EXECUTIVE SUMMARY

Toda y, i n e ve r y or ga ni s a ti on pe r s onnel pl a nni ng a s an a ct i vi t y i s ne c e ss a r y. It

i s a n im por t a nt par t of an or ga ni s at i on. Hum a n Re s our c e Pl a nni ng is a vit a l

i ngre di e nt f or the suc c e s s of t he or ga ni s a ti on in the long run. The r e a r e c e rt a i n wa ys

t hat ar e to be f ol l owe d by e ver y or ga ni s at i on, whi c h e ns ure s tha t i t ha s r ight num ber

a nd ki nd of pe opl e , a t t he ri ght pl a ce a nd r ight ti me , s o t hat or ga ni s at i on c a n ac hi e ve

i ts pl a nne d obj e ct i ve.

The obj e c ti ve s of Huma n Re s ourc e De par t me nt ar e Hum a n Re s our c e Pl a nni ng,

Re c r uit m e nt and Se le c ti on, Tr a i ni ng a nd De ve l opm e nt, Ca re e r pl a nni ng, Tr a ns fe r and

Pr om ot i on, Ri s k M a na ge m e nt , Pe r f or m a nc e Appr a is a l a nd so on. Ea c h obj e ct i ve

ne e ds s pe ci a l a tt e nti on a nd pr oper pl a nni ng a nd im pl e m e nt a ti on.

For eve r y or ga nis a ti on it is i m por t a nt to ha ve a r i ght per s on on a r i ght job.

Re c r uit m e nt and Se le c ti on pl a ys a vit a l r ol e in thi s s it ua ti on. Shor ta ge of s ki l ls a nd

t he us e of ne w t e c hnol ogy ar e put ti ng c ons i der a bl e pr e ss ur e on how em pl oyer s go

a bout Re c r ui t i ng a nd Se l e ct i ng s t af f. It is re c omm e nde d t o c a rr y out a s tr a t e gi c

a na l ys i s of Re c r uit m e nt a nd Se l ec t i on pr oce dur e.

W it h re f er e nc e t o thi s c ont e xt, thi s pr oje c t i s be e n pr e par e d to put a l ight on

Re c r uit m e nt and Se le c ti on pr oc e s s. This pr oj e ct i nc l ude s M e a ni ng a nd De f i ni ti on of

Re c r uit m e nt and Se le c ti on, Ne e d a nd Pur pos e of Re c r uit m e nt , Eva l uat i on of

Re c r uit m e nt Pr oc e s s, Re cr ui tm e nt Ti ps. Sourc e s of Re cr ui tm e nt t hr ough whi c h a n

Or ga ni sa t i on ge ts s ui t a bl e appl ic a ti on. Sc i e nt i fi c Re cr uit m e nt a nd Se l e ct i on, whi c h

a n Or ga ni s at i on s houl d f oll ow f or , r i ght ma npowe r . J ob Ana l ys i s, whic h gi ve s an

i de a a bout t he re qui re m e nt of t he j ob. Ne xt is Sel e c ti on pr oc e s s, whi c h i ncl ude s

s t e ps of Se le c ti on, Type s of Te st , Type s of I nt e r vi e w, Com m on I nt er vi e w

RECRUITMENT AND SELECTION 1

Pr obl em s a nd the ir Sol ut i ons. Appr oac he s to Sel e c ti on, Sc i e nt if i c\ Sel e c ti on Poli c y,

Se l e ct i on i n I ndia a nd pr obl e m s.

Re c r uit m e nt and Se le c ti on ar e si m ul t a ne ous pr oc e s s a nd ar e inc om pl e te

wi t hout e ac h ot he r . The y ar e i m por t a nt c om pone nts of t he or ga ni s at i on a nd ar e

di ff e r e nt fr om e a c h ot he r . Si nc e a ll the a s pe ct ne e ds pra c ti c a l e xam pl e a nd

e xpl a na t i on t hi s pr oj ec t inc l ude s Re cr ui tm e nt a nd s e le c ti on Pr oce s s of Inf os ys. And

a pr a c ti c al c as e st udy. I t al s o cont ai ns a ddr e s s es of va ri ous and top pla c e me nt

c ons ult a nts a nd t he pri c e li s t of a dve rt i se m e nt s in the ma ga zi ne .

RECRUITMENT AND SELECTION 2

I NTRO DU CTI O N

Re c r uit m e nt and Se le c ti on

Re c r uit m e nt and s el e ct i on ar e t wo of t he m os t i m por t a nt func ti ons of

pe r s onne l ma na gem e nt. Re cr uit m e nt pre c e de s s e le c ti on a nd he l ps i n s el e c ti ng a ri ght

c a ndi da t e.

Re c r uit m e nt is a pr oc e s s t o di s c over the sour c e s of m a npowe r t o m ee t the

r e qui r em e nt of the s t af f i ng s c he dul e and to em pl oy e f fe c ti ve me a s ure s for at tr a ct i ng

t hat ma npowe r in a de qua t e num ber s to fa c il it a t e e ff e ct i ve s e le c ti on of e ff i ci e nt

pe r s onne l .

St a ff i ng i s one ba s i c f unct i on of m a na gem e nt. All ma na ger s ha ve

r e s pons i bil it y of s ta f fi ng func ti on by s e le c ti ng t he c hi e f e xe c ut i ve a nd eve n the

f ore m e n a nd s upe r vis or s ha ve a st a f fi ng re s ponsi bi li t y whe n t he y s el e ct the ra nk a nd

f il e wor ke r s. Howe ve r , t he per s onne l m a na ge r a nd hi s per s onnel de par tm e nt i s

m ai nl y c onc e r ne d wit h t he st a ff i ng func ti on.

Eve r y or ga nis a ti on ne e ds to l ook a ft e r r ec r uit m e nt a nd s el e c ti on in the init i al

pe ri od a nd t her e a ft e r a s a nd whe n a ddit i onal ma npowe r is re quir e d due t o e xpa nsi on

a nd de ve l opm e nt of bus i ne ss a ct i vi t ie s .

‘Right person for the right job’ is the basic principle in recruitment and selection. Ever

organisation should give attention to the selection of its manpower, especially its managers. The operative

manpower is equally important and essential for the orderly working of an enterprise. Every business

organisation/unit needs manpower for carrying different business activities smoothly and efficiently and

for this recruitment and selection of suitable candidates are essential. Human resource management in an

organisation will not be possible if unsuitable persons are selected and employment in a business unit.

RECRUITMENT AND SELECTION

1. 1 M EANI NG :

RECRUI TM E NT

Re c r uit m e nt me a ns t o e s ti m at e t he a va il a ble va ca nc i e s a nd t o m a ke s uit a ble

a rr a nge m e nt s f or t hei r s e l ec t i on a nd a ppoi nt m e nt . Re c r uit m e nt is unde r s t ood a s t he

pr oc es s of s ea r c hi ng f or a nd obt ai ni ng a ppli c a nts f or the jobs , f rom a m ong whom the

r i ght pe opl e c a n be s el e ct e d.

A f orm a l de fi nit i on s t at e s, “I t i s t he pr oc es s of fi ndi ng a nd at tr a c ti ng

c a pa bl e a ppl i ca nt s f or t he e mpl oyme nt . The pr oc e s s be gi ns whe n ne w r e cr uit s ar e

s ought a nd ends whe n t hei r appl ic a nt s a r e s ubm i tt e d. The re s ul t is a pool of

a ppli c a nts fr om whi c h ne w e m pl oye e s a r e s el e c t e d” . I n thi s, the a va il a bl e va c a nc i e s

a r e gi ve n wi de publ ic i t y a nd s uit a bl e c a ndi da t es ar e e nc our a ge d t o s ubmi t

a ppli c a ti ons s o as t o ha ve a pool of el i gi bl e c a ndi da t e s f or s ci e nti fi c se l e ct i on.

I n r e cr ui tm e nt, inf orm a ti on is col le c t e d f rom int er e st e d ca ndi dat e s . For t his

di ff e r e nt sour c e s uc h a s ne ws pa pe r adve rt i s em e nt, em pl oym e nt e xc ha nges , i nte r nal

pr om ot i on, et c a r e us e d.

I n t he r e cr ui tm e nt, a pool of e li gi bl e and i nt e re s t e d c a ndi da t e s i s cr e a t e d f or

s e le c ti on of m os t sui ta bl e c a ndi da t e s. Re cr uit m e nt re pr e s e nt s the f ir s t c ont ac t t hat a

c om pa ny m ake s wit h pot e nti a l e m pl oye e s

RECRUITMENT AND SELECTION 3

De f i nit i on:

Ac c or di ng t o EDW I N FLI PPO, ”Re c r uit me nt i s t he pr oc e ss of s e arc hi ng f or

pr os pe ct i ve e mpl oye e s and s ti mul ati ng the m t o appl y f or j obs i n t he or gani z ati on. ”

1. 2 NEED FO R REC RUI TM E NT:

The nee d f or re c r ui t me nt m a y be due t o t he f ol l owi ng r e a s ons / si t uat i on:

a ) Va c a nci e s due to pr om oti ons, tr a ns fe r , r et ir e m e nt , t er mi na ti on, pe r ma ne nt

di s a bi li t y, de at h and la bour tur nover .

b) Cr e at i on of ne w va c a nci e s due to the gr owt h, e xpa nsi on a nd di ver s if i c at i on of

bus i nes s ac t i vi ti e s of an e nt e r pri s e. In a ddi t i on, ne w va c a nci e s a r e pos si bl e due to

j ob s pe ci f i ca t i on.

Pur pos e a nd im por t a nc e of Re c r ui t me nt :

1. De te r mi ne the pr e s e nt a nd f ut ur e r e qui r e me nt s of t he or ga ni z a ti on on c onj unct i on

wi t h i ts per s onne l- pl a nni ng a nd j ob a nal ys i s a ct i vit i es .

2. I ncr e a s e t he pool of j ob ca ndi dat e s a t m ini m um c os t.

3. He l p i ncr e a s e t he s ucc e s s r a te of t he s el e ct i on pr oc e s s by re duci ng t he num be r of

vi si bl y unde r qua li f ie d or ove r qua l if i e d j ob a ppli c a nts .

4. He l p r e duc e the pr oba bil i t y t ha t job appl ic a nt s, once re c r ui t e d a nd se l e ct e d, wi ll

l e a ve the or ga ni z at i on onl y a ft e r a s hor t pe ri od of t im e.

5. M e et the or ga ni z at i on’ s le ga l a nd s oc ia l obl i gat i ons r e ga r di ng t he c om pos it i on of

i ts wor k f or ce .

RECRUITMENT AND SELECTION 4

6. Be gi n ide nti f yi ng a nd pr e par i ng pot e nt i al job a ppl i c a nt s who wi l l be a ppr opri a te

c a ndi da t e s.

7. I ncr e a s e or ga ni z a ti ona l a nd i ndi vi dua l e ff e c ti ve ne ss i n t he s hor t te rm a nd l ong

t er m.

8. Eva l uat e the ef f ec t i ve ne s s of va r i ous re c r uit i ng t ec hni que s a nd sour c e s f or al l

t ype s of j ob a ppli c a nts .

Re c r uit m e nt is a posi ti ve func ti on i n whi c h publ ic i t y i s gi ve n to t he jobs

a va il a ble in t he or ga ni z at i on a nd int er e s te d c a ndi da te s ar e enc our a ge d t o s ubmi t

a ppli c a ti ons f or t he pur pos e of s el e c ti on.

Re c r uit m e nt re pr es e nt s t he f ir st c ont a c t t hat a c om pa ny ma ke s wi t h pot e nt i al

e m pl oye e s. It is t hr ough r e cr uit m e nt tha t m a ny i ndi vi dual s wil l c om e t o know a

c om pa ny, and e ve nt ua ll y de c i de d whe t he r t he y wi s h t o wor k f or it . A we ll - pla nne d

a nd wel l - ma na ge d r e cr uit i ng ef f or t wi l l r es ul t i n hi gh qua li t y a ppli c a nts , whe r e a s, a

ha pha z ar d a nd pi ec e m ea l ef f or t s wi ll re s ult i n m edi oc re one s.

Uns c i e nti f ic Re c r uit m e nt and Se le c ti on:

Pr e vi ous l y, t he s el e ct i on of ca ndi dat e s wa s i nf l ue nce d by s upe r st it i ons, bel i ef s ,

pe r s ona l pr e j udi c e s of m a na ge r s l ooki ng a ft e r t he r ec r uit m e nt a nd s el e c ti on of the

s t af f.

The net re s ult of s uc h uns ci e nti f ic re c r ui t me nt and s el e ct i on a r e:

( a) Low pr oduct i vi t y of la bour

( b) Hi gh t ur nove r

( d)M or e a c c i de nt s a nd cor r es pondi ng los s t o t he or ga ni z a ti on

( e) I ne f fi c i e nt wor ki ng of t he whol e or ga ni z a ti on a nd f ina ll y

 RECRUITMENT AND SELECTION 5

( f) Ine f fe c ti ve e xe c uti ve of tr a i ni ng a nd m ana ge m e nt de ve l opm e nt pr ogr am s

Sc i e nt i fi c r e cr ui tm e nt a nd s e l ec t i on

The im port a nc e of s e le c ti on re c r uit m e nt and s el e ct i on of st a ff is now ac c e pte d

i n t he bus i nes s worl d. Se l e ct i on i s i mpor ta nt as it ha s it s i mpa ct on wor k

pe rf or m a nc e a nd e mpl oye e c ost . As r e s ul t s ci e nti f i c m et hods of re c r ui tm e nt a nd

s e le c ti on ar e e xt e nsi ve l y f or t he s el e c ti on of ma na ge rs a nd t he s uper vi s or y s ta f f. The

a s si s t a nc e of e xper t s s uc h a s indus tr i al ps yc hol ogis t a nd ma na gem e nt c ons ult a nts ar e

a l s o t ake n for the pur pos e of sc i e nt if i c s e le c ti on. As a re s ul t , t he obje c ti ve of “r i ght

m a n f or t he ri ght j ob” i s a c hi e ve d in ma ny or ga niz a ti ons . M or e ove r , “ ri ght j ob” i s

t he ba si c pr i nci pl e i n m a npowe r pr oc ur e m e nt .

1. 3 RECR UI TM E NT PRO CESS

Re c r uit m e nt re f er s to the pr oc e s s of i de nt i f yi ng and at t ra c ti ng j ob s e e ke r s s o

a s t o bui l d a pool of qual if i e d j ob a ppli c a nt s. The pr oce s s com pri s e s f ive int er r e la t e d

s t a ge s , vi z,

1. Pl a nni ng.

2. St r at e gy de ve l opm e nt.

3. Se a r c hi ng.

4. Sc r e e ni ng.

5. Eva l uat i on a nd c ont r ol .

The ide a l r ec r uit m e nt pr ogr a mm e i s t he one tha t a tt r ac t s a re l at i vel y la r ger

num ber of qual i fi e d appl ic a nt s who wi ll s ur vi ve t he s cr e e ni ng pr oc es s a nd a c ce pt

pos it i ons wi t h t he or ga ni s a ti on, whe n off e r e d. Re cr uit m e nt pr ogr a mm e s c a n mi ss the

i de al in ma ny wa ys i .e . by fa il i ng t o a tt r a ct a n a de quat e appl ic a nt pool, by under / ove r

RECRUITMENT AND SELECTION 6

s e ll i ng t he or ga ni s at i on or by i na de qua t e s c re e ni ng a ppli c a nts bef or e t he y e nt er the

s e le c ti on pr oc e s s. Thus, to a ppr oa c h the ide al , i ndi vi dua ls re s pons i bl e for t he

r e cr uit m e nt pr oc e s s m ust know how ma ny a nd wha t t ype s of e m pl oye e s a r e ne e de d,

whe r e and how to look f or the indi vi dua l s wi t h t he a ppr opr i at e qual if i c at i ons a nd

i nt e r e st s , wha t i nduc em e nt t o us e f or va ri ous type s of appl ic a nt s gr oups, how to

di st i ngui s h a ppl i ca nt s who a r e qua li fi e d fr om t hose who ha ve a r e as ona bl e c ha nc e of

s uc c es s a nd how t o e val ua t e t hei r wor k.

STAG E 1:

RECRUI TM E NT PLANNI NG:

The fi r st st a ge i n t he r e cr uit m e nt pr oc e s s i s pl a nni ng. Pl a nni ng i nvol ve s t he

t ra ns l at i on of l i ke l y job va c a nc ie s a nd i nf or ma t i on a bout t he nat ur e of t he s e j obs

i nt o s et of obj e c ti ve s or ta r get s t hat s pec i f y t he ( 1) Num ber s a nd ( 2) Type s of

a ppli c a nts to be c ont ac t e d.

Num be r s of c ont ac t :

Or ga ni za t i on, ne a r l y a l wa ys, pl a n t o at tr a ct m or e appl ic a nt s t ha n t he y wi ll hi r e.

Som e of thos e c ont ac t e d wi ll be uni nt e r e st e d, unqual i fi e d or bot h. Ea c h ti me a

r e cr uit m e nt Pr ogr a mm e is c ont e m pl a te d, one ta s k i s t o e s ti m at e the num be r of

a ppli c a nts ne ce s s a r y t o f il l a ll va c a nci e s wit h the qua l if i e d pe ople .

Type s of c ont act s :

I t i s ba si c al l y conc e r ne d wi t h t he t ype s of pe opl e to be i nf or me d a bout job ope ni ngs .

The type of pe opl e de pe nds on t he t as ks and re s pons i bi li t ie s invol ve d a nd the

qua li f ic a ti ons a nd e xper i e nce e xpec t e d. The s e det a il s ar e ava il a bl e t hr ough j ob

de s cr i pti on a nd j ob s pe ci fi c a ti on.

RECRUITMENT AND SELECTION 7

STAG E 2:

STRATE GY DEVELOPM E NT :

W he n i t i s e st im a t e d t hat wha t t ype s of re c r uit m e nt and how ma ny ar e

r e qui r e d t he n one ha s c onc e nt ra t e i n ( 1). Ma ke or Buy em pl oyee s . ( 2). Tec hnol ogic a l

s ophi st i ca t i on of r e cr uit m e nt a nd s el e c ti on de vi c e s. (3) . Ge ogr a phi c a l di st ri but i on of

l a bour ma r ket s c om pri s i ng j ob s e e ker s . ( 4). Sour c e s of re c r ui tm e nt. (5) . Se que nci ng

t he a ct i vit i es i n t he re c r uit m e nt pr oc e s s.

a ) ‘ M a ke ’ or ‘ Buy’ :

Or ga ni sa t i on m ust de c i de whe t he r t o hir e le ski ll e d em pl oye e s and inve s t on

t ra i ni ng a nd e duc at i on pr ogr am m e s, or the y ca n hi r e s kil l e d l a bour a nd pr ofe s s i ona l .

Es s e nti a ll y, t hi s is the ‘ m a ke ’ or ‘buy’ de c i si on. Or ga ni za t i ons , whi c h hi r e s kil l e d

a nd pr of e ss i onal s s ha l l ha ve t o pa y mor e f or t hes e em pl oyee s .

Te c hnol ogi c a l Sophi st i ca t i on:

The se c ond dec i si on i n s tr a te gy de vel opm e nt re l at e s t o t he m et hods us e d in

r e cr uit m e nt a nd s e le c ti on. Thi s de c i si on is ma i nl y infl ue nc e d by t he a vai l a bl e

t e c hnol ogy. The adve nt of com pute r s ha s ma de i t pos si bl e f or em pl oyer s to s ca n

na ti ona l a nd int er na ti ona l a ppli c a nt qual i fi c at i on. Al t hough im per s onal , c om put e r s

ha ve gi ve n e m pl oye r s a nd ob s e e ke r s a wi der sc ope of opt i ons i n t he i nit i al sc r e e ni ng

s t a ge .

b) W he re t o l ook:

I n or de r t o r e duce the c os t s, or ga ni s at i ons l ook i n t o l a bour ma r ket s mos t

l ike l y t o of f er the re quir e d job s ee ke r s. Ge ner a ll y, c om pa ni e s l ook in to the na t i ona l

m ar ke t f or m a na ge ri a l a nd pr of e s si ona l e mpl oye e s, re gi ona l or loc a l m ar ke ts f or

t e c hni c al em pl oye es a nd l oca l ma r ke t s f or t he c le r ic a l a nd bl ue - c ol l ar em pl oyee s .

RECRUITMENT AND SELECTION 8

c) W he n t o look:

An e ff e c ti ve re c r ui ti ng st r at e gy mus t de te r mi ne whe n t o l ook- de ci de on t he

t im i ngs of e ve nt s bes i de s knowi ng whe re a nd how t o l ook f or j ob a ppli c a nt s .

STAG E 3:

SEARC HNG:

Onc e a r e cr uit m e nt pl a n a nd s tr a te gy ar e wor ke d out, the se a r c h pr oc es s ca n be gi n.

Se a r c h i nvol ve s t wo st e ps

A) . Sour c e a c ti va ti on a nd
B) . Se ll i ng.

A) . SOURC E ACTI VATI ON:

Typi c al l y, s our c e s a nd se a r c h m et hods ar e a c ti va te d by t he i s s ua nc e of a n

e m pl oye e r e quis i ti on. Thi s m ea ns tha t no ac t ual re c r uit i ng t a ke s pl a c e unt il lone

m a na ge r s ha ve ve r if i e d t hat vac a nc y doe s e xi s t or wi ll e xi s t.

If the or ga nis a ti on ha s pl a nne d we ll a nd done a good j ob of de ve l opi ng it s

s our ce s a nd s e ar c h me t hods , a c ti va ti on s oon r es ul ts i n a f l ood of a ppli c a ti ons a nd/ or

r e s um e s.

The a ppl i ca t i on r ec e i ve d m ust be s cr e e ne d. Thos e who pa s s ha ve t o be

c ont ac t e d a nd invit e d for int er vi e w. Uns uc c e ss f ul a ppli c a nt s mus t be se nt l et t er of

r e gr e t.

B) . SELLI NG:

A se c ond is s ue t o be a ddr e s s e d i n t he s e ar c hi ng pr oce s s conc e r ns

c omm uni c at i ons. Her e , or ga ni s a ti on wa l ks ti ghtr ope . On one ha nd, t he y wa nt t o do

wha t e ver t he y c a n t o a tt r ac t de s ir a bl e a ppli c a nt s . On t he ot her ha nd, the y m ust re s i st

t he t em pt at i on of ove r s el li ng the i r vir t ue s.

RECRUITMENT AND SELECTION 9

 I n s e ll i ng t he or ga ni s a ti on, bot h t he m es s a ge a nd the me di a de s er ve at te nt i on.

M e s sa ge re f er s to the em pl oym e nt a dve rt i se m e nt . W it h re ga r ds t o m e di a , i t ma y be

s t at e d t hat ef f e ct i ve nes s of a ny r e cr uit i ng me s sa ge de pe nds on t he m e di a . M e di a ar e

s e ver a l - som e ha ve l ow cr e di bi l it y, whi l e ot her s enj oy hi gh cr e di bi li t y. Sel e c ti on of

m e di um or me dia ne e ds to be done wit h a l ot of c ar e .

STAG E 4:

SCREENI N G:

Sc r e e ni ng of a ppl i c a nt s c a n be re ga r de d a s a n int e gr a l pa rt of t he r ec r uit i ng

pr oc es s , t hough m a ny vi e w it a s t he f ir s t s te p i n t he s el e ct i on pr oc e s s. Eve n t he

de fi ni ti on on r ec r uit m e nt , we quote d i n t he be gi nni ng of thi s c ha pt e r, e xcl ude s

s c re e ni ng f r om it s s c ope. Howe ve r, we ha ve inc l ude d s c re e ni ng i n r e cr ui tm e nt f or

va li d re a s ons. The s e le c ti on pr oc e s s wi l l be gi n af t e r t he a ppl i c at i ons ha ve be e n

s c r ut i ni z e d and s hor t - li st e d. Hi ri ng of pr of e s s or s in a uni ver s it y is a t ypi c al

s it ua ti on. Appl i c at i on r e ce i ve d i n r e s ponse to a dver ti s e m e nt s i s s c r ee ne d a nd onl y

e li gi bl e a ppl i ca nt s a r e c al l e d f or a n int er vi e w. A s el e ct i on com mi tt e e c om pri s i ng t he

Vi c e - c ha nce l l or , Re gi st r a r a nd s ubj e ct expe r ts c onduct s i nte r vi e w. He r e, the

r e cr uit m e nt pr oc e s s e xt e nds up to sc r e e ni ng the appl ic a ti ons . The se l e ct i on pr oc e ss

c omm e nc e s onl y l at e r.

Pur pos e of s c r ee ni ng:

The pur pos e of sc r e e ni ng is to re m ove f r om the re c r ui tm e nt pr oc es s , a t a n

e a rl y st a ge, thos e appl ic a nt s who a re vi s i bl y unqual i fi e d for t he j ob. Eff e c ti ve

s c re e ni ng c a n sa ve a gre a t de a l of t im e a nd mone y. Ca r e m ust be e xer c i se d, howe ve r ,

t o a s s ure tha t pot e nt i al l y good em pl oye es ar e not re j e ct e d wit hout j ust if i c at i on.

RECRUITMENT AND SELECTION 10

 I n s c r ee ni ng, c le a r j ob s pe ci f i ca t i ons ar e inva l ua bl e. It is bot h good pr a ct i ce

a nd a le ga l ne c e ss i t y t hat appl ic a nt ’s qual i fi c at i on i s j udge d on the bas i s of t hei r

knowl e dge, s ki l ls , a bil i ti e s a nd int er e s t r e qui r e d t o do the job.

The te c hni que s use d t o s cr e e n appl ic a nt s va r y de pe ndi ng on t he c a ndi da t e

s our ce s a nd r ec r uit i ng m et hods use d. I nte r vi e w a nd a ppl i ca t i on bl a nks ma y be us e d

t o s c r ee n wa l k- i ns. Ca m pus re c r ui t e rs a nd a ge nc y r e pr e s e nt a ti ve s us e int er vi e ws and

r e s um e s. Re f er e nc e c he c ks a re al s o us e f ul i n s cr e e ni ng.

STAG E 5:

EVALU ATI ON AND CONTR OL:

Eva l uat i on a nd c ont r ol is nec e s s ar y a s c onsi de r a bl e cos t s a r e i nc ur r e d i n t he

r e cr uit m e nt pr oc e s s. The c os t s ge ner a ll y inc ur re d ar e : -

1. Sa l ar i e s f or re c r uit e rs .

2. Ma na ge m e nt and pr of e s si ona l t im e s pe nt on pr e pa ri ng job des c r i pt i on, job

s pe ci f ic a ti ons , a dve rt i se m e nt s , a ge nc y l ia i s on a nd so f or t h.

3. The c os t of a dve r ti s em e nt s or ot her re c r uit m e nt me t hods , t hat is , a ge nc y f e e s.

4. Re c r uit m e nt ove r he a ds a nd a dmi ni st r a ti ve e xpe ns e s.

5. Cos t s of ove r ti m e a nd out s ourc i ng whi l e t he va c a nci e s r em a i n unf il l e d.

6. Cos t of re c r ui ti ng uns ui t a bl e ca ndi dat e s for t he s e le c ti on pr oc e s s.

RECRUITMENT AND SELECTION 11

1. 4 EVAL UATI O N O F RECRUI TM E NT PRO CESS

The re c r ui t me nt ha s the obj e ct i ve of s e a rc hi ng for a nd obt a i ni ng a ppl i ca t i ons f or job

s e e ker s in s uf fi c i e nt num be r a nd qual it y.

Ke e pi ng t his obje c ti ve in the mi nd, the e va l uat i on mi ght inc l ude:

1. Re t ur n r at e of a ppl i ca t i on s e nt out .

2. Num be r of s uit a bl e c a ndi da t e s f or s el e ct i on.

3. Re t e nt i on and per f orm a nc e of t he c a ndi da t e s s el e c t e d.

4. Cos t of the re c r ui tm e nt pr oc es s

5. Ti me la ps e d da t a

6. Com m e nt s on i ma ge pr oje c t e d

RECRUITMENT AND SELECTION 12

1.5 Sources of Recruitment
SOURCES OF MANAGERIAL RECRUITMENT
INTERNAL SOURCES
EXTERNAL
SOURCES
1) Promotion
1) Campus recruitment
2) Transfers
2) Press advertisement
3) Internal notification
3) Management consultancy service
(Advertisement)
& private employment exchanges
4) Retirement
4) Deputation of personnel or transfer
from
one
enterprise
to
another
5) Recall
5) Management training schemes
6) Former employees
6) Walk-ins, write-ins, talk-ins
7) Miscellaneous external sources
RECRUITMENT AND SELECTION
T h e so u rc e s of re c ru i t m en t ca n be b ro ad l y c at eg o r i ze d i n to in t e r na l
and external sources-

( I ) I n t e r n a l R e c r u i t m e n t – I n te r na l re c ru i t m e n t se ek s ap pl i c an t s
f o r p os i t i on s f r o m w i t h in t h e co mp an y . T h e va r i ou s i n t e rn a l
s ou r ce s i n c lu de :

 Promotions and Transfers –

P r o mo t i o n i s a n e f f e c t i v e me a n s u s i n g j o b p o s t i n g a n d p e r s onn el

r ec or ds . J o b p o s t i n g r e q u i r e s n o t i f y i n g v a c a n t p o s i t i o n s b y p o s t i n g n o t i c es ,

c i r c ul at i n g p u b l i c a t i o n s o r a n n o u n c i n g a t s t a f f me e t i n g s a n d i n v i t i n g e mp l o y e es t o

appl y . P er s o n n e l r e c o r d s h e l p d i s c o v e r e mp l o y e e s w h o a r e d o i n g j o b s b e l o w t hei r

educ at i on a l q u a l i f i c a t i o n s o r s ki l l l e v e l s . P r o mo t i o n s h a s ma n y a d v a n t a g e s l i k e i t

i s good p u b l i c r e l a t i o n s , b u i l d s mo r a l e , e n c o u r a g e s c o mp e t e n t i n d i v i d u a l s w ho

ar e ambi t i o u s , i mp r o v e s t h e p r o b a b i l i t y o f g o o d s e l e c t i o n s i n c e i n f o r ma t i o n o n t he

i ndi v i dua l ’ s p e r f o r m a n c e i s r e a d i l y a v a i l a b l e , i s ch e a p e r t h a n g o i n g o u t s i d e t o

r ec r ui t , t h o s e ch o s e n i n t e r n a l l y a r e f a mi l i a r w i t h t h e o r g a n i z a t i o n t h u s r e d uc i ng

t he or i e nt a t i o n t i me a n d e n e r g y a n d a l s o ac t s a s a t r a i n i n g d e v i c e f o r d e v e l o pi n g

mi dd l e- l ev e l a n d t o p - l e v e l ma n a g e r s . H o w e v e r , p r o mo t i o n s r e s t r i c t t h e f i el d of

s el ec t i on p r e v e n t i n g f r e s h b l o o d & i d e a s f r o m e n t e r i n g t h e o r g a n i z a t i o n . I t al s o

l eads t o i n b r e e d i n g i n t h e o r g a n i z a t i o n . T r a n s f e r s a r e a l s o i mp o r t a n t i n p r o v i di n g

empl oy ees w i t h a b r o a d - b a s e d v i e w o f t h e o r g a n i z a t i o n , n e c e ss a r y f o r f ut ur e

pr om ot i o n s .
 RECRUITMENT AND SELECTION

 Employee referrals-

E mp l o y e e s c a n d e v e l o p g o o d p r o s p e c t s f o r t h e i r f a mi l i e s a n d f r i e n ds by

ac quai nt i n g t h e m w i t h t h e a d v a n t a g e s o f a j o b w i t h t h e c o mp a n y , f u r n i s h i n g t hem

w i t h i nt r od u c t i o n a n d e n c o u r a g i n g t h e m t o a p p l y . T h i s is a v e r y e f f e c t i v e means

as many q u a l i f i e d p e o p l e c a n b e r e a c h e d a t a v e r y l o w c os t t o t h e c o mp a n y . T he

ot her adv a n t a g e s a r e t h a t t h e e mp l o y e e s w o u l d b r i n g o n l y t h o s e r e f e r r a l s t hat

t hey f eel w o u l d b e a b l e t o f i t i n t h e o r g a n i z a t i o n b a s e d o n t h e i r o w n ex p e r i enc e.

T he or ga n i z a t i o n c a n b e a s s ur e d o f t h e r e l i a b i l i t y a n d t h e c h a r a c t e r o f t he

r ef er r a l s . I n t h i s w ay , t h e o r g a n i z a t i o n c a n a l s o f u l f i l l s oc i a l o b l i g a t i o n s and

c r eat e goo d w i l l .
 F o r m e r E m pl o y e e s -

T h e s e i n c l u d e r e t i r e d e mp l o y e e s w h o a r e w i l l i n g t o w o rk o n a p a r t - t i me

bas i s , i nd i v i d u a l s who left work and are willing to c o me b a c k f o r hi gher

c ompens a t i o n s . Ev e n r e t r e n c h e d e mp l o y e e s a r e t a k e n u p o n c e a g a i n . T he

adv ant age h e r e i s t h a t t h e p e o p l e a r e a l r e a d y k n o w n t o t h e o r g a n i z a t i o n and

t her e i s n o n e e d t o f i n d o u t t h e i r p a s t p e r f o r ma n c e a n d c h a r a c t e r . A ls o , t h er e i s

no need o f a n o r i e n t a t i o n p r o g r a mm e f o r t h e m, s i n c e t h e y a r e f a mi l i a r w i t h t he

or gan i z at i o n .
 Dependents of deceased employees-

Us u a l l y , b a n k s f o l l o w t h i s p o l i c y . I f a n e mp l o y e e d i e s , h i s / h e r s pous e

or s on or d a u g h t e r i s r e c r u i t e d i n t h e i r p l a c e . T h i s i s u s u a l l y a n e f f e c t i v e w ay t o

f ul f i l l soc i a l o b l i g a t i o n a n d c r e a t e g o o d w i l l .
RECRUITMENT AND SELECTION
16

 Recalls: -

W hen ma n a g e m e n t f a c e s a p r o b l e m, w h i c h c a n b e s o l v e d o n l y b y a ma n a g e r w ho

has pr oc e e d e d o n l o n g l e a v e , i t ma y d e d e c i d e d t o r e c a l l t h a t p e r s o n s a f t e r t he

pr obl em i s s o l v e d , h i s l e a v e ma y b e e x t e n d e d .
 Retirements: -

A t t i mes , ma n a g e me n t ma y n o t f i n d s u i t a b l e c a n d i d a t e s i n p l a c e o f t h e o n e w ho

had r et i r ed , a f t e r me r i t o r i o u s s e rv i c e . U n d e r t h e c i rc u ms t a n c e s , ma n a g e m e n t may

dec i de t o c a l l r e t i r e d ma n a g e r s w i t h n e w e x t e n s i o n .
 Internal notification (advertisement): -

S omet i me s , ma n a g e me n t is s u e s a n i n t e r n a l n o t i f i c a t i o n f o r t h e b e n e f i t o f ex i s t i ng

empl oy ees . Mo s t e mp l o y e e s know from their own experience about t he

r equi r em e n t o f t h e j o b a n d w h a t s o r t o f p e r s o n t h e c o mp a n y i s l o o k i n g f o r . O f t en

empl oy ees h a v e f r i e n d s o r a c q ua i n t a n c e s w h o me e t t h e s e r e q u i r e m e n t s . S u i t abl e

per s ons a r e a p p o i n t e d a t t h e v a c a n t p o s t s .
( I I ) E xt e r n a l R e c r u i t m e n t – E x te r n a l r ec r u i t me n t s ee ks ap pl i c an t s
f or pos i t i o n s f r o m s o u r c e s o u t s i d e t h e c o mp a n y . T h e y h a v e o u t n u mb e r e d t he

i nt er nal me t h o d s . T h e v a r i o u s e x t e r n a l s o u r c e s i n c l u d e :
 Professional or Trade Associations :-

Ma n y a ss o c i a t i o n s p r o v i d e p l a c e me n t s e r v i c e t o i t s me mb e r s . I t

c ons i s t s o f co mp i l i n g j o b s e e k e r ’ s l i s t s a n d p r o v i d i n g a c c e ss t o me mb e r s d ur i ng

r egi o na l o r n a t i o n a l c o n v e n t i o n s . A ls o , t h e p u b l i c a t i o n s o f t h e s e a ss o c i a t i ons

c ar r y
RECRUITMENT AND SELECTION
17

c l as s i f i ed a d v e r t i s e me n t s f r o m e mp l o y e r s i n t e r e s t e d i n r e c r u i t i n g t h e i r me m ber s .

T hes e ar e p a r t i c u l a r l y u s e f u l f o r a t t r a c t i n g h i g h l y e d u c a t e d , e x p e r i e n c e d or

s k i l l ed pe r s o n n e l . A l s o , t h e r e c r u i t e r s c a n z e r o o n i n s p e c i f i c j o b s e ek er s ,

es pec i al l y f o r h a r d - t o - f i l l t e c h n i c a l p o s t s .
 Advertisements :-

I t i s a p o p u l a r me t h o d o f s e e k i n g r e c r u i t s , a s ma n y r e c r u i t e r s pr ef er

adv er t i s em e n t s b e c a u s e o f t h e i r w i d e r e a c h . W a n t a d s d e s c r i b e t h e j o b b e n e f i t s ,

i den t i f y t h e e mp l o y e r a n d t e l l t h o s e i n t e r e s t e d h o w t o a p p l y . N e ws p a p e r i s t he

mos t commo n me d i u m b u t f o r h i g h l y s p e c i a l i z e d r e c r u i t s , a d v e r t i s e me n t s may be

pl ac ed i n p r o f e s s i o n a l o r b u s i n e s s j o u r n a l s .
 A d v e r t i s e me n t s mus t c o n t a i n p r o p e r i n f o r m a t i o n l i k e t h e j o b c o nt ent ,

w or k i ng c o n d i t i o n s , l o c a t i o n o f j o b , c o mp e n s a t i o n i n c l u d i n g f r i n g e b e n e f i t s , j ob

s pec i f i c at i o n s , g r o w t h a s p e c t s , e t c . T h e a d v e r t i s e m e n t h a s t o s e l l t h e i d e a t hat

t he c ompa n y a n d j o b a r e p e r f e c t f o r t h e c a n d i d a t e . R ec r u i t m e n t a d v e r t i s e m ent s

c an al s o s e rv e a s c o r p o r a t e a d v e r t i s e m e n t s t o b u i l d c o mp a n y ’ i ma g e . I t a l s o c os t

ef f ec t i v e.
 Employment Exchanges:-

E mp l o y me n t E xc h a n g e s h a v e b e e n s e t u p a l l o v e r t h e c o u n t r y i n

def er enc e to the provision of the E mp l o y m e n t E xc h a n g e s (C o mp ul s or y

N ot i f i c at i o n of Vacancies) Act, 1959. The Act applies to all i n d u s t r i al

es t abl i s h me n t s h a v i n g 2 5 w o r k e rs o r mo r e e a c h . T h e Ac t r e q u i r e s a l l t he

i ndus t r i al e s t a b l i s h m e n t s t o n o t i f y t h e va c a n c i e s b e f o r e t h e y a r e f i l l e d . T h e maj or

f unc t i o ns o f t h e e xc h a n g e s a r e t o i n c r e a s e t h e p o o l o f p o s s i b l e a p p l i c a n t s a nd t o

do t he pr e l i mi n a r y s cr e e n i n g . T h u s , e mp l o y m e n t e xc h a n g e s a c t a s a l i n k b e t w een

t he emp l oy e r s a n d
RECRUITMENT AND SELECTION
18

t h e pr o sp ec t i v e em p lo ye e s . T h es e o f f i ce s a re pa r t i cu l a r l y us e fu l
t o i n r ec r u i t i ng bl ue - c o l la r , wh i t e c o l la r an d t e ch n ic a l w o rk e r s .
 Campus Recruitments:-

C o l l e g e s , u n i v e r s i t i e s , r e s e a r c h l a b o r a t o r i e s , s p o r t s f i e l d s and

i ns t i t ut es a r e f e r t i l e g r o u n d f o r r e c r u i t e r s , p a r t i c u l a r l y t h e i n s t i t u t e s . C a mpus

R ec r ui t me n t is g o i n g g l o b a l w i t h c o mp a n i e s l i k e H L L , C i t i b a n k , H C L - H P , A N Z
G r i ndl ay s , L&T, Mo t o r o l a and Reliance looking for global ma r k e t s . S ome

c ompan i es r e c r u i t a g i v e n n u mb e r o f c a n d i d a t e s f r o m t h e s e i n s t i t u t e s e v e r y y ear .

C ampus r ec r u i t m e n t i s s o mu c h s o u g h t a f t e r t h a t e a c h c o l l e g e ; u n i v er s i t y

depar t m en t o r i n s t i t u t e w i l l h a v e a p l a c e m e n t o f f i c e r t o h a n d l e r ec r u i t m ent

f unc t i o ns . H o w e v e r , i t i s o f t e n a n e x p e n s i v e p r o c e s s , e v e n i f r e c r u i t i n g p r oc es s

pr oduc es job offers and acceptances eventually. A ma j o r i t y leave t he

or gan i z at i o n w i t h i n t h e f i r s t f i v e y e a r s o f t h e i r e mp l o y me n t . Y e t , i t i s a maj or

s our c e of r e c r u i t m e n t f o r p r e s t i g i o u s c o mp a n i e s .
 Walk-ins, Write-ins and Talk-ins-

T h e mo s t c o mmo n a n d l e a s t ex p e n s i v e a p p r o a c h f o r c a n d i d a t es i s

di r ec t app l i c a t i o n s , i n w h i c h j o b s e e k e r s s u b mi t u n s o l i c i t e d a p p l i c a t i o n l e t t er s or

r es umes . D i r e c t a p p l i c a t i o n s c a n a l s o p r o v i d e a p o o l o f p o t e n t i a l e mp l o y e es t o

meet f ut ur e n e e d s . F r o m e mp l o y e e s ’ v i e w p o i n t , w a l k - i n s a r e p r e f e r a b l e a s t hey

ar e f r ee f r o m t h e h a s s l e s a s s oc i a t e d w i t h o t h e r me t h o d s o f r e c r u i t me n t . W hi l e

di r ec t app l i c a t i o n s a r e p a r t i c u l a r l y e f f e c t i v e i n f i l l i n g e n t r y - l e v e l a n d u n s k i l l ed

v ac anc i es , s o me o r g a n i z a t i o n s c o mp i l e p o o l s o f p o t e n t i a l e mp l o y e e s f r o m di r ec t

appl i c at i on s f o r sk i l l e d p o s i t i o n s . W r i t e - i n s a r e t h o s e w h o s e n d w r i t t en

enqu i r i es . T h e s e j o b s e e k e r s a r e a sk e d t o c o mp l e t e a p p l i c a t i o n f o r ms f o r f ur t her

pr oc es s i ng . T a l k - i n s i n v o l v e s t h e j o b as p i r a n t s
RECRUITMENT AND SELECTION
19

m ee t i ng th e r ec r u i t e r ( on a n ap pr op r i a t ed d a te ) fo r d e ta i l e d t a lk s .
N o ap p l ic a t i on i s re qu i r e d t o be s ub m i t t ed t o t h e re c r u i te r .
 Contractors:-

T h e y a r e u s e d t o r e c r u i t c a s u a l w o r k e r s . T h e n a me s o f t h e w o r k e rs ar e

not ent er e d i n t h e c o mp a n y r e c o r d s a n d , t o t h i s e x t e n t ; d i f f i c u l t i e s e x p e r i e n c e d i n

mai n t ai ni n g p e r ma n e n t w o r k e rs a r e a v o i d e d .
 Consultants:-

T h e y a r e i n t h e p r o f e s s i o n f o r r ec r u i t i n g a n d s e l e c t i n g ma n a g e r i a l and

ex ec ut i v e p e r s o n n e l . T h e y a r e u s e f u l a s t h e y h a v e n a t i o n w i d e c o n t a c t s a n d l end

pr of es s i on a l i s m t o t h e h i r i n g p r o c e s s . T h e y a l s o k e e p p r o s p e c t i v e e mp l o y e r and

empl oy ee a n o n y mo u s . H o w e v e r , t h e c os t c a n b e a d e t e r r e n t f a c t o r .
 Head Hunters:-

They are useful in specialized and skilled candidate working in a

par t i c ul ar c o mp a n y . A n a g e n t is s e n t t o r e p r e s e n t t h e r e c r u i t i n g c o mp a n y and

of f er i s ma d e t o t h e c a n d i d a t e . T h i s i s a u s e f u l s o u r c e w h e n b o t h t h e c o mp ani es

i nv ol v ed a r e i n t h e s a me f i e l d , a n d t h e e mp l o y e e i s r e l u c t a n t t o t a k e t h e of f er

s i nc e he f e a r s , t h a t h i s c o mp a n y i s t e s t i n g h i s l o y a l t y .
 Radio, Television and Internet:-

R a d i o a n d t e l e v i s i o n a r e u s e d t o r e a c h c e r t a i n t y p e s o f j o b a p p l i c an t s

s uc h as s k i l l e d w o r k e r s . R a d i o a n d t e l e v i s i o n a r e u s e d b u t s p a r i n g l y , a n d t hat

t oo, by g o v e r n me n t d e p a r t me n t s o n l y . C o mp a n i e s i n t h e p r i v a t e s ec t o r ar e

hes i t an t t o u s e t h e me d i a b e c a u s e o f h i g h c o s ts a n d a l s o b e c a u s e t h e y f e a r t hat

s uc h adv e r t i s i n g w i l l ma k e t h e co mp a n i e s l o o k d e s p e r a t e a n d d a ma g e t hei r

c ons er v at i v e i ma g e . H o w e v e r , t h e r e i s n o t h i n g i n h e r e n t l y d e s p e r a t e a b o u t us i ng

r adi o and t e l e v i s i o n . I t d e p e n d s u p o n w h a t i s s a i d a n d h o w i t is d e l i v er e d.

I nt er n et is b e c o mi n g a p o p u l a r
RECRUITMENT AND SELECTION
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opt i on f or r e c r u i t m e n t t o d a y . T h e r e a r e s p e c i a l i z e d s i t e s l i k e n a u k r i . c o m . A l s o,

w ebs i t es o f c o mp a n i e s h a v e a s e p a r a t e s e c t i o n w h e r e i n ; a s p i r a n t s c a n s ubmi t

t hei r r es ume s a n d a p p l i c a t i o n s . T h i s p r o v i d e s a w i d e r r e a c h .
 Competitors:-

T h i s me t h o d i s p o p u l a r l y k n o w n as “ p o a c h i n g ” o r “ r a i d i n g ” w hi c h

i nv ol v es i d e n t i f y i n g t h e r i g h t p e o p l e i n r i v a l c o mp a n i e s , o f f e r i n g t h e m b e t t e r t er ms

and l ur i n g t h e m a w a y . F o r i n s t a n c e , s e v e r a l ex e c u t i v e s o f H MT l e f t t o j o i n T i t an

W at c h C omp a n y . T h e r e a r e l e g a l a n d e t h i c a l i ss u e s i n v o l v e d i n r a i d i n g r i v a l f i r ms

f or pot ent i a l c a n d i d a t e s . F r o m t h e l e g a l p o i n t o f v i e w , a n e mp l o y e e i s e x p e c t ed t o

j oi n a new o r g a n i z a t i o n o n l y a f t e r o b t a i n i n g a ‘ n o o b j e c t i o n c e r t i f i c a t e ’ f r o m hi s /

her pr es en t e mp l o y e r . V i o l a t i n g t h i s r e q u i r e me n t s h a l l b i n d t h e e mp l o y e e t o pay a

f ew mont h s ’ s a l a r y t o h i s / h e r p r e s e n t e mp l o y e r a s a p u n i s h me n t . H o w e v e r , t her e

ar e many e t h i c a l i ss u e s a t t a c h e d t o i t .
 M e r g e r s a n d A c q u i s i t i o n s: -

W h e n o r g a n i z a t i o n s c o mb i n e , t h e y h a v e a p o o l o f e mp l o y e e s , out

of w hom s o me ma y not be necessary any longer. As a r es u l t , the new

or gan i z at i o n h a s , i n e f f e c t , a p o o l o f q u a l i f i e d j o b a p p l i c a n t s . A s a r es u l t , new

j obs may b e cr e a t e d . B o t h n e w a n d o l d j o b s ma y b e r e a d i l y st a f f e d b y d r a w i n g t he

bes t - qual i f i e d a p p l i c a n t s f r o m t h i s e mp l o y e e p o o l . T h i s me t h o d f a c i l i t a t e s t he

i mm edi at e i mp l e me n t a t i o n o f a n o r g a n i z a t i o n ’ s s t r a t e g i c p l a n . I t e n a b l e s an

or gan i z at i o n t o p u r s u e a b u s i n e s s p l a n , H o w e v e r , t h e n e e d t o d i s p l a c e e mp l oy ees

and t o i nt e g r a t e a l a r g e n u mb e r o f t h e m r a t h e r q u i c k l y i n t o a n e w o r g a n i z a t i o n

mea ns t ha t t h e p e r s o n n e l - p l a n ni n g a n d s e l e c t i o n p r o c e s s b e c o m e s cr i t i c a l mor e

t han ev er .
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Evaluation of External Recruitment:
E x t e rn a l s ou r ce s o f r ec r u i t me n t h av e bo th me r i t s a nd d em er i t s .
The merits are-
 Th e o rg an i z a t i on w i l l ha ve t h e be ne f i t of n ew s k i l l s , ne w
t a l en t s an d n ew ex pe r ie n ce s , i f pe op l e a re h i r ed f r o m
e x te r na l so ur c es .
 Th e m an ag em en t w i l l b e ab l e t o fu l f i l l r e se r va t i o n
r eq u i r em en t s in fa vo u r of th e d i sa dv an t a ge d se c t i on s o f t he
s oc i e t y .
 Sco pe fo r r e se n t me n t , h ea r t bu r n a nd j ea l ou s y ca n be
a vo i de d by r ec r u i t i ng f ro m ou t s i de .
The demerits are-
 Be t t e r mo t i va t i on an d in c re a se d m or a l e as s oc i a t ed w i t h
p ro mo t i n g o wn e mp l oy ee s r e l o s t t o t he o rg a n iz a t i on .
 Ex t e r na l re c ru i t m en t i s c os t l y .
 I f r ec r u i t me n t a nd s e le c t i on p ro c es s e s ar e n ot pr op e r ly
c ar r i e d ou t , ch an ce s o f r ig h t c an d id a t es be in g r e je c t ed an d
w r on g ap p l ic an t s be in g s e le c t ed o cc u r .
 H ig h t r a in i n g t i me i s as s oc i a t ed w i th e x te r na l re c ru i t m e n t .
98% of organizational success depends upon efficient
employee selection
RECRUITMENT AND SELECTION
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1.6 60-Second Guide to Hiring the Right People
0:60 Define the Duties:

T o f i nd pr o mi s i n g e mp l o y e e s , y o u mu s t f i r s t d e t e r mi n e w h a t y o u w a n t t h e m t o do.

C ar ef ul l y c o n s i d e r a l l d i r e c t a n d a s s o c i a t e d r e s p o n s i b i l i t i e s a n d i n c o r p o r a t e t hem

i nt o a w r i t t e n j o b d e s c r i p t i o n . B e c a r e f u l w i t h g e n e r a l t i t l e s s u c h a s t y p i s t o r s al es

c l er k , as t h e y h a v e d i f f e r e n t me a n i n g s t o d i f f e r e n t p e o p l e .
0:49 …and What it Takes to do Them :

F ul f i l l i ng t h e s e r e s p o n s i b i l i t i e s w i l l r e q u i r e s o me l e v e l o f sk i l l a n d e x p e r i e nc e,

ev en i f i t is a n e n t r y - l e v e l p o s i t i o n . B e r e a s o n a b l e a b o u t y o u r e x p e c t a t i ons .

S et t i n g t h e b a r t o o h i g h ma y l i mi t y o u r a v a i l a b l e t a l e n t p o o l ; s e t t i n g i t t o o l ow

r i s ks a f l o o d o f a p p l i c a t i o n s f r o m t h o s e u n q u a l i f i e d f o r t h e j o b .
0:37 Make it Worth their While:

Li k ew i s e, y o u d o n ’ t w a n t t o b e ov e r l y g e n e r o u s o r r e s t r i c t i v e a b o u t c o mp e n s a t i o n.

S t at e and l o c a l c h a mb e r s o f c o mme r c e , e mp l o y m e n t b u r e a u s a n d p r o f e s s i ona l

as s oc i at i o n s c a n h e l p y o u d e t e r mi n e a p p r o p r i a t e w a g e s a n d b e n e f i t s . Sc a nni ng

des c r i pt i o n s o f c o mp a r a b l e j o b s i n t h e c l a ss i f i e d a d s a n d o t h e r e mp l o y m ent

publ i c at i on s w i l l a l s o p r o v i d e cl u e s a b o u t p r e v a i l i n g w a g e r a t e s .
RECRUITMENT AND SELECTION
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0:38 Spread the Word:

H ow y ou a d v e r t i s e y o u r j o b o p e n i n g d e p e n d s o n w h o y o u w a n t t o a t t r a c t . S ome

pos i t i o ns a r e a s e a s y t o p r o mo t e a s p o s t i n g a “ h e l p w a n t e d ” s i g n i n y o u r s t or e

w i ndow o r p l a c i n g a n a d i n y o u r l o c a l n e w s p a p e r . F o r j o b s r e q u i r i n g mor e

s pec i al i z e d s ki l l s , c o n s i d e r t a r g e t e d c h a n n e l s s u c h a s t r a d e ma g a z i n e s , o n- l i ne

j ob bank s a n d e mp l o y me n t a g e n c i e s ( t h o u g h t h e s e ma y r e q u i r e a f e e ) . A n d don’ t

ov er l ook s o u r c e s s u c h a s f r i e n d s , n e i g h b o r s , s u p p l i e r s c us t o me r s a n d p r es ent

empl oy ees .
0:25 Talk it Over:

B ec aus e y o u h a v e c l e a r l y d e f i n e d t h e r o l e a n d r e q u i r e me n t s , y o u s h o u l d hav e

l i t t l e di f f i c u l t y i d e n t i f y i n g c a n d i d a t e s f o r i n t e r v i e w s . Ma k e s u r e y o u sc h e d u l e t hem

w hen y ou h a v e a mp l e t i me t o r ev i e w t h e r e s u me , p r e p a r e y o u r q u e s t i o n s a n d gi v e

t he c andi d a t e your undivided attention. After the interview, jot down any

i mpr es s i o n s o r k e y p o i n t s w h i l e t h e y ’ r e s t i l l f r e s h i n y o u r mi n d . T h i s w i l l be a

v al uab l e r e f e r e n c e w h e n i t ’ s t i me t o ma k e a d e c i s i o n .
0 : 1 2 F ol l o w - u p o n I n t e r v i e w s :

Y ou w ant t o b e l i e v e y o u r c a n d i d a t e s a r e b e i n g h o n e s t , b u t n e v e r a s s u me . C ont ac t

r ef er e nc es t o ma k e s u r e y o u ’ r e g e t t i n g t h e f a c t s o r t o c l e a r u p a n y u n c e r t a i n t i es .

P r of es s i on a l b a c k g r o u n d c h e c ks a r e a w i s e i n v e s t me n t f o r h i g h l y s e n s i t i v e

pos i t i o ns , o r t h o s e t h a t i n v o l v e h a n d l i n g s u b s t a n t i a l a mo u n t s o f mo n e y and

v al uab l es .
RECRUITMENT AND SELECTION
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0:03 You’ve Found Them; Now Keep Them:
N ow th a t y ou ’v e h i re d i de a l e mp l oy e es , ma ke s u re th ey s ta y w i t h
y ou b y p ro v id i n g t r a in i ng a n d p r o f e s s i o n a l d e v e l o p me n t o p p o r t u n i t i e s . T h e s mal l
bus i nes s e x p e r t s a t S C O R E c a n h e l p y o u c r a f t h u ma n r e s o u r c e p o l i c i e s a n d
i nc ent i v e p l a n s t h a t w i l l e n s u r e y o u r c o mp a n y r e ma i n s t h e s ma l l b u s i n e s s
empl oy er o f c h o i c e .

RECRUITMENT AND SELECTION

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2
SELECTION

S e le c t i o n i s d e f i n e d a s t h e p ro c e s s o f d if f e r e n t i a t in g b e t w e e n a p p l i c a n t s i n o r d e r t o

i d e n t i f y ( a n d h i r e ) t h o s e w i t h a g re a t e r l i k e l i h o o d o f s u c ce s s i n a j o b .

S e le c t i o n i s b a s i c a l l y p i c k i n g a n a p p l i c a n t f r o m ( a p o o l o f a p p l i c a n t s ) w h o h a s t h e

appropriate qualification and competency to do the job.

The difference between recruitment and selection:
Recruitment is identifying n encouraging prospective employees to
apply for a job.
And
S e l e c t i o n i s s e l e c t i n g t h e r i g ht c a n d i d a t e f r o m t h e p o o l o f
applicants.
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27
Environment factor affecting selection: -

S el ec t i o n i s i n f l u e n c e d b y s ev e r a l f a c t o r s . Mo r e p r o mi n e n t a mo n g t h e m ar e

s uppl y an d d e m a n d o f s p e c i f i c s k i l l s i n t h e l a b o u r ma r k e t , u n e mp l o y me n t r at e,

l abo ur - ma r k e t c o n d i t i o n s , l e g a l a n d p o l i t i c a l c o n s i d e r a t i o n s , c o mp a n y ’ s i mage,

c ompany ’ s p o l i c y , h u m a n r e s o u r c e s p l a n n i n g a n d co s t o f h i r i n g . T h e l a s t t hr ee

c ons t i t ut e the internal e n v i r o n me n t and the r e ma i n i n g form the e x t er nal

env i r on me n t o f s e l e c t i o n p r o c e s s .
S T E P 1: -
PRELIMINARY INTERVIEW

T he a p p l i c a n t s r ec e i v e d f r o m j o b s e e k e r s w o u l d b e s u b j e c t t o s cr u t i ny s o

as t o el i m i n a t e u n q u a l i f i e d a p p l i c a n t s . T h i s i s u s u a l l y f o l l o w e d b y a p r e l i mi nar y

i nt er v i ew t h e p u r p o s e o f w h i c h i s mo r e o r l e s s t h e s a me a s s cr u t i ny of

appl i c at i on , t h a t i s , e l i m i n a t e o f u n q u a l i f i e d a p p l i c a n t s . Sc r u t i n y e n a b l e s t h e HR

s pec i al i s t s t o e l i mi n a t e u n q u a l i f i e d j o b s e e k e r s b a s e d o n t h e i n f o r m a t i o n s u ppl i e d

i n t hei r ap p l i c a t i o n f o r ms . P r e l i mi n a r y i n t e r v i e w , o n t h e o t h e r h a n d , h e l p s r ej ec t

mi s f i t s f o r r e a s o n , w h i c h d i d n o t a p p e a r i n t h e a p p l i c a t i o n f o r ms . B e s i des ,

pr el i mi nar y i n t e r v i e w , o f t e n c a l l e d ‘ c o u r t e s y i n t e r v i e w ’ , i s a g o o d p u b l i c r e l at i o n

ex er c i s e.
S T E P 2: -
S E L E C T I O N T ES T :

J ob s e e k e r s w h o p a s s t h e s cr e e n i n g a n d t h e p r e l i mi n a r y i n t e r v i e w a r e c al l ed

f or t es ts . D i f f e r e n t ty p e s o f t e s ts ma y b e a d mi n i s t e r e d , d e p e n d i n g o n t h e j o b and

t he c ompa n y . G e n e r a l l y , t e s t s a r e u s e d t o d e t e r m i n e t h e a p p l i c a n t ’ s a bi l i t y ,

apt i t ud e a n d p e r s o n a l i t y .
The following are the type of tests taken:
RECRUITMENT AND SELECTION
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1 ) . A b i l i t y t e s t s: -

A ss i s t i n d e t e r mi n i n g h o w w e l l a n i n d i v i d u a l c a n p e r f o r m t a s ks r e l a t ed t o

t he j ob. A n e xc e l l e n t i l l u s t r a t i o n o f t h i s i s t h e t y p i n g t e s t s g i v e n t o a p r o s p ec t i v e

empl oy er f o r s e c r e t a r i a l j o b . A l s o c a l l e d a s ‘ A C H E I V E ME N T T E S T S ’ . I t i s

c onc er ned w i t h w h a t o n e h a s a c c o mp l i s h e d . W h e n a p p l i c a n t c l a i ms t o k now

s omet h i ng , a n a c h i e v e m e n t t e s t i s t a k e n t o me a s u r e h o w w e l l t h e y k n o w i t . T r ade

t es t s ar e t h e mo s t c o mmo n ty p e o f a c h i e v e me n t t e s t g i v e n . Q u e s t i o n s h a v e been

pr epar ed a n d t e s t e d f o r s u c h t r a d e s a s a s b e s t o s w o r k e r , p u n c h - p r e s s o p e r at or s ,

el ec t r i c i a n s and ma c h i n i s t s . There are, of course, ma n y u n s t a n d a r d i s ed

ac hi ev em e n t t e s t s g i v e n i n i n d u s t r i e s , s u c h a s t y p i n g o r d i c t a t i o n t e s t s f or an

appl i c ant f o r a s t e n o g r a p h i c p o s i t i o n .

2 ) . A p t i t u d e t e st : -

A pt i t u d e t e s t s me a s u r e w h e t h e r a n i n d i v i d u a l s h a s t h e c a p a c i t y o r l at e nt

abi l i t y t o l e a r n a g i v e n j o b i f g i v e n a d e q u a t e t r a i n i n g . T h e u s e o f a p t i t u d e t es t is

adv i s abl e w h e n a n a p p l i c a n t h a s h a d l i t t l e o r n o e x p e r i e n c e a l o n g t h e l i n e of t he

j ob openi n g . A p t i t u d e s t e s t s h e l p d e t e r m i n e a p e r s o n ’ s p o t e n t i a l t o l e a r n i n a

gi v en ar ea . A n e x a mp l e o f s uc h t e s t i s t h e g e n e r a l ma n a g e me n t a p t i t u d e t es t s

( G MA T ) , w h i c h ma n y b u s i n e s s s t u d e n t s t a k e p r i o r t o g a i n i n g a d mi s s i o n t o a

gr adu at e b u s i n e s s sc h o o l p r o g r a m me .

A pt i t u d e t e s t i n d i c a t e s t h e a b i l i t y o r f i t n e s s o f a n i n d i v i d u a l t o e n gag e

s ucc es s f u l l y i n a n y n u m b e r o f sp e c i a l i z e d a c t i v i t i e s . T h e y c o v e r s uc h ar eas

c l er i c al ap t i t u d e , n u m e r i c a l a p t i t u d e , me c h a n i c a l a p t i t u d e , mo t o r c o - o r d i n at i on,

f i ng er dex t e r i t y a n d ma n u a l d e x t e r i t y . T h e s e t e s ts h e l p t o d e t e c t p o s i t i v e n e gat i v e

poi n t s i n a p e r s o n ’ s s e n s o r y o r i n t e l l e c t u a l a b i l i t y . T h e y f o c u s a t t e n t i o n on a

par t i c ul ar t y p e o f t a l e n t s uc h a s l e a r n i n g o r r e a s o n i n g i n r e s p e c t o f a p a r t i c ul ar

f i el d of w o r k .
RECRUITMENT AND SELECTION
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Forms of aptitude test:
1.M e n t a l o r i nt e l l i g e n c e t e s t s :

T h e y me a s u r e t h e o v e r a l l i n t e l l e c t u a l a b i l i t y o f a p e r s o n a n d e nabl e

t o k now w h e t h e r t h e p e r s o n h a s t h e me n t a l a b i l i t y t o d e a l w i t h c e r t a i n p r o b l e ms .
2.M e c h a n i c a l a p t i t u d e t e s t s:

T h e y me a s u r e t h e a b i l i t y o f a p e r s o n t o l e a r n a p a r t i c u l a r t y pe of

mec han i c a l w o rk . T h e s e t e s t s he l p s t o me a s u r e s p e c i a l i z e d t e c h n i c a l kn o w l ed ge

and pr obl e m s o l v i n g a b i l i t i e s i f t h e ca n d i d a t e . T h e y a r e us e f u l i n s e l e c t i on of

mec han i c s , ma i n t e n a n c e w o r k e r s , e t c .
3.P s y c h o m o t o r o r s k i l l s t e s t s :

T h e y a r e t h o s e , w h i c h me a s u r e a p e r s o n ’ s a b i l i t y t o d o a s p e c i f i c j ob.

S uc h t es t s a r e c o n d u c t e d i n r e s p e c t o f s e mi - sk i l l e d a n d r e p e t i t i v e j o b s s u c h as

pac k i ng, t e s t i n g a n d i n s p e c t i o n , e t c .
3 ) . I n t e l l i g e n c e t e st :

T hi s t es t h e l p s t o e v a l u a t e t r a i t s o f i n t e l l i g e n c e . Me n t a l a b i l i t y , p r e s e n c e o f mi nd

( al er t nes s ) , n u me r i c a l a b i l i t y , me mo r y a n d s uc h o t h e r a s p e c t s c a n b e me a s u r e d.

T he i nt el l i g e n c e i s p r o b a b l y t h e mo s t w i d e l y a d mi n i s t e r e d st a n d a r d i z e d t es t i n

i ndus t r y . I t i s t a k e n t o j u d g e n u me r i c a l , s ki l l s , r e a s o n i n g , me mo r y a n d s u c h ot her

abi l i t i es .
4). Interest Test:
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T hi s is conducted to find out likes and dislikes of candidates t o w ar ds

oc c upat i o n s , h o b b i e s , e t c . s u c h t e s t s i n d i c a t e w h i c h o cc u p a t i o n s a r e mo r e i n l i ne

with a pe r s o n ’ s interest. Such t e s ts also enable the c o mp a n y to p r ov i de

v oc at i ona l guidance to the selected candidates and even to the e x i s t i ng

empl oy ees .

T hes e t es t s a r e u s e d t o me a s u r e a n i n d i v i d u a l ’ s a c t i v i t y p r e f e r e n c e s . T h e s e t es t s

ar e par t i c u l a r l y u s e f u l f o r s t u d e n t s c o n s i d e r i n g ma n y c a r e e r s o r e mp l oy ees

dec i di ng u p o n ca r e e r c h a n g e s .
5). Personality Test:

T he i mp or t a n c e o f p e r s o n a l i t y t o j o b s u cc e ss is u n d e n i a b l e . O f t e n a n i n d i v i dua l

w ho pos s e ss e s t h e i n t e l l i g e n c e, a p t i t u d e a n d e x p e r i e n c e f o r c e r t a i n h a s f ai l e d

bec aus e o f i n a b i l i t y t o g e t a l o n g w i t h a n d mo t i v a t e o t h e r p e o p l e .

I t i s c ond u c t e d t o j u d g e ma t u r i t y , s o c i a l o r i n t e r p e r s o n a l sk i l l s , b e h a v i o r under

s t r ess and s t r a i n , e t c . t h i s t e s t is ve r y mu c h e s s e n t i a l o n c as e o f s e l e c t i on of

s al es f or c e , p u b l i c r e l a t i o n st a f f , e t c . w h e r e p e r s o n a l i t y p l a y s a n i mp o r t a n t r ol e.
Pe r s on a l i t y t e s t s ar e s i m i l a r t o i n te r e s t t e s t s i n t ha t th ey , a ls o , i n vo l ve a
s e r io u s pr ob l e m o f ob t a in i ng an h on es t a ns w e r .
6 ) . P r oj e c t i v e T e s t :

T hi s t es t r e q u i r e s i n t e r p r e t a t i o n o f p r o b l e ms o r s i t u a t i o n s . F o r e x a mp l e , a

phot ogr a p h o r a p i c t u r e ca n b e s h o w n t o t h e c a n d i d a t e s a n d t h e y a r e a sk ed t o

gi v e t hei r vi e w s , a n d o p i n i o n s a b o u t t h e p i c t u r e .
7). General knowledge Test:
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N ow da ys G . K . T es t s ar e v er y co mm on to f i n d ge ne r a l a wa r en e ss of t h e
c an d id a te s in t h e f i e ld of s po r t s , po l i t i c s , w o r ld af f a i r s , c ur r en t af f a i r s .
8). Perception Test:
A t t i me s p er ce p t i on te s t s c an b e co nd uc t ed t o f i nd ou t b el i e f s , a t t i t u de s ,
a nd m en t a l s ha rp n es s . e t c .
9). Graphology Test:

I t i s des i g n e d t o a n a l y z e t h e h a n d w r i t i n g o f i n d i v i d u a l . I t h a s b e e n sa i d t h at an

i ndi v i dua l ’ s handwriting ca n su g g e s t the degree of energy, inhibition and

s pont a nei t y , a s w e l l a s d i s c l o s e t h e i d i o s y n c r a s i e s a n d e l e me n t s o f b a l a n c e and

c ont r ol . F o r e x a mp l e , b i g l e t t e r s a n d e mp h a s i s o n c a p i t a l
letters
i nd i c a t e
a
t e nd en cy
t o wa r d s
d om i na t i o n

and

c ompet i t i v e n e s s . A s l a n t t o t h e r i g h t , mo d e r a t e p r e s s u r e a n d g o o d l e g i b i l i t y show

l ead er s hi p p o t e n t i a l .
10). Polygraph Test:

P ol y gr ap h i s a l i e d e t e c t o r , w h i c h i s d e s i g n e d t o e n s u r e a c c u r a c y o f t he

i nf or mat i o n g i v e n i n t h e a p p l i c a t i o n s . D e p a r t me n t s t o r e , b a n k s , t r e a s u r y o f f i c es

and j ew el l e r y s h o p s , t h a t i s , t h o s e h i g h l y v u l n e r a b l e t o t h e f t o r s w i n d l i n g ma y f i nd

pol y gr a ph t e s t s u s e f u l .
11). Medical Test:

I t r ev eal s p h ys i c a l f i t n e s s o f a c a n d i d a t e . W i t h t h e d e v e l o p m e n t o f t e c h n ol ogy ,

medi c a l t e s t s h a v e b e c o me d i v e r s i f i e d . Me d i c a l s e r v i c i n g h e l p s me a s u r e and

moni t or a c a n d i d a t e ’ s p h y s ic a l r e s i l i e n c e u p o n e x p o s u r e t o h a z a r d o u s c h e mi c al s .
CHOOSING TESTS:
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T h e t es t mu s t b e ch os en i n t he cr i t e r i a o f r e l ia b i l i t y , va l i d i ty , ob j ec t i v i t y
a nd s t an da r d i za t i on . T he y a re : -
1. RELIABILITY: -

I t r e f e r s t o s t a n d a r d i z a t i o n o f t h e p r o c e d u r e o f a d mi n i s t e r i n g and

s c or i ng t h e t e s t r e s u l t s . A p e r s o n w h o t a k e s t e s t s o n e d a y a n d ma k e s a c er t ai n

s c or e s ho u l d b e a b l e t o t a k e t h e s a me t e s t t h e n e x t d a y o r t h e n e x t w e e k and

mak e mor e o r l e s s t h e s a me s c o r e . A n i n d i v i d u a l ’ s i n t e l l i g e n c e , f o r e x a mp l e, i s

gener al l y a s t a b l e c h a r a c t e r i s t i c . S o i f w e a d mi n i s t e r a n i n t e l l i g e n c e t es t , a

per s on w h o s c o r e s 1 1 0 i n Ma r c h w o u l d s c o r e c l o s e t o 1 1 0 i f t e s t e d i n J u l y . T es ts ,

w hi c h pr od u c e w i d e v a r i a t i o n s i n r e s u l t s , s e rv e l i t t l e p u r p o s e i n s e l e c t i o n .
2. VALIDITY: -

I t i s a t e s t , w h i c h h e l p s p r e d i c t w h e t h e r a p e r s o n w i l l b e s uc c e ss f u l i n a

gi v en j ob. A t e s t t h a t h a s b e e n v a l i d a t e d c a n b e h e l p f u l i n d i f f e r e n t i a t i n g b e t w een

pr os pec t i v e e mp l o y e e s w h o w i l l b e a b l e t o p e r f o r m t h e j o b w e l l a n d t h o s e w h o w i l l

not . N at u r a l l y , n o t e s t w i l l b e 1 0 0 % a cc u r a t e i n p r e d i c t i n g j o b s uc c e ss . A

v al i dat ed t e s t i n c r e a s e s p o s s i b i l i t y o f s uc c e ss .
There are three ways of validating a test. They are as follows: -
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1 ) . C o n c u r r e n t V a l i di t y : - th i s i n vo l ve s d e te r m i n in g t he fa c to r s t h a t a re
c ha r ac t e r i s t i c s of su cc e ss f u l e mp l oy ee s a nd t h en u s in g t he s e f ac t o r s as
t h e ya rd s t i c ks .
2 ) . P r e d i c t i v e V a l i d i t y: - i t in vo l v es us i ng a s e le c t i on te s t du r in g t he

s el ec t i on process and then identifying the s u cc e ss f u l candidates. T he

c har ac t er i s t i c s o f b o t h s uc c e ss f u l a n d l e s s s uc c e ss f u l c a n d i d a t e s a r e t hen

i den t i f i ed.
3 ) . S y n t h e t i c V a l i d i t y : - i t i nv o lv e s t ak i n g pa r t s o f se ve r a l s i m i l a r j ob s
r a t he r t h an o ne c om p le t e j ob to va l id a t e t he se l ec t i o n t es t .
3. OBJECTIVITY: -

W hen t w o o r mo r e p e o p l e c a n i n t e r p r e t t h e r e s u l t o f t h e s a me t e s t a n d d e r i v e t he

s ame c on c l u s i o n ( s ) , the test is said to be objective. Otherwise, the t es t

ev al uat or s ’ s u b j e c t i v e o p i n i o n s ma y r e n d e r t h e t e s t u s e l e s s .
4. STANDARDRIZATION: -

A t e s t t h a t i s s t a n d a r d i z e d i s a d mi n i s t e r e d u n d e r s t a n d a r d c o n d i t i o n t o a

l ar ge gr ou p o f p e r s o n w h o a r e r e p r e s e n t a t i v e s o f t h e i n d i v i d u a l s f o r w h o m i t i s

i nt e nde d. T h e p u r p o s e o f s t a n d a r d i z a t i o n i s t o o b t a i n n o r ms o r s t a n d a r d , s o t hat a

s pec i f i c t e s t s co r e c a n b e me a n i n g f u l w h e n c o mp a r e d t o o t h e r s c o r e i n t h e g r ou p.
S T E P 3: -
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INTERVIEW:
 T he ne x t s t e p i n t h e s e l e c t i o n p r o c e ss i s a n i n t e r v i e w . I n t e r v i e w i s f o r mal , i n-

dept h c on v e r s a t i o n c o n d u c t e d t o ev a l u a t e t h e a p p l i c a n t ’ s a c c e p t a b i l i t y . I t i s

c ons i der e d t o b e e xc e l l e n t s e l e c t i o n d e v i c e . I t i s f a c e - t o - f a c e ex c h a n g e o f v i ew ,

i deas and o p i n i o n b e t w e e n t h e c a n d i d a t e s a n d i n t e r v i e w e r s . B a s i c a l l y , i n t e r v i ew

i s not hi n g b u t a n o r a l e x a mi n a t i o n o f c a n d i d a t e s . I n t e r v i e w ca n b e a d a p t ed t o

uns k i l l ed , s k i l l e d , ma n a g e r i a l a nd p r o f e s s i o n e mp l o y e e s .
Objectives of interview: -
I n t e rv i e w ha s a t l ea s t th r ee ob je c t i ve s an d t h ey a r e a fo l l o w s : -
1 ) H e lp s o b ta i n a dd i t i on a l i n fo r m a t io n f r om th e a pp l i ca n t s
2 ) Fa c i l i t a t e s g iv i ng ge ne ra l in f o r ma t i on to th e a pp l i ca n t s su ch as
c om pa ny p o l ic i e s , j o b , p ro du c t s ma nu f ac t u r ed a nd t he l ik e
3 ) H e lp s b u i ld th e c om pa ny ’ s i ma ge am on g th e a pp l i ca n t s .
Types of interview:-
I n t e rv i e ws ca n be of di f f e r en t t y pe s . Th e re in t e r v ie w s e mp l oy ed b y th e
c om pa n ie s .
Fo l l o w i ng a re th e v ar i ou s ty pe s o f i n t e rv i e w : -
1)I n f o r m a l I n t e r v i e w :

A n i n f o r ma l i n t e r v i e w i s a n o r a l i n t e r v i e w a n d ma y t a k e p l a c e a n y w her e.

T he emp l o y e e o r t h e ma n a g e r o r t h e p e r s o n n e l ma n a g e r ma y a sk a f e w a l mos t

i nc ons eq u e n t i a l q u e s t i o n s l i k e n a m e , p l a c e o f b i r t h , n a m e s o f r e l a t i v e s e t c . ei t her

i n t hei r r e s p e c t i v e o f f i c e s o r a n y w h e r e o u t s i d e t h e p l a n t o f c o mp a n y . I t i d not

pl an ne d a n d n o b o d y p r e p a r e s f o r i t . T h i s i s u s e d w i d e l y w h e n t h e l a b o u r mar k et

i s t i ght an d w h e n y o u n e e d w o rk e r s b a d l y .
2)F o r m a l I n t e r v i e w :
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 F or ma l i n t e r v i e w s ma y b e h e l d i n t h e e mp l o y me n t o f f i c e b y h e e mp l o y me nt

of f i c e i n a mo r e f o r ma l a t mo s p h e r e , w i t h t h e h e l p o f w e l l s t r u c t u r e d q u e s t i o n s , t he

t i me and p l a c e o f t h e i n t e r v i e w w i l l b e st i p u l a t e d by t h e e mp l o y m e n t o f f i c e .
3)N o n - d i r e c t i v e I n t e r v i e w :

N on- di r ec t i v e interview or unstructured interview is designed to let t he

i nt er v i ew e e s p e a k h i s mi n d f r e e l y . T h e i n t e r v i e w e r h a s n o f o r ma l o r d i r ec t i v e

ques t i o ns , b u t h i s a l l a t t e n t i o n is t o t h e c a n d i d a t e . H e e n c o u r a g e s t h e c a n di da t e

t o t al k by a l i t t l e p r o d d i n g w h e n e v e r h e i s s i l e n t e . g . “ Mr . R a y , p l e a s e t el l us

abou t y ou r s e l f a f t e r yo u r g r a d u a t e d f r o m h i g h s c h o o l ” .

T he i de a i s o g i v e t h e c a n d i d a t e c o mp l e t e f r e e d o m t o “ s e l l ” h i ms e l f , w i t h o u t t he

enc umbr an c e s o f t h e i n t e r v i e w e r ’ s q u e s t i o n . B u t t h e i n t e r v i e w e r mu s t b e o f hi gh er

c al i ber an d mu s t g u i d e a n d r e l a t e t h e i n f o r m a t i o n g i v e n b y t h e a p p l i c a n t t o t he

obj ec t i v e o f t h e i n t e r v i e w .
4)D e p t h I n t e r v i e w :

I t i s des i g n e d t o i n t e n s e l y e x a mi n e t h e c a n d i d a t e ’ s b a c k g r o u n d a n d t h i n k i n g and

t o go i nt o co n s i d e r a b l e d e t a i l o n p a r t i c u l a r s u b j e c t s o f a n i mp o r t a n t n a t u r e a nd of

s pec i al i nt e r e s t t o t h e c a n d i d a t e s . F o r e x a mp l e , i f t h e c a n d i d a t e s a ys t h a t he i s

i nt er es t ed i n t e n n i s , a s e r i e s o f q u e s t i o n s ma y b e a s k e d t o t e s t t h e d e p t h of

under s t an d i n g a n d i n t e r e s t o f t h e c a n d i d a t e . T h e s e p r o b i n g q u e s t i o n s mu s t be

as k ed w i t h t a c t a n d t h r o u g h e x h a u s t i v e a n a l y s i s ; i t i s p o s s i b l e t o g e t a goo d

pi c t ur e of t h e c a n d i d a t e .
5)S t r e s s I n t e r v i e w :

I t i s de s i g n e d t o t e s t t h e c a n d i d a t e a n d h i s c o n d u c t a n d b e h a v i o r b y h i m under

c ondi t i ons o f s t r e ss a n d st r a i n . T h e i n t e r v i e w e r ma y st a r t w i t h “ Mr . J os e p h , w e do

not t hi nk y o u r q u a l i f i c a t i o n s a n d e x p e r i e n c e a r e a d e q u a t e f o r t h i s p o s i t i o n , ’ and

w at c h t he r e a c t i o n o f t h e c a n d i d a t e s .
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