Prof Mahak Balani

III SEM MBA

FOR INTERNAL CIRCULATION ONLY

RECRUITMENT AND SELECTION

MODULE 1

Module-1 Workforce Planning and Recruitment Analytics

Concept of Work, Organisation’s Work and Jobs; Millennials at the work place; Key
Characteristics of Millennials; Types of Millennial; The Evolution of Work Structure;
Organising the Work; Strategic Job Redesign and Its Benefits; Strategic Issues in Recruitment;
What make Bad Recruitment; Overview of the Hiring Process;
Recruitment Metrics; Factors Affecting Recruitment; Recruitment Strategy: An Internal
Approach; Recruitment Strategy: An External Approach; Legal and Ethical Considerations;
Organisational Best Practices.

Note-Your marks will be based on your research on the topics listed in syllabus do not write
answers from module as it is…..
Module is just an outline refer to articles shared and quote examples as narrated in class.

Work-Defined
Work is an activity under employment relations which enables people to earn a livelihood and
be economically secure. It allows people to fully participate in society while affording them a
sense of dignity and worth.

Organization’s Work and Jobs

Work organisation is a key element underpinning economic and business development, with
important consequences for productivity, innovation, working conditions and worker-well-
being.

Importance of work organisation for companies and workers

Research indicates a link between innovations in work organisation and the potential benefits
for both employees and organisations, such as optimising production processes and improving
the overall experience of work. Well-functioning social dialogue and direct involvement of
employees can also make a valuable contribution to the implementation of innovation in the
workplace, creating potential win–win arrangements for workers and their employers.

Employee involvement is a necessary component of work organisation, relating to other

dimensions such as physical working conditions and work intensity. Research emphasises that
greater involvement, either through task discretion or organisational participation, is associated
with stronger employee commitment to the job and to the organisation.

1
Prof Mahak Balani
III SEM MBA
FOR INTERNAL CIRCULATION ONLY

Key characteristics of millennials

Millennials are…
Multitaskers

• Millennials are multitasking pros and can juggle many responsibilities at once. This
also means that we are easily distracted and find social media and texting hard to resist.

Connected

• Millennials know everything there is to know about social media because we are living
it. We are constantly perusing Facebook, Twitter, Instagram, etc. — it’s how we share
and get information.

Tech-Savvy

• There’s no doubt that the majority of Millennials are more tech-savvy than other
generations, although Generation Z may soon surpass them.

Curious

• It’s true: Millennials are proven to be the most curious generation in the workforce
today. And since research shows this soft skill plays a vital role in a company’s success
— leading to fewer bad decisions, more innovation, and stronger team performance —
it’s worth paying attention to during the hiring process.

Enjoy Collaboration

• Millennials are extremely team-oriented and enjoy collaborating and building

friendships with colleagues.

Career Advancement

• Millennials want to know that they will have the opportunity to advance and develop
their careers within the company they choose to join.

6 Types of Millennials
(READ FOLLOWING DETAILS FROM ARTICLE SHARED IN GROUP AND DONE
IN CLASS)

1- Up & Comers
2 -Global Givers
3- Traditionalists
4 –Nostalgics
5 –Trendsetters

2
Prof Mahak Balani
III SEM MBA
FOR INTERNAL CIRCULATION ONLY

6 –Skeptics

Evolution of work structure

Work is clearly evolving which means that we are seeing new technologies and behaviors enter
our organizations. These new behaviors and technologies are largely being fueled by the
consumer web and now organizations are struggling to adapt.

From hierarchies to a more flattened structure

Instead of the traditional hierarchical model, organizations are adopting a more flattened
approach where anyone can speak with and interact with anyone else. There is no longer any
justification for keeping people from interacting and engaging with each other because of their
seniority level. New collaborative platforms are making this especially easy today.

From fixed working hours to flexible working hours

There's no reason to force employees to work 9-5 anymore. Employees can now connect to
people and information anywhere, anytime, and on any device.

Working flexible hours makes the company more appealing to new hires, provides greater job
satisfaction, and helps employees with work-life balance.

From fear-based leadership to empowering and inspiring

The smart leaders understand the concept of following from the front, that is, removing
obstacles from the paths of employees to help them become successful. Scaring your
employees into doing what you want is a failed approach to leadership yet unfortunately this
is how many of our companies were created; it's time to evolve this way of leading.

From on-premise to the cloud

Cloud technologies are rapidly making their way into our organizations, this means that it's
easier and cheaper to deploy social and collaborative tools to connect and engage our people
and information. Not only that but many employees or team leaders are deploying these
technologies without having to wait for corporate or IT approval.

Organizing work

Work organisation is about the division of labour, the coordination and control of work: how
work is divided into job tasks, bundling of tasks into jobs and assignments, interdependencies
between workers, and how work is coordinated and controlled in order to fulfil the goals of the
organisation. It encompasses the tasks performed, who performs them and how they are
performed in the process of making a product or providing a service. Work organisation thus
refers to how work is planned, organised and managed within companies and to choices on a

3
Prof Mahak Balani
III SEM MBA
FOR INTERNAL CIRCULATION ONLY

range of aspects such as work processes, job design, responsibilities, task allocation, work
scheduling, work pace, rules and procedures, and decision-making processes.

Strategic Job Redesign

Restructuring the elements including tasks, duties and responsibilities of a specific job in order
to make it more encouraging and inspiring for the employees or workers is known as job
redesigning.

The process includes revising, analyzing, altering, reforming and reshuffling the job-related
content and dimensions to increase the variety of assignments and functions to motivate
employees and make them feel as an important asset of the organization.

The main objective of conducting job redesigning is to place the right person at the right job
and get the maximum output while increasing their level of satisfaction.

Advantages of Job Redesigning

§ Enhances the Quality of Work-Life: Job redesigning motivates the employees and
enhances the quality of their work life. It increases their on-the-job productivity and
encourages them to perform better.
§ Increases Organization’s and Employees’ Productivity: Altering their job functions
and duties makes employees much comfortable and adds to their satisfaction level. The
unambiguous job responsibilities and tasks motivate them to work harder and give their
best output. Not only this, it also results in increased productivity of an organization.
§ Brings the Sense of Belongingness in Employees: Redesigning job and allowing
employees to do what they are good at creates a sense of belongingness in them towards
the organization. It is an effective strategy to retain the talent in the organization and
encouraging them to carry out their responsibilities in a better fashion.
§ Creates a Right Person-Job Fit: Job Redesigning plays an important role in creating
a right person-job fit while harnessing the full potential of employees. It helps
organization as well as employees in achieving their targets or goals.

4
Prof Mahak Balani
III SEM MBA
FOR INTERNAL CIRCULATION ONLY

Strategic Recruiting Issues and Trends

1. Difficulty in finding qualified candidates

Unless you are a well-established brand with a huge global reach, chances are your job postings
don’t appear on the radar of the best qualified candidates. Local communities can only take
you so far. According to the 2020 glassdoor research report, 76 percent of HR managers admit
that attracting the top talent is their biggest recruitment challenge. As technology brings down
the geographical barriers even further, expanding your reach into an extensive talent pool is
the need of the hour.
2. Candidate screening challenges
On one hand, there is a shortage of skilled talent while on the other hand, sorting through the
stockpiling resumes and applications and selecting the best talent is a huge task for the
recruiters.
3. Longer time to hire
If you are not hiring the top talent quickly, your competitors definitely are! The longer it takes
for the applicant to jump through the loops of the recruitment process, the lesser are their
chances of coming onboard. Longer time to hire also results in a poor candidate experience
that is detrimental to the corporate brand image in the long run too.
4. Process optimization challenges
Recruiters need to constantly reinvent themselves and the hiring process to stay relevant in the
rapidly changing times. For building an optimum recruitment process, the insights from the
existing data need to be analyzed and subsequent changes need to be implemented to make it
more effective.

5 Recruitment Issues to Overcome in 2020

1. Understand Recruitment Data first

2. Creating Candidate Insights

3. Develop a Personalized EVP
4. Humanize the Recruitment Experience
5. Understand the Human Elements of the Hiring Process

5
 Prof Mahak Balani
III SEM MBA
FOR INTERNAL CIRCULATION ONLY

Article shared-Read above mentioned points from article.

BAD RECRUITMENT

When the recruitment has been done without proper checking of required qualifications, skills
and experience of the candidate as required for the position, it is a bad recruitment.

WHAT MAKES BAD RECRUITMENT----

1. Speed becomes more important than quality

Whatever the reason, sometimes a candidate who is just good enough might be appointed over
someone who could really make a difference, simply on the basis of their immediate
availability.
Setting realistic timescales for the process, considering putting in an interim, HR and line
managers working closer together, are all things that can help give the process the time it
properly needs.

2. Poor briefing
Whether you work with your HR department or a recruitment agency to source candidates, it’s
important to spend time providing a clear brief of what you’re after. So ensuring the brief
contains a detailed job description, a good overview of the company (including culture), and a
clearly thought through person specification will all help ensure that everyone, including the
candidates, have the best understanding of the role and context from the beginning of the
process – not something to be discovered after they have joined.

3. Too few people involved in the hiring decision

While decisions by committee are certainly open to criticism, it is important that all the
critical decision makers are involved in the decision. If, for example, you are looking for
an events manager to support a specific team, not including the leader of that team in the
process and decision is clearly not ideal – but you’d be surprised how often this
happens. Getting participation and buy-in from the key stakeholders before and during the
process can save a whole heap of repercussions later!

4. Lack of a Structured process

Tests of aptitude and attitude alone will not identify the ideal candidate, but they can be a
reliable deciding factor when used in addition to the results of a structured, formal
interview. Without them, an interview decision will often be based on gut instinct alone.

5. Poor onboarding

6
Prof Mahak Balani
III SEM MBA
FOR INTERNAL CIRCULATION ONLY

Imagine hearing nothing from your new employers between the offer confirmation and
your first day, and then arriving to find few preparations have been made for your start.
Staying in touch with your new recruit before they join, particularly during their
resignation process, and during that critical initial settling in period are all areas where
close and sustained communication with the candidate can really pay off.

Hiring process
Hiring process refers to the process of finding, selecting and hiring new employees to a
company. Since the process requires strategic and pragmatic thinking while staying humane
there are certain steps to follow to make it successful.
This process has three key segments: planning, recruitment, and employee selection.

Human resource planning:

This is when a company settles on the number of employees they are looking to hire
and the skill sets they require of these employees. The company must then compare
their needs to the expected number of qualified candidates in the labor market.
Recruitment:
During this phase, a company tries to reach a pool of candidates through job postings,
job referrals, advertisements, college campus recruitment, etc. Candidates who respond
to these measures then come in for interviews and other methods of assessment.
Employers may conduct background check of prospective employees. They will also
check references.
Employee selection:
Lastly, the employer evaluates information about the pool of applicants generated
during the recruitment phase. After assessing the candidates, the company decides
which applicant will be offered the position.

REFER ARTICLE FOR HIRING PROCESS IN DETAIL

HIRING PROCESS 2021
https://www.smartrecruiters.com/resources/glossary/hiring-process-steps/

RECRUITMENT METRICS

7
Prof Mahak Balani
III SEM MBA
FOR INTERNAL CIRCULATION ONLY

Time to Fill Metrics

Time to fill in the time it takes to identify a candidate and fill an open position in your
organisation. Tracking Time to fill is imperative because it directly impacts your ability to
onboard the most lucrative talent.

Time in Process Step

These recruiter productivity metrics describe the time a candidate spends in each step.

Identifying flaws is critical for prioritising where your teams can better spend their time. For
instance, you might realise that candidates are stuck in the hiring manager review for weeks at a
time. Or, for instance, perhaps a faulty integration prevents candidates from moving along in the
process.

Quality of Hire

This is a metric that matters tremendously to business stakeholders. If recruiting teams are
submitting low-quality talent, hiring managers are wasting valuable time and resources filtering
through them.

Cost to Fill

Cost to fill is a metric that measures the average cost to fill a position, from candidate attraction
to onboarding. In large organisations, the cost to acquire has a measurable impact on the bottom
line. In smaller organisations, it can make or break the yearly budget.

Note-Research and Add more points …quote examples as done in class.

Factors Affecting Recruitment

The factors affecting recruitment can be classified as internal and external factors.
The internal factors are:
• Wage and salary policies;
• The age composition of existing working force;
• Promotion and retirement policies;
• Turnover rates;
• The nature of operations involved the kind of personnel required;
• The level and seasonality of operations in question;

8
 Prof Mahak Balani
III SEM MBA
FOR INTERNAL CIRCULATION ONLY

• Future expansion and reduction programmes;

• Recruiting policy of the organisation;
• Human resource planning strategy of the company;
• Size of the organisation and the number of employees employed;
• Cost involved in recruiting employees, and finally;
• Growth and expansion plans of the organisation

The external factors are:

• Supply and demand of specific skills in the labour market;
• Company’s image perception of the job seekers about the company.
• External cultural factors: Obviously, the culture may exert considerable check on
recruitment. For example, women may not be recruited in certain jobs in industry.
• Economic factors: such as a tight or loose labour market, the reputation of the enterprise in
the community as a good pay master or otherwise and such allied issues which determine the
quality and quantity of manpower submitting itself for recruitment.
• Political and legal factors also exert restraints in respect of nature and hours of work for
women and children, and allied employment practices in the enterprise, reservation of Job for
SC, ST and so on.

RECRUITMENT STRATEGY-INTERNAL…EXTERNAL APPROACH

Internal recruitment strategies are put into place when organizations decide to promote
employees from within the organization to fill up any positions that may have become vacant.
External recruitment is when the business looks to fill the vacancy from any suitable applicant
outside the business.
Internal recruitment methods and advantages
Methods
Promotion
Internal Advertisement
Hire a retired employee
Advantages
Employees know the business
Hiring managers know the employee
Employees grow within a business
External recruitment methods and advantages
Methods
Job Boards
Social Media
Website
Advantages
Gain new perspectives
Larger candidate pool
Increase branding

9
Prof Mahak Balani
III SEM MBA
FOR INTERNAL CIRCULATION ONLY

What are some common ethical dilemmas that HR professionals face during the

recruiting process?
While there are anti-discrimination laws in place that protect individuals from illegal treatment
during the hiring process, the ethics of recruiting go beyond regulation and can impact the
reputation of both a company and an individual recruiter.
Here are some of the more common ethical dilemmas that can arise in recruiting:
Posting a job ad for a position that does not exist. There are a few reasons this may be done:
to see what talent might be available in a potential new location; to attract passive candidates
to build up a talent pipeline; to use up remaining postings in an expiring contract with an online
jobs board, if only to collect resumes; to see if current employees will respond to a blind ad,
indicating they are ready to jump ship; or to foster the idea that the company is growing and
stable, rather than the opposite.
Unethical employee referral practices. These issues can arise when senior-level employees
make a referral and expect a hire, regardless of merit; a referred candidate is hired, and there is
a sense that the referring employee is indebted to the hiring manager for "doing him or her a
favor"; and special interests, such as a client referral, carry weight over merit.
Unethical use of social media.
At its most flagrant, unethical behaviors include recruiters' creating fake social media accounts
to gain access to applicant profiles to mine private information about them and access their
friends.
To maintain ethical standards, consider limiting social media as a screening tool to positions
requiring a social media presence or skills.
LEGAL ISSUES YOU NEED TO CONSIDER IN YOUR RECRUITING PROCESS

When starting the recruiting process, it is important to be aware of certain legal issues in
order to minimize risk. Job postings, interview questions, checking references and making
job offers all need to be done in a way that meets legal requirements.
JOB POSTINGS

According to the BC Human Rights Code (Discrimination in employment advertisements), you

must not publish job postings or advertisements that give preference to race,colour,marital
status etc.

10
 Prof Mahak Balani
III SEM MBA
FOR INTERNAL CIRCULATION ONLY

THE INTERVIEW

Once you are ready to begin your interviews, there are a few key points to keep in mind when
designing questions. You need to ensure your interview process is not intentionally or
unintentionally asking questions on prohibited grounds (see Discrimination in
employment provisions). It is important to describe the job and requirements in a way that
gives all applicants a chance to apply.

CHECKING REFERENCES

It is important to note that you cannot ask questions that are illegal during any stage of the
recruitment process including your interview or while conducting reference checks.

MAKING THE OFFER

According to the BC Human Rights Act (Discrimination in wages), it is important that you not
“discriminate between employees.You must ensure that differences in wages when offers are
being made are based on “the concept of skill, effort and responsibility, seniority and merit.

Organizational Best Practices

Research about best practices and prepare your answers taking into consideration the current
situation.

11