o!e p%rely o! relati0e 1erit&
STEP 17: .EVAUATION O* SEECTION PROGRAMME: .
The $roa" test of the effecti0e!ess of the selectio! process is the 5%ality of the
perso!!el hire"& A! orga!isatio! 1%st ha0e co1pete!t a!" co11itte" perso!!el& The
selectio! process# if properly "o!e# will e!s%re a0aila$ility of s%ch e1ployees& <ow to
e0al%ate the effecti0e!ess of a selectio! progra11eN A perio"ic a%"it is the a!swer&
RECRUITMENT AND SELECTION *;
<-8 %our A''roac0es to Selection1
11B Ethno$entri$ Se-e$tion:
I! this approach# staffi!g "ecisio!s are 1a"e at the orga!iCatio!Es hea"5%arters&
S%$si"iaries ha0e li1ite" a%to!o1y# a!" the e1ployees fro1 the hea"5%arters at ho1e
a!" a$roa" fill ey jo$s& Natio!als fro1 the pare!t co%!try "o1i!ate the orga!isatio!s at
ho1e a!" a$roa"&
%1B Po-!$entri$ Se-e$tion:
I! polyce!tric selectio!# each s%$si"iary is treate" as a "isti!ct !atio!al e!tity with
local co!trol ey fi!a!cial targets a!" i!0est1e!t "ecisio!s& Local citiCe!s 1a!age
s%$si"iaries# $%t the ey jo$s re1ai! with staff fro1 the pare!t co%!try& This is the
approach# which is largely practice" i! o%r co%!try
&1B Regio$entri$ Se-e$tion: .
<ere# co!trol withi! the gro%p a!" the 1o0e1e!ts of staff are 1a!age" o! a
regio!al $asis# reflecti!g the partic%lar "ispositio! of $%si!ess a!" operatio!s withi! the
gro%p& Regio!al 1a!agers ha0e greater "iscretio! i! "ecisio!& Mo0e1e!t of staff is
largely restricte" to specific geographical regio!s a!" pro1otio!s to the jo$s co!ti!%e to
$e "o1i!ate" $y 1a!agers fro1 the pare!ts co1pa!y&
(1B Geo$entri$ Staffing: .
I! this case# $%si!ess strategy is i!tegrate" thoro%ghly o! glo$al $asis& Staff
"e0elop1e!t a!" pro1otio! are $ase" o! a$ility# !ot !atio!ality& The $roa" a!" other
parts of the top 1a!age1e!t str%ct%re are thoro%ghly i!ter!atio!al i! co1positio!&
Nee"less to say# s%ch orga!isatio!s are %!co11o!&
RECRUITMENT AND SELECTION 6+
<-< PR!"LEMS IN E%%E+TI6E SELE+TI!N1 /
The 1ai! o$jecti0e of selectio! is to hire people ha0i!g co1pete!ce a!" co11it1e!t&
This o$jecti0e s ofte! "efeate" $eca%se of certai! $arriers& The i1pe"i1e!ts# which
chec effecti0e!ess of selectio!# are perceptio!# fair!ess# 0ali"ity# relia$ility a!" press%re&
9erceptio!? -O%r i!a$ility to %!"ersta!" others acc%rately is pro$a$ly the 1ost
f%!"a1e!tal $arrier to selecti!g the right ca!"i"ate&
Selectio! "e1a!"s a! i!"i0i"%al or a gro%p of people to assess a!" co1pare the
respecti0e co1pete!cies of others# with the ai1 of choosi!g the right perso!s for
the jo$s& (%t o%r 0iews are highly perso!aliCe"&
>air!ess i! selectio! re5%ires that !o i!"i0i"%al sho%l" $e "iscri1i!ate" agai!st
o! the $asis of religio!# regio!# race or ge!"er& (%t the low !%1$ers of wo1e!
a!" other less pri0ilege" sectio!s of the society i! 1i""le a!" se!ior 1a!age1e!t
positio!s a!" ope! "iscri1i!atio! o! the $asis of age i! jo$ a"0ertise1e!ts a!" i!
the selectio! process wo%l" s%ggest that all the efforts to 1i!i1iCe i!e5%ity ha0e
!ot $ee! effecti0e&
@ali"ity# as e4plai!e" earlier# is a test that helps pre"ict jo$ perfor1a!ce of a!
i!c%1$e!t& A test that has $ee! 0ali"ate" ca! "iffere!tiate $etwee! the e1ployees
who perfor1 well a!" those who will !ot& <owe0er# a 0ali"ate" test "oes !ot
pre"ict jo$ s%ccess acc%rately& It ca! o!ly i!crease possi$ility of s%ccess&
Relia$ility? -A relia$le 1etho" is o!e# which will pro"%ce co!siste!t res%lts whe!
repeate" i! si1ilar sit%atio!s& Lie 0ali"ate" test# a relia$le test 1ay fail to pre"ict
jo$ perfor1a!ce with precisio!&
9ress%re? - 9ress%re is $ro%ght o! the selectors $y politicia!s# $%rea%crats#
relati0es# frie!"s a!" peers to select partic%lar ca!"i"ates& Ca!"i"ates selecte"
$eca%se of co1p%lsio!s are o$0io%sly !ot the right o!es& Appoi!t1e!ts to p%$lic
sectors %!"ertai!gs ge!erally tae place %!"er s%ch press%res&
RECRUITMENT AND SELECTION 61
=- #ifference *etDeen Recruitment an) Selection
1 Recr%it1e!t is the process of searchi!g for prospecti0e ca!"i"ates a!" 1oti0ati!g
the1 to apply for jo$ i! the orga!iCatio!& Ahereas# selectio! is a process of choosi!g
1ost s%ita$le ca!"i"ates o%t of those# who are i!tereste" a!" also 5%alifie" for jo$&
* I! the recr%it1e!t process# 0aca!cies a0aila$le are fi!aliCe"# p%$licity is gi0e! to
the1 a!" applicatio!s are collecte" fro1 i!tereste" ca!"i"ates& I! the selectio!
process# a0aila$le applicatio!s are scr%ti!iCe"& Tests# i!ter0iew a!" 1e"ical
e4a1i!atio! are co!"%cte" i! or"er to select 1ost s%ita$le ca!"i"ates&
6 I! recr%it1e!t the p%rpose is to attract 1a4i1%1 !%1$ers of s%ita$le a!" i!tereste"
ca!"i"ates thro%gh applicatio!s& I! selectio! process the p%rpose is that the $est
ca!"i"ate o%t of those 5%alifie" a!" i!tereste" i! the appoi!t1e!t&
7 Recr%it1e!t is prior to selectio!& It creates proper $ase for act%al selectio!& Selectio!
is !e4t to recr%it1e!t& It is o%t of ca!"i"atesE a0aila$leFi!tereste"&
8 Recr%it1e!t is the positi0e f%!ctio! i! which i!tereste" ca!"i"ates are e!co%rage" to
s%$1it applicatio!& Selectio! is a !egati0e f%!ctio! i! which %!s%ita$le ca!"i"ates
are eli1i!ate" a!" the $est o!e is selecte"&
: Recr%it1e!t is the short process& I! recr%it1e!t p%$licity is gi0e! to 0aca!cies a!"
applicatio!s are collecte" fro1 "iffere!t so%rces Selectio! is a le!gthy process& It
i!0ol0es scr%ti!y of applicatio!s# gi0i!g tests# arra!gi!g i!ter0iews a!" 1e"ical
e4a1i!atio!&
= I! recr%it1e!t ser0ices of e4pert is !ot re5%ire" Ahereas i! selectio!# ser0ices of
e4pert is re5%ire"
, Recr%it1e!t is !ot costly& E4pe!"it%re is re5%ire" 1ai!ly for a"0ertisi!g the posts&
Selectio! is a costly acti0ity# as e4pe!"it%re is !ee"e" for testi!g ca!"i"ates a!"
co!"%ct of i!ter0iews&
RECRUITMENT AND SELECTION 6*
RECRUITMENT AND SELECTION 66
? Recruitment an) Selection at IN%!S3S
?-7 $or: at Infosys1
A feeli!g of e!ergy a!" 0itality# of fresh!ess# of a place where people wor i! a ca1p%s
lie facility a!" c%lt%re# are %!afrai" to 0oice !ew i"eas# of a place where there is
1i!i1al hierarchy&
Ro$%st people 1a!age1e!t practices e!a$le I!fosys to create this e!0iro!1e!t for its
e1ployees& This is what "isti!g%ishes I!fosys a1o!g other tech!ology co1pa!ies#
e!a$li!g I!foscio!s to e4cel a!" i!!o0ate i! what they "o for their clie!ts a!" i! what
they sta!" for as a co1pa!y&
+ontinuous learning1
The spirit of lear!a$ility a1o!g I!fosys people a!" a! orga!iCatio!al co11it1e!t to
co!ti!%o%s perso!al a!" professio!al "e0elop1e!t eeps I!fosys at the forefro!t i! a fast-
cha!gi!g i!"%stry& Their fra1ewor for co!ti!%o%s lear!i!g at I!fosys is $%ilt aro%!" a
!%1$er of foc%se" progra1s for their e1ployees& These ra!ge fro1 1ajor i!itiati0es s%ch
as the I!fosys Lea"ership I!stit%te to 0ario%s o!goi!g 1a!age1e!t "e0elop1e!t a!"
perso!al i1pro0e1e!t progra1s& They co1ple1e!t a host of tech!ology a"0a!ce1e!t
a!" o!goi!g trai!i!g optio!s&
Apart fro1 for1al progra1s - a typical e4a1ple of a! i!for1al e1ployee-"ri0e! progra1
is the I!fosys Toast1asters Cl%$# for1e" i! *+++& The 1issio! of this cl%$ is to pro0i"e a
1%t%ally s%pporti0e a!" positi0e lear!i!g e!0iro!1e!t to "e0elop co11%!icatio! a!"
lea"ership sills to foster self-co!fi"e!ce a!" perso!al growth& The cl%$ has $ee!
recog!iCe" $y Toast1asters I!ter!atio!al a!" joi!s the roster of other recog!iCe"
Corporate Cl%$s aro%!" the worl" )i!cl%"i!g those of Microsoft# (oei!g# Citicorp a!"
S%! Microsyste1s.
%un an) culture1
Life at I!fosys is f%ll of e0e!ts - where e1ployees ca! p%rs%e their i!terests i! areas as
0arie" as arts# c%lt%re# or sports& The o$jecti0e is to e!s%re that e1ployees are !ot
co!fi!e" to their "ess& E1ployees e4press their 0ario%s sills a!" i!terests thro%gh
for%1s that i!cl%"e a! OArt /alleryO o! ca1p%s "e"icate" to "isplayi!g the wors of
I!foscio!s# "aily 5%iC co1petitio!s# a!" reg%lar 1%sic 1eeti!gs that eep the place a$%CC
with creati0ity&
I!c%lco1 is the $ase orga!iCatio! that hosts c%lt%ral progra1s for I!foscio!s& Each e0e!t
e1phasiCes a specific area lie 1%sic# "a!ce# or 5%iC& These progra1s are ge!erally !ot
co1petiti0e# $%t a co1petiti0e ele1e!t is so1eti1es a""e" to e!ha!ce e!th%sias1 a!" to
$ri!g o%t the $est i! o%r people& U!"er I!c%lco1# there are s%$ gro%ps lie the IM Circle
RECRUITMENT AND SELECTION 67
)M%iCCes.# Shr%thi )the classical 1%sic cl%$.# Dra1ati4 )the "ra1a cl%$.# a!"
@achat%rya )for%1 for self "e0elop1e!t.&
Insync1
The ey to e1ployee i!0ol0e1e!t i! orga!iCatio!s is the shari!g of i!for1atio! a$o%t
$%si!ess perfor1a!ce# pla!s# goals# a!" strategies& Ahat happe!s $y a sho%t across the
corri"or i! a s1aller orga!iCatio!# calls for a 1ore syste1atic process i! a large
orga!iCatio! lie I!fosys&

2I!fosys $elie0es i! a! orga!iCatio! with less hierarchy a!" faster "ecisio!-1ai!g& I!
or"er to 1ae that happe!# e0ery I!foscio! !ee"s to !ow how the orga!iCatio! wors#
how "ecisio! are 1a"e# a!" what "ri0es I!fosys& So it is i1porta!t for I!fosys to
co11%!icate this to e0eryo!eO
+areers1
I!fosys has a 0isio! of where they wa!t to go# a!" itPs really e4citi!g
Aith a! a!!%al co1po%!"e" growth rate of aro%!" :+L i! the last 8 years# a!" $ra!ches
across the worl"# I!fosys is forgi!g ahea" i! the glo$al 1aret& To achie0e their 0isio!#
they are always looi!g o%t for tale!te"# lear!a$le i!"i0i"%als who are a1$itio%s# who
lo0e challe!ges a!" who ha0e a passio! to e4celQ
Towar"s this o$jecti0e# I!fosys participates i! ca1p%s hiri!g progra1s a!" also co!"%cts
a !%1$er of off-ca1p%s i!itiati0es thro%gho%t the year at 0ario%s locatio!s& Apart fro1
college hiri!g# they also hire e4perie!ce" professio!als fro1 the i!"%stry at 0ario%s 1i"-
le0el a!" se!ior positio!s&
Infosys E grooming glo*al talent1
Last year# o0er 1&6 1illio! people applie" for a jo$ at I!fosys& O!ly 1L of the1 were
hire"& I! co1pariso!# <ar0ar" College too i! ;L of ca!"i"ates&
I!fosys has always foc%se" o! i!"%cti!g a!" e"%cati!g the $est a!" the $rightest& Aith
glo$al hiri!g practices# co%ple" with e0er-e4pa!"i!g %!i0ersity progra1s s%ch as
Ca1p%s Co!!ect a!" "e0elop1e!t ce!ters across the glo$e# I!fosys is a$le to so%rce a!"
!%rt%re tale!t while "eli0eri!g lasti!g 0al%e to clie!ts&
I!fosys# which trai!s o0er 18#+++ !ew recr%its e0ery year# is well prepare" to wi! the
$attle for top-!otch tale!t& At the heart of this e"%catio! progra1 is a f%lly e5%ippe" R1*+
1illio! facility i! Mysore# a$o%t ;+ 1iles fro1 (a!galore&
RECRUITMENT AND SELECTION 68
?-8 Sources of Man PoDer Su''ly1
INTERNA:
I!fosys %pgra"es fro1 withi! o!ly for 1a!agerial positio!s# $%t o!ly to so1e e4te!t&
(eca%se %pgra"i!g fro1 withi! is co!si"ere" $etter as the e1ployee is alrea"y fa1iliar
with the orga!iCatio!# re"%ces trai!i!g cost# helps i! $%il"i!g 1orale a!" pro1otes
loyalty&
If !o o!e capa$le for 1a!agerial positio! is fo%!" i! its i!ter!al so%rce# it loos o%t for
e4ter!al so%rces& It selects o!ly the $est e1ployee for the orga!iCatio!
T3PES1
*or+er E+"-o!ee#.
They as the retire" e1ployees who are willi!g to wor o! a part-ti1e $asis# i!"i0i"%als
who left wor a!" are willi!g to co1e $ac for higher co1pe!satio!s& E0e! retre!che"
e1ployees are tae! %p o!ce agai!&
Retire+ent#: .
If itEs !ot a$le to fi!" s%ita$le ca!"i"ates i! place of the o!e who ha" retire"# after
1eritorio%s ser0ice& U!"er the circ%1sta!ces# 1a!age1e!t "eci"es to call retire"
1a!agers with !ew e4te!sio!&
Interna- notifi$ation /ad0erti#e+ent1: .
Most e1ployees !ow fro1 their ow! e4perie!ce a$o%t the re5%ire1e!t of the jo$ a!"
what sort of perso! the co1pa!y is looi!g for& Ofte! e1ployees ha0e frie!"s or
ac5%ai!ta!ces who 1eet these re5%ire1e!ts& S%ita$le perso!s are appoi!te" at the 0aca!t
posts&
EDTERNA:
>or the posts of tech!icia!s# e!gi!eers# floor 1a!agers etc# it loos o%t for e4ter!al
so%rces which i!cl%"e&
Agencies1 TA9L
Institutions1 Lie ( Schools# colleges# Ma!age1e!t I!stit%tes# etc&
$e*sites1 www&i!"iati1esjo$&co1
www&1o!ster&co1
www&!a%ri&co1
RECRUITMENT AND SELECTION 6:
Of the a$o0e three we$ sites gi0e! 1ost wi"ely %se" $y the I!fosys is the
www&1o!ster&co1 with the s%ccess rate of ,+L followe" $y www&i!"iati1esjo$&co1 at
:+L a!" www&!a%ri&co1 at the s%ccess rate of 8+L&
E2terna- re$ruit+ent enaA-e# the $o+"an! to get the Ae#t $andidateB
I!fosys prefers e4ter!al recr%it1e!t a!" 1ai!ly taes help fro1 age!cies a!" i!stit%tio!s
as itEs a gia!t co1pa!y a!" i!ter!al recr%it1e!t pro0es to $e i!a"e5%ate as its yearly
targets are 0ery high&
+AMPUS1
Ca1p%s recr%it1e!t is so 1%ch so%ght after that each collegeK %!i0ersity "epart1e!t or
i!stit%te will ha0e a place1e!t officer to ha!"le recr%it1e!t f%!ctio!s& <owe0er# it is
ofte! a! e4pe!si0e process# e0e! if recr%iti!g process pro"%ces jo$ offers a!"
accepta!ces e0e!t%ally& A 1ajority lea0e the orga!iCatio! withi! the first fi0e years of
their e1ploy1e!t& 'et# it is a 1ajor so%rce of recr%it1e!t for prestigio%s co1pa!ies&
I!fosys is the co1pa!y of choice for ca1p%s recr%it1e!t progra1s i! 1ost 1ajor
e!gi!eeri!g i!stit%tes s%ch as IITs# RECs etc& a!" at pre1ier 1a!age1e!t i!stit%tes s%ch
as the IIMs&
Engineering In#titute#:
Ca1p%s hiri!g at e!gi!eeri!g i!stit%tes typically starts i! May a!" co!ti!%es thro%gh
Septe1$er& Se!ior 1a!agers a!" officers fro1 I!fosys acti0ely participate i! this hiri!g#
to $ri!g o! $oar" the !e4t ge!eratio! of $right# yo%!g a!" tale!te" lea"ers for the
co1pa!y& Ae e!co%rage c%rre!t st%"e!ts at the ca1p%ses we 0isit to %se this opport%!ity
to i!teract with the I!fosys recr%it1e!t tea1s "%ri!g the hiri!g process to %!"ersta!" the
co1pa!y a!" o%r people philosophy& Ae hire e!gi!eeri!g gra"%ates a!" post-gra"%ates
fro1 all "iscipli!es# a!" MCA st%"e!ts at the ca1p%ses&
Manage+ent In#titute#:
Ca1p%s hiri!g at 1a!age1e!t i!stit%tes typically starts i! Dece1$er a!" co!ti!%es
thro%gh March& Ae hire 1a!age1e!t gra"%ates fro1 all "iscipli!es# with or witho%t prior
wor e4perie!ce i! software or other fiel"s&
!%% +AMPUS1
It is the e0e!t for those ca!"i"ates who "o !ot get selecte" "%ri!g ca1p%s recr%it1e!t&
The process re1ai!s the sa1eK it j%st ai1s at gi0i!g those ca!"i"ates a cha!ce that were
!ot a$le to go thro%gh the process $efore& These ca!"i"ates also go thro%gh the sa1e two
ro%!"s# here o!ly the scale a!" $asis o! which they are e0al%ate" cha!ges&
RECRUITMENT AND SELECTION 6=
F!" %AIRS1
3hat i# CoA fairG
Bo$ fair is where se0eral co1pa!ies co1e %!"er o!e roof for seei!g eligi$le ca!"i"ates
who ca! joi! their co1pa!y# after goi!g thro%gh certai! recr%it1e!t process followe" $y
the1&
Pro$e## *o--o=ed F! Info#!#:
I!itially they a"0ertise a$o%t the jo$ fair i! the local !ewspapers of all the states
specifyi!g the 0e!%e a!" "ate of the jo$ fair&
O! the specifie" "ate# I!fosys $a!!ers are p%t %p at the 0e!%e& They ha0e aro%!" 6 to 7
co%!ters& I!itially these co%!ters are %se" for registratio!s& O!ce the !%1$er of
registratio!s is e5%al to the total capacity of all the co%!ters# the registratio!s are stoppe"
a!" the registere" ca!"i"ates fill the applicatio! for1s at the co%!ter&
Ne4t a logic test of 78 1i!%tes is co!"%cte" a!" a! E!glish test of 18 1i!%tes is
co!"%cte" where i! o!e is s%ppose to write a! essay# to chec their ha!"writi!g#
0oca$%lary a!" se!te!ce fra1i!g a$ility&
O!ce the test is o0er# registratio!s for the !e4t gro%p start& At the sa1e ti1e the pre0io%s
papers are e0al%ate" a!" the ca!"i"ates are selecte" for i!ter0iew $ase" o! the c%t-off
1ars&
The ca!"i"ates who are selecte" i! the i!ter0iew are i!for1e" the! a!" there $y
"isplayi!g the list a!" are gi0e! the offer&
A#6ERTISEMENTS1/
It is a pop%lar 1etho" of seei!g recr%its# as 1a!y recr%iters prefer a"0ertise1e!ts
$eca%se of their wi"e reach&
I!fosys a"0ertises i!?
NEAS 9A9ERS?
Ti1es of I!"ia
The eco!o1ic ti1es
I!"ia! e4press
<i!"%sta! ti1es
The fi!a!cial e4press
E1ploy1e!t papers
MA/AJINES?
(%si!ess worl"
RECRUITMENT AND SELECTION 6,
(%si!ess To"ay
I!"ia To"ay
capital 1aret
(%si!ess jo%r!als
IT 1agaCi!es
Co1p%ter a!" tech!ical jo%r!als
$E"1
www&i!fosys&co1
www&i!"iati1esjo$&co1
www&1o!ster&co1
www&!a%ri&co1

$AL4/INS, $RITE/INS AN# TAL4/INS1
Aal-i!s are the 1ost co11o! a!" least e4pe!si0e approach for
ca!"i"ates is "irect applicatio!s# i! which jo$ seeers s%$1it %!solicite" applicatio!
letters or res%1es& Direct applicatio!s pro0i"e a pool of pote!tial e1ployees to 1eet
f%t%re !ee"s&
Arite-i!s are those who se!" writte! e!5%iries& These jo$seeers are ase" to co1plete
applicatio! for1s for f%rther processi!g&
Tal-i!s i!0ol0es the jo$ aspira!ts 1eeti!g the recr%iter )o! a! appropriate" "ate. for
"etaile" tals& No applicatio! is re5%ire" to $e s%$1itte" to the recr%iter&
+!NSULTANTS1
I!fosys also sees the help of co!s%lta!ts who are i! the professio! for
recr%iti!g a!" selecti!g 1a!agerial a!" e4ec%ti0e perso!!el& They are %sef%l as they ha0e
!atio!wi"e co!tacts a!" le!" professio!alis1 to the hiri!g process& They also eep
prospecti0e e1ployer a!" e1ployee a!o!y1o%s&
IN#USTRIES1
I!fosys also hires e4perie!ce" professio!als fro1 the i!"%stry at 0ario%s 1i"-le0el a!"
se!ior positio!s&
RECRUITMENT AND SELECTION 6;
?-< T2E SELE+TI!N PR!+ESS !% IN%!S3S1
Initial screening of inter(ieDs1
I!itial Scree!i!g is "o!e o! the $asis of applica!ts a!" applicatio!s& A preli1i!ary
i!ter0iew is co!"%cte" so as to select the s%ita$le ca!"i"ate who ca! go thro%gh f%rther
stages of i!ter0iews&
Nor1ally for the posts of e!gi!eers "egree c%toff is "eci"e" lie say :+L o! a! a0erage&
If the ca!"i"ates "o !ot 1eet the re5%ire1e!t they are rejecte"&
A!" for higher posts applicatio!s a!" applica!ts $oth play a 1ajor role i! the scree!i!g
process&
+om'letion of a''lication forms1
Applicatio! for1 esta$lishes the ca!"i"ateEs ge!eral "etails lie !a1e# a""ress# telepho!e
!%1$er# e"%catio!# jo$- relate" trai!i!g# wor-e4perie!ce with "ates# co1pa!y !a1es#
a!" jo$ "etails# professio!al or i!"%strial i!0ol0e1e!t# ho$$ies a!" recreatio!al p%rs%its&
The co1pa!y esta$lishes as 1a!y hypotheses a$o%t the ca!"i"ate fro1 the "etails
pro0i"e" i! the applicatio! for1& It the! "eci"es what areas of i!for1atio! it !ee"s to
e4plore or i!0estigate 1ore specifically "%ri!g the i!ter0iew&
Co1pa!y sees to it that !o j%"g1e!t is passe" a$o%t the ca!"i"ate $ase" o!ly at this
le0el& Ahat "raw! here is hypotheses a!" !ot co!cl%sio!s&
Applicatio! for1s are s%ch fra1e" that# they pro0i"e the !ecessary "etails to the
orga!isatio! witho%t affecti!g the se!ti1e!ts a!" feeli!gs of the ca!"i"ate&
Em'loyment tests1
o logical test
o E!glish test
o @oca$%lary
o Reaso!i!g
o Essay writi!g
RECRUITMENT AND SELECTION 7+
6ARI!US TESTS1
Menta- or inte--igen$e te#t#:
They 1eas%re the o0erall i!tellect%al a$ility of a perso! a!" e!a$le to !ow whether the
perso! has the 1e!tal a$ility to "eal with certai! pro$le1s&
Me$hani$a- a"titude te#t#:
They 1eas%re the a$ility of a perso! to lear! a partic%lar type of 1echa!ical wor& These
tests helps to 1eas%re specialiCe" tech!ical !owle"ge a!" pro$le1 sol0i!g a$ilities if
the ca!"i"ate& They are %sef%l i! selectio! of 1echa!ics# e!gi!eers# etc&
Inte--igen$e te#t:
This test helps to e0al%ate traits of i!tellige!ce& Me!tal a$ility# prese!ce of 1i!"
)alert!ess.# !%1erical a$ility# 1e1ory a!" s%ch other aspects ca! $e 1eas%re"& It is tae!
to j%"ge !%1erical# sills# reaso!i!g# 1e1ory a!" s%ch other a$ilities&
Per#ona-it! Te#t:
It is co!"%cte" to j%"ge 1at%rity# social or i!terperso!al sills# $eha0ior %!"er stress a!"
strai!# etc& this test is 0ery 1%ch esse!tial o! case of selectio! of sales force# p%$lic
relatio! staff# etc& where perso!ality plays a! i1porta!t role&
Gra"ho-og! Te#t:
It is "esig!e" to a!alyse the ha!"writi!g of i!"i0i"%al& It has $ee! sai" that a!
i!"i0i"%alEs ha!"writi!g ca! s%ggest the "egree of e!ergy# i!hi$itio! a!" spo!ta!eity# as
well as "isclose the i"iosy!crasies a!" ele1e!ts of $ala!ce a!" co!trol& >or e4a1ple# $ig
letters a!" e1phasis o! capital letters i!"icate a te!"e!cy towar"s "o1i!atio! a!"
co1petiti0e!ess& A sla!t to the right# 1o"erate press%re a!" goo" legi$ility show
lea"ership pote!tial&
Medi$a- Te#t:
It re0eals physical fit!ess of a ca!"i"ate& Me"ical ser0ici!g helps 1eas%re a!" 1o!itor a
ca!"i"ateEs physical resilie!ce %po! e4pos%re $%si!ess haCar"s&
Inter(ieD1
o *or+a- Inter0ie=: I!ter0iews are hel" i! the e1ploy1e!t office i! a 1ore
for1al at1osphere# with the help of well str%ct%re" 5%estio!s&
o Patterned Inter0ie=: A patter!e" i!ter0iew is also a pla!!e" i!ter0iew#
$%t it is 1ore caref%lly pre-pla!!e" to a high "egree of acc%racy# precisio!
a!" e4actit%"e& Aith the help of jo$ a!" 1a! specificatio!s# a list of
RECRUITMENT AND SELECTION 71
5%estio!s a!" areas are caref%lly prepare" which will act as the
i!ter0iewerEs g%i"e&
o Non.dire$ti0e Inter0ie=: <ere the i!ter0iewee is allowe" to spea his
1i!" freely& The i!ter0iewer has !o for1al or "irecti0e 5%estio!s# $%t his
all atte!tio! is to the ca!"i"ate& <e e!co%rages the ca!"i"ate to tal $y a
little pro""i!g whe!e0er he is sile!t e&g& 2Mr& Ray# please tell %s a$o%t
yo%rself after yo%Ere gra"%ate" fro1 high school3&
o De"th Inter0ie=: It is "esig!e" to i!te!sely e4a1i!e the ca!"i"ateEs
$acgro%!" a!" thi!i!g a!" to go i!to co!si"era$le "etail o! partic%lar
s%$jects of a! i1porta!t !at%re a!" of special i!terest to the ca!"i"ates&
>or e4a1ple# if the ca!"i"ate says that he is i!tereste" i! te!!is# a series of
5%estio!s 1ay $e ase" to test the "epth of %!"ersta!"i!g a!" i!terest of
the ca!"i"ate&
o Stre## Inter0ie=: It is "esig!e" to test the ca!"i"ate a!" his co!"%ct a!"
$eha0ior $y hi1 %!"er co!"itio!s of stress a!" strai!& The i!ter0iewer
1ay start with 2Mr& Boseph# we "o !ot thi! yo%r 5%alificatio!s a!"
e4perie!ce are a"e5%ate for this positio!#E a!" watch the reactio! of the
ca!"i"ates& A goo" ca!"i"ates will !ot yiel"# o! the co!trary he 1ay
s%$sta!tiate why he is 5%alifie" to ha!"le the jo$&
Ahat IN>OS'S practice is that if i!ter0iew is pla!!e" at 8p1# it will start
ca!"i"ateEs i!ter0iew at :&6+p1 a!" watch the ca!"i"ateEs $eha0ior a!"
stress le0el&
o Pane- Inter0ie=: A pa!el or i!ter0iewi!g $oar" or selectio! co11ittee
i!ter0iews the ca!"i"ate# %s%ally i! the case of s%per0isory a!" 1a!agerial
positio!s&
o Mi2ed Inter0ie=: I! practice# the i!ter0iewer while i!ter0iewi!g the jo$
seeers %ses a $le!" of str%ct%re" a!" str%ct%re" a!" %!str%ct%re"
5%estio!s& This approach is calle" the Mi4e" i!ter0iew& The str%ct%re"
5%estio!s pro0i"e a $ase of i!ter0iew 1ore co!0e!tio!al a!" per1it
greater i!sights i!to the %!i5%e "iffere!ces $etwee! applica!ts&
Secon) Inter(ieDs1
Bo$ seeers are i!0ite" $ac after they ha0e passe" the first i!itial i!ter0iew& Mi""le or
se!ior 1a!age1e!t ge!erally co!"%cts the seco!" i!ter0iew# together or separately& More
i!-"epth 5%estio!s are ase" to the ca!"i"ate a!" the e1ployer e4pects a greater le0el of
preparatio! o! the part of the ca!"i"ates&
RECRUITMENT AND SELECTION 7*
"ac:groun) Information1
IN>OS'S re5%ests !a1es# a""resses# a!" telepho!e !%1$ers of refere!ces for the
p%rpose of 0erifyi!g i!for1atio! a!" perhaps# gai!i!g a""itio!al $acgro%!" i!for1atio!
o! a! applica!t&
Refere!ces are !ot %s%ally chece" %!til a! applica!t has s%ccessf%lly reache" the fo%rth
stage of a se5%e!tial selectio! process&
9re0io%s e1ployers are prefera$le $eca%se they are alrea"y aware of the applica!tEs
perfor1a!ce&
It !or1ally sees letters of refere!ce or telepho!e refere!ces& The latter is a"0a!tageo%s
$eca%se of its acc%racy a!" low cost&
P0ysical E.amination1
After the selectio! "ecisio! a!" $efore the jo$ offer is 1a"e# the ca!"i"ate is re5%ire" to
%!"ergo a physical fit!ess test& A jo$ offer is# ofte!# "epe!"s %po! the ca!"i"ate $ei!g
"eclare" fit after the physical e4a1i!atio!& The res%lts of the 1e"ical fit!ess test are
recor"e" i! a state1e!t a!" are preser0e" i! the perso!!el recor"s&
%inal Em'loyment )ecision1
It is a fi!al step& I! this step co1pa!y 1aes a 0ery i1porta!t "ecisio!&
After all these processes follow %p is "o!e i&e&# the selecte" perso! is i!"%ce" a!" place"
at the right jo$& Trai!i!g is pro0i"e" o! reg%lar $asis that is 1o!thly# 5%arterly& These
trai!ers ha0e the e4perie!ce of a$o%t 18-*+ yrs& I! o!e $atch there are :+ e1ployees who
are se!t to (a!galore for trai!i!g&
?-= A''roac0 to Selection1
Et0nocentric Selection1
I! this approach# staffi!g "ecisio!s are 1a"e at the orga!iCatio!Es hea"5%arters&
S%$si"iaries ha0e li1ite" a%to!o1y# a!" the e1ployees fro1 the hea"5%arters at ho1e
a!" a$roa" fill ey jo$s&
RECRUITMENT AND SELECTION 76
@- Recruitment an) Selection Proce)ure at LearningMate
@-7 A*out Learning Mate
Lear!i!gMate Sol%tio!s 9ri0ate Li1ite" is o!e of the fastest growi!g eLear!i!g
Co1pa!ies i! I!"ia& Lear!i!gMate is a pro0i"er of e!"-to-e!" eLear!i!g ser0ices a!"
sol%tio!s "esig!e" to 1eet specific $%si!ess !ee"s& The ra!ge of ser0ices 0aries fro1
e!terprise-wi"e eLear!i!g i!itiati0es to creati!g c%sto1 co!te!t $ase" o! cost-effecti0e
alter!ati0es of "eli0ery& Lear!i!gMate has stro!g Ma!age1e!t Tea1 to ha!"le its
"e0elop1e!t ce!ter i! M%1$ai# US# UG# a!" Ca!a"a& As a! eLear!i!g a!" software
sol%tio!s co1pa!y# Lear!i!gMate part!ers with p%$lishers a!" trai!i!g co1pa!ies o!
co!cept%aliCatio!# "esig!# "e0elop1e!t a!" i1ple1e!tatio! of !ew 1e"ia a!"
tech!ology sol%tio!s for the <igher E"%catio! H Co!ti!%i!g E"%catio! 1arets&
Lear!i!gMate has co1pete!cies a!" i!tellect%al property i! the areas of co!te!t-
"e0elop1e!t# sta!"ar"s-$ase" lear!i!g tech!ologies# lear!er s%pport syste1s H co!te!t
architect%res&
Lear!i!gMate is a cross-$or"er e-Lear!i!g ser0ices co1pa!y that is foc%se" o!
i"e!tifyi!g# creati!g a!" "eli0eri!g rele0a!t# i!str%ctio!ally so%!"# e!gagi!g co!te!t to
lear!ers %si!g i!ter!et tech!ologies& Lear!i!gMatePs clie!ts i!cl%"e schools# colleges#
%!i0ersities# p%$lishers# N/OPs a!" corporatio!s aro%!" the worl"& The fir1 has
co1pete!cies a!" ow!s i!tellect%al property i! the areas of strategy co!s%lti!g# co!te!t-
"e0elop1e!t# assess1e!t# co!te!t architect%re a!" perfor1a!ce s%pport& The fir1Ps
pri!cipals ha0e a history of co!tri$%tio!s to e-Lear!i!g i!itiati0es aro%!" the worl" a!"
they $ri!g this e4perie!ce to $ear i! e0ery o!e of their clie!t e!gage1e!ts&
Lear!i!gMatePs pri1ary "e0elop1e!t facilities are i! M%1$ai a!" (a!galore# the 1e"ia
a!" tech!ology ce!ters of I!"ia& I! a""itio! the fir1 le0erages a glo$al $ase of associates
a!" part!ers who are highly respecte" thi!ers i! lear!i!g strategy# cha!ge 1a!age1e!t#
i!str%ctio!al "esig!# perfor1a!ce s%pport a!" lear!i!g tech!ology# to create rele0a!t#
local e-Lear!i!g sol%tio!s tailore" to the specific !ee"s a!" geographies of its clie!ts&
Lear!i!gMate is a pre-"o1i!a!tly e4port orie!te" co1pa!y which ser0ices /lo$al clie!ts
I 1ost of which are $illio! "ollar pl%s clie!ts or i! the >ort%!e Category&
>ro1 "e0elopi!g highly effecti0e Lear!i!g Sol%tio!s to ac5%iri!g i!tellect%al capital to
clie!t associatio!s a!" tech-part!ers# they hol" o!e pri!ciple high o0er all others? 5%ality
o0er 5%a!tity& Their e4celle!t trac recor" sta!"s testa1e!t to this# lea" i! the right
"irectio! $y a stro!g 1a!age1e!t tea1 a!" e!co%ragi!g clie!ts& A PpeopleP co1pa!y#
a1$itio!# perse0era!ce a!" challe!ges r%! a$%CC as they are co11itte" to "eli0eri!g the
$est&
RECRUITMENT AND SELECTION 77
@-8 S!UR+ES !N MAN P!$ER SUPPL3
INTERNAL1
Lear!i!gMate %ses i!ter!al so%rces for recr%it1e!t $%t o! a li1ite" $asis otherwise
!or1ally it %ses e4ter!al so%rces e4te!si0ely for its recr%it1e!t p%rposes& Let %s ha0e a
loo at the i!ter!al so%rces i! "etail&
TYPES O* INTERNA SOURCES:
o Present em'loyees1
This so%rce is !or1ally the first choice a1o!g the i!ter!al so%rces a!" Lear!i!g Mate is
!o "iffere!t& This so%rce i1plies filli!g %p the positio! fro1 a1o!g the prese!t
e1ployees $y way of pro1otio!s a!" tra!sfers&
o Em'loyee referrals1
This is $e a 0ery goo" so%rce of i!ter!al recr%it1e!t& E1ployees ca! "e0elop goo"
prospects for their fa1ilies a!" frie!"s $y ac5%ai!ti!g the1 with the a"0a!tages of a jo$
with the co1pa!y# f%r!ishi!g car"s of i!tro"%ctio!# a!" e0e! e!co%ragi!g the1 to apply&
o Referral Sc0eme / "u))y Sc0eme1
At Lear!i!g Mate e1ployee referral is pop%larly !ow! as# DReferral Sche1e - (%""y
Sche1eE&
The o$jecti0e of Referral Sche1e is to lay g%i"eli!es for effecti0e a!" s1ooth
f%!ctio!i!g of the e1ployee referral progra1& It helps i! attracti!g tale!t thro%gh
referrals fro1 e1ployees for f%lfilli!g the 0aca!tFa""itio!al positio!s i! the co1pa!y&
E1ployees fro1 all gro%ps e4cept fro1 <%1a! Reso%rces a!" se!ior 1a!age1e!t are
eligi$le to refer their frie!"s F e4-colleag%es F refere!ces F relati0es for 0aca!cies I $oth
c%rre!t a!" f%t%re i! the orga!iCatio!&
Pro$edure:
The <%1a! Reso%rces gro%p shall i!for1 all e1ployees thro%gh i!tra!et F root e1ail F
!otice $oar" a$o%t the e4isti!g 0aca!cies fro1 ti1e to ti1e&
E1ployees !ee" to 1ae refere!ces o!ly o! e-1ail of s%ita$le ca!"i"ates f%lfilli!g the
re5%ire1e!ts as i!"icate" to $%""ySlear!i!g1ate&co1
The <R gro%p shall process the sai" applicatio! for the re5%ire1e!ts as per the
recr%it1e!t policy& If the referre" ca!"i"ate is fo%!" s%ita$le a!" selecte" i! i!ter0iews#
a! offer 1atchi!g with the 5%alificatio! a!" e4perie!ce will $e 1a"e to the ca!"i"ate&
RECRUITMENT AND SELECTION 78
The (%""y Referral Rewar" is pai" to the e1ployee 6 1o!ths after the referral joi!s the
orga!iCatio!& <owe0er# i! case the referral or the e1ployee co!cer!e" is separate" fro1
the ser0ices of the orga!iCatio! $efore the co1pletio! of 6 1o!ths# !o referral pay1e!t
shall $e 1a"e to the e1ployee&
The e1ployee co!cer!e" who 1aes the refere!ce shall $e rewar"e" with the followi!g?
+ategory ReDar) (in INR&
(etwee! 1-6 years rele0a!t e4perie!ce 1+#+++F-
More tha! 6 years rele0a!t e4perie!ce 18#+++F-
9roject Ma!ager a!" a$o0e positio!s *8#+++F-
No rewar" shall $e paya$le for refere!ces of ca!"i"ates that ha0e less tha! 1 year of
rele0a!t e4perie!ce a!" co!tract recr%it1e!t&
o Pre(ious a''licants1
Altho%gh !ot tr%ly a! i!ter!al so%rce# those who ha0e pre0io%sly applie" for jo$s ca! $e
co!tacte" $y 1ail# a 5%ic a!" i!e4pe!si0e way to fill a! %!e4pecte" ope!i!g& This is
possi$le at Lear!i!g Mate thro%gh a 1aster "ata$ase that the co1pa!y 1ai!tai!s
co!tai!i!g the "etails of all the pre0io%s applica!ts for the 0ario%s 0aca!t posts&
E5TERNAL1
Lear!i!gMate is a s1all $%t a fast growi!g co1pa!y with e1ployee stre!gth of j%st a$o%t
*=, a!" a 1o"est t%r!o0er of17+ 1illio! r%pees i! the year *++8-+:& Its recr%it1e!t
targets are also pretty low at j%st 18+T for the year *++=& Owi!g to the fi!a!cial
co!strai!ts a!" li1ite" recr%it1e!t targets it has to select the so%rces caref%lly eepi!g
the cost factor i! 1i!"
(arri!g the !o1i!al %se of the i!ter!al so%rces the re1ai!"er of the recr%iti!g is "o!e
thro%gh the e4ter!al so%rces which i!cl%"es#
o Appro0e" Recr%it1e!t Co!s%lta!ts a!" S%$ I co!tractors
o 9ri!t Me"ia - A"0ertise1e!ts
o O%tstatio! recr%it1e!t
o Ae$sites I s%$scri$e" a!" %!s%$scri$e"
o Aal-i!s
o Recr%it1e!t co!s%lta!ts a!" S%$ I co!tractors?
Lear!i!gMate !or1ally %ses these so%rces to "e0elop the re5%ire" pool of
ca!"i"ates a!" also to achie0e specialist help i! its recr%it1e!t process& S%$ I
co!tractors are !or1ally %se" i! case of te1porary re5%ire1e!ts "%e to
%!e4pecte" e0e!ts or so1e e1erge!cy sit%atio!s&
RECRUITMENT AND SELECTION 7:
o Print Me)ia > A)(ertisements1
Lear!i!gMate a"0ertises 1ostly thro%gh !ewspaper a!" !ot so 1%ch $y way of
1agaCi!es& The !ewspapers they !or1ally a"0ertise i! are
o Ti1es-Asce!t
o <i!"%sta! ti1es
o DNA
o !utstation recruitment1
O%tstatio! recr%it1e!ts are co!"%cte" $y Lear!i!gMate $y calli!g the ca!"i"ates to their
office a!" tai!g the re5%ire" tests a!" i!ter0iews as per a process which is e4plai!e"
later i! the project&
T0e reim*ursements ma)e to t0em are as folloDs1
AB Rei+Aur#e+ent of Eoining re-ated Tra0e- *are:
>or ca!"i"ates recr%ite" at all le0els I class AFC trai! OR flight fare to $e co!si"ere" o!
case-to-case $asis& The sa1e !ee"s to $e appro0e" $y the (<&
Either Lear!i!g Mate a"1i!istratio! "oses the $ooi!g OR e1ployee ca! 1ae hisFher
ow! arra!ge1e!ts for p%rchase of ticets&
FB Rei+Aur#e+ent of E2"en#e# to=ard# +o0e+ent of hou#eho-d good#:
>or ca!"i"ates recr%ite" at all le0els# rei1$%rse1e!t of e4pe!ses towar"s 1o0e1e!t of
ho%sehol" goo"s to $e co!si"ere" o! case-to-case $asis& The sa1e !ee"s to $e appro0e"
$y the (<&
E1ployee !ee"s to s%$1it three 5%otatio!s fro1 three "iffere!t tra!sporters to
A"1i!istratio! "epart1e!t OR e1ployeeEs !ee"s to arra!ge tra!sporter o! their ow!#
$ase" o! appro0e" a1o%!t $y (<&
OR (%si!ess <ea" !ee"s to appro0e specific relocatio! a1o%!t to 1o0e ho%sehol"
goo"s&
O! joi!i!g# e1ployee !ee"s to fill i! the rei1$%rse1e!t 0o%cher )a0aila$le with
Acco%!ts Depart1e!t. a!" e!close the ticets i! origi!al# a!" tae appro0al of
Depart1e!t <ea" $efore s%$1itti!g to Acco%!ts&
E1ployees are re5%ire" to s%$1it s%ch clai1s withi! 1+ "ays fro1 the "ate of joi!i!g to
the Acco%!ts Depart1e!t i! the prescri$e" for1at a0aila$le with the Acco%!ts
Depart1e!t&
RECRUITMENT AND SELECTION 7=
CB 'ote- H Gue#t 'ou#e A$$o++odation:
All o%tstatio! e1ployees will $e co!si"ere" for a 1a4i1%1 of 1+ "ays <otel F /%est
acco11o"atio!& <owe0er# they are e4pecte" to 1ae their ow! arra!ge1e!ts after
1e!tio!e" "%ratio! a!" Lear!i!gMate A"1i!istratio! will pro0i"e !ecessary assista!ce
o! lease acco11o"atio!&
Ahere0er <otel acco11o"atio! is pro0i"e"# roo1 re!t o!ly will $e "irectly $ille" to the
co1pa!y& E4tra foo" F la%!"ry )which are applica$le i! hotel pacage. relate" $ills will
$e $or!e $y the e1ployees&
o $e*sites1
Lear!i!gMate %ses a 0ariety of s%$scri$e" a!" %!s%$scri$e" we$sites to create a pool of
a 0ariety of ca!"i"ates for 0ario%s posts& <ere are the e4a1ples of few s%ch we$sites
o www&1osteri!"ia&co1
o www&!a%ri&co1
o www&jo$sahea"&co1
o www&lear!i!g1ate&co1
o $al:/ins1
This is the 1ost co11o! a!" least e4pe!si0e approach for ca!"i"ates is "irect
applicatio!s# i! which jo$ seeers s%$1it %!solicite" applicatio! letters or res%1es&
Direct applicatio!s pro0i"e a pool of pote!tial e1ployees to 1eet f%t%re !ee"s& This also
is o!e of the so%rces which Lear!i!gMate %ses for its recr%it1e!t p%rposes&
RECRUITMENT AND SELECTION 7,
@-< T2E SELE+TI!N PR!+ESS !% LEARNINMATE:
7- INITIAL S+REENIN
After recei0i!g the profiles of ca!"i"ates thro%gh the so%rces as liste" a$o0e# the
1atchi!g profiles as per the specificatio!s are ge!erate" $y the Recr%it1e!t Cell& These
profiles are the! forwar"e" to the co!cer!e" (< F >< F S< F Re5%isitor for f%rther short-
listi!g&
8- +!MPLETI!N !% APPLI+ATI!N %!RMS1
<ere the eligi$le ca!"i"ates are 1a"e to fill i! the applicatio! for1s wherei! the
co1pa!y ca! co1e to !ow ca!"i"ates sills# $acgro%!"# past recor"s# e"%catio!#
acti0ities# health# perso!al "etails# la!g%ages he !ows# wor e4perie!ce# etc&
Applicatio! for1s are s%ch fra1e" that# they pro0i"e the !ecessary "etails to the
orga!isatio! witho%t affecti!g the se!ti1e!ts a!" feeli!gs of the ca!"i"ate&
<- EMPL!3MENT TESTS1
O!ce the applicatio! for1s are fille" tests are co!"%cte" which pro0i"es f%rther
i!for1atio! to the orga!isatio! a$o%t the ca!"i"ate a!" assists the1 i! selectio!&
The tests are !or1ally tech!ical c%1 aptit%"e tests I The short-liste" ca!"i"ates are
a"1i!istere" with these tests& The ca!"i"ates who pass the test are the! i!ter0iewe" for
the tech!ical fit1e!t& The tests are 1a!"atory for all the ca!"i"ates who ha0e less tha! 6
years of total wori!g e4perie!ce&
=- INTER6IE$S1
Te$hni$a- inter0ie= I Ca!"i"ates who pass the test are 1a"e to appear for a tech!ical
i!ter0iew i! which their tech!ical co1pete!ce is e0al%ate" for the re5%ire1e!t a!" is
capt%re" $y the Tech!ical i!ter0iewer i! the I!ter0iew >ee"$ac >or1& Their sill fit1e!t
is "o!e a!" s%ita$ility to the project co!cer!e" is esta$lishe" thro%gh the i!ter0iew& It is
1a!"atory that a! i!ter0iewer at least 1 le0el se!ior tha! the positio! for which the
i!ter0iew is $ei!g "o!e co!"%cts the tech!ical i!ter0iew& Recr%it1e!t cell sho%l" e!s%re
that the i!ter0iewer is !ot relate" to the ca!"i"ate& Sill <ea" or co!cer!e" 1a!ager will
ha0e fi!al a%thority to select ca!"i"ates )%p to Tea1 Lea"er F Specialists le0el.& The short
liste" ca!"i"ates will $e forwar"e" to <R i!ter0iew as f%rther selectio! process&
Fu#ine## 'ead Inter0ie= I (%si!ess <ea" will e0al%ate F i!ter0iew 9roject Ma!agers
a!" a$o0e positio!s& The short liste" ca!"i"ates will $e forwar"e" to <R i!ter0iew as
f%rther selectio! process&
'R inter0ie= I If short liste" i! tech!ical i!ter0iew# the ca!"i"ate the! appears for a! <R
i!ter0iew# where his fit1e!t to the orga!iCatio! c%lt%re# perso!ality# co11%!icatio!
sills# 0erificatio! of his cre"e!tials# salary "raw! a!" e4pectatio!s are recor"e"& After
RECRUITMENT AND SELECTION 7;
the i!ter0iew is "o!e# if the ca!"i"ate is selecte"# the! a salary c%1 "esig!atio! fit1e!t is
"o!e o! the $asis of co1para$le "ata of the e1ployees i! the orga!iCatio!&
(esi"es these there are also so1e other i!ter0iew that are co!"%cte" $y Lear!i!gMate&
They are?
o Depth i!ter0iew
o Stress i!ter0iew
o 9a!el i!ter0iew
?- RE%EREN+E +2E+4S
The refere!ce chec for ca!"i"ates )9roject Ma!ager a!" a$o0e. is "o!e si1%lta!eo%sly
with e4te!"i!g the offer& The Recr%it1e!t cell co!"%cts a for1al F i!for1al refere!ce
chec with the ca!"i"ateEs referrals# which the! for1s a part of the ca!"i"ateEs profile
a!" assess1e!t&
@- !%%ER AN# NE!TIATI!N
A for1al offer of e1ploy1e!t is e4te!"e" to the fi!ally selecte" ca!"i"ates&
G- %!LL!$/UP AN# F!ININ
The Recr%it1e!t Cell "oes a follow %p with the ca!"i"ate who is e4te!"e" a! offer to
e!s%re ca!"i"ate is joi!i!g withi! the stip%late" ti1e&
RECRUITMENT AND SELECTION 8+
RECRUITMENT AND SELECTION
+!N+LUSI!N
The h%1a! ele1e!t of orga!iCatio! is the 1ost cr%cial asset of a! orga!iCatio!& Tai!g a
closer perspecti0e -it is the 0ery 5%ality of this asset that sets a! orga!iCatio! apart fro1
the others# the 0ery ele1e!t that $ri!gs the orga!iCatio!Es 0isio! i!to fr%itio!&
Th%s# o!e ca! grasp the strategic i1plicatio!s that the 1a!power of a! orga!iCatio! has
i! shapi!g the fort%!es of a! orga!iCatio!& This is where the co1ple1e!tary roles of
Recr%it1e!t a!" Selectio! co1e i!& The role of these aspects i! the co!te1porary
orga!iCatio! is a s%$ject o! which the e4perts ha0e po!"ere"# "eli$erate" a!" st%"ie"#
co!si"eri!g the 0ital role that they o$0io%sly play&
The esse!ce of recr%it1e!t ca! $e s%11e" %p as Dthe philosophy of attracti!g as 1a!y
applica!ts as possi$le for gi0e! jo$sE& The face 0al%e of this "efi!itio! is what g%i"e"
recr%it1e!t acti0ities i! the past& These "ays# howe0er# the e1phasis is o! alig!i!g the
orga!iCatio!Es o$jecti0es with that of the i!"i0i"%alEs& (y 1ai!g this a priority# a!
orga!iCatio! safeg%ar"s its i!terests a!" sta!"i!g& After all# a satisfie" worforce is a
sta$le worforce which also e!s%res that a! orga!iCatio! has cre"i$le a!" relia$le
perfor1a!ce& I!a $i" to %!"erscore this s%$tle poi!t# the project e4a1i!es the 0ario%s
processes a!" !%a!ces o!e of the 1ost critical acti0ities of a! orga!iCatio!&
The e!" res%lt of the recr%it1e!t process is esse!tially a pool of applica!ts& Ne4t to
recr%it1e!t# the logical step i! the <R process is the selectio! of 5%alifie" a!"
co1pete!t people& As s%ch# this process co!ce!trates o! "iffere!tiati!g $etwee!
applica!ts i! or"er to i"e!tify I a!" hire- those i!"i0i"%als whose a$ilities are co!siste!t
with the orga!iCatio!Es re5%ire1e!ts&
The rea"er will "o well to !ote that the tra!sitio! $etwee! the * acti0ities is !ot
stri!ge!t& The * acti0ities $asically ha0e o!e ai1- to yiel" a perfect e1ployee for the
orga!iCatio!&
Nor are these acti0ities typecast& E0ery orga!iCatio! tailors the processes eepi!g i!
1i!" the !at%re of the orga!iCatio!# its !ee"s a!" co!strai!ts&
I! this project# we e4a1i!e this a!gle thro%gh the case st%"ies of * co1pa!ies# i!0ol0e"
i! the sa1e sector $%t esse!tially "iffere!t i! their perceptio!s towar"s recr%it1e!t a!"
selectio!& A!" $oth see1 to ha0e $e!efite" fro1 their tae o! the * processes&
I! the e!"# this project e!"ea0ors to prese!t a co1prehe!si0e pict%re of Recr%it1e!t a!"
Selectio! a!" hopes to e!a$le the rea"er to appreciate the 0ario%s i!tricacies i!0ol0e"&
T'(MS
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RECRUITMENT AND SELECTION
RE%EREN+ES1
G Ashwathappa# )1;;=. <%1a! Reso%rce a!" 9erso!!el Ma!age1e!t# Tata Mc/raw-
<ill 161-1=:
Chris D%es# )*++1. Recr%iti!g the Right Staff
Boh! M& I0a!ce0ich# <%1a! Reso%rce Ma!age1e!t# Tata Mc/raw- <ill# *++7
Ste0e G!eela!"# )1;;;. <iri!g 9eople# "isco0er a! effecti0e i!ter0iewi!g syste1K a0oi"
hiri!g the wro!g perso!# recr%it o%tsta!"i!g perfor1ers
Sto!e# <arol" C a!" Ge!"ell# A&E Effecti0e 9erso!!el Selectio! 9roce"%res# 1;8:
"I"LI!RAP23
NE3S PAPERS:
o TIMES O> INDIA
o T<E ECONOMIC TIMES
MAGAIINES:
o (USINESS AORLD
o (USINESS TODA'
o INDIA TODA'
PERIODICAS AND REPORTS:
o (USINESS INDIA# A9RIL- MA'# *++:
o INDIA TODA'# MARC<# *++:
$E"1
www&google&co1
www&soople&co1
www&i!fosys&co1
T'(MS
8*
RECRUITMENT AND SELECTION
www&lear!i!g1ate&co1
T'(MS
86