RECRUITMENT

CHAPTER 03
INTRODUCTION TO RECRUITMENT
• Recruitment is the process of identifying and
hiring the best qualified candidate (from
within or outside an organization) for an
actual or anticipated job vacancy in a most
timely and cost-effective manner.
• This function helps acquire the right kind of
employees for the organizational workforce.
 SOURCES OF RECRUITMENT
• INTERNAL RECRUITMENT
• EXTERNAL RECRUITMENT
 INTERNAL RECRUITMENT
• Internal recruitment means the acquisition of
employees from inside the organization and
this often involves promotion or transfer
across locations or between departments or
through employee referral.
• If there is any vacancy the HR department
circulates internal advertisement in their web
or internal email services.
METHODS OF INTERNAL RECRUITMENT

• HR Information system (HRIS)

• Job posting
• Transfers
• Promotions
ADVANTAGES OF INTERNAL RECRUITMENT
• Selecting and transferring existing employees is a simpler
process.
• The managers are aware of the talents and abilities of already
existing employees.
• Internal recruitment serves as a tool to boost the morale of
employees as internal hiring creates job and promotion
opportunities for existing employees.
• Internal hiring promotes a feeling of loyalty amongst the
employees.
• Existing employees are already aware of the company’s working
methods and don’t take a long time to adjust to new positions.
 DISADVANTAGES OF INTERNAL
RECRUITMENT
• Lack of fresh ideas
• Create resentment among employees and
managers
• Leave a gap in your existing workforce
• Limit your pool of applicants
• Result in inflexible culture
 EXTERNAL RECRUITMENT
• External recruitment concerns recruitment
from outside the organization . This facilitates
the entry of new people and ideas in to the
organization.
• However the acceptance of and reaction to a
new entry of new entrant is sometimes
sceptical and may have a negative impact on
group cohesion and morale
METHODS OF EXTERNAL RECRUITMENT

• Advertisement
• Campus recruitment
• Direct application
• Employment agencies
• Job portals
• Referral
 WHAT TO LOOK FOR IN PROSPECTIVE
CANDIDTES
SKILL SET REUIRED METHOD OF EVALUATION

Team Player Group Task

Positive mind frame Interview Question

Achievement oriented Past record/ Interview Question

Market Knowledge Interview Question

Extrovert Psychometric test

Pleasing Personality Interview Question

Self Management Interview Question

Job Knowledge Tests

 WHEN TO RECRUIT
• Each industry has developed some crude
yardstick that often provides some kind of
guidance to the HR executives. Whenever the
head counts fall below this yardstick, the HR
team should initiate recruitment function. An
impending business opportunity also could
trigger the recruitment process.
 RECRUITMENT POLICY
• It is important to put in a place a sound
recruitment policy, which outlines the basic
framework to be fulfilled during the
recruitment process. A robust recruitment
policy clearly highlights the basic principles
and ethical tenets that the HR department
should adhere to. The recruitment policy
should be clear, simple, pragmatic and
flexible.
 RECRUITMENT POLICY
• Clear : Policy statement is the guideline for
managers to implement. A clear policy with
clarity in expression will not provide any space
for speculation, subjective interpretation and
confusion. For example, the recruitment policy
should give clear guidelines regarding internal
or external recruitment or enumerate the
broad conditions on where to follow what
type of recruitment.
 RECRUITMENT POLICY
• Simple: Policy statement should be simple and
should not be mammoth document that is difficult
to implement. Simplicity will bring speed and
facilitate smooth implementation.
• Practical: Recruitment policy should be pragmatic
and be deeply connected with the changing scenario
of the socio- economic conditions of the country. A
grand policy without a touch of pragmatism or
realism will cause difficulties while implementing
the policy.
 RECRUITMENT POLICY
• Flexible: Recruitment policy should be flexible
to incorporate the requisite changes relevant
to the changing situations. It should have a
flexible approach that allows the HR
department to implement it easily.
 SELECTION
• The selection is a process of picking the right candidate with
prerequisite qualifications and capabilities to fill the jobs in the
organization.

• The selection process refers to the steps involved in choosing

people who have the right qualifications to fill a current or future
job opening.

• The procedure of selection may vary from industry to industry,

company to company and even from department to department.
Every organization designs its selection process, keeping in mind
the urgency of hiring people and the prerequisites for the job
vacancy
 SELECTION PROCESS
STEP 1 • Initial screening and shortlisting
STEP 2
• Communication with the shortlisted candidates
• Employment Tests: skill tests, psychometric test, aptitude
STEP 3 tests

STEP 4
• Group Interactions: Group Discussion

STEP 5
• Employment Interviews

STEP 6
• Reference Checks

STEP 7
• Medical Tests

STEP 8
• Issuance of appointment letter
 SELECTION PROCESS
• Initial screening and shortlisting
– With the advent email facilities HR department regularly
receive a lot of job application. Therefore the HR
department should have a disciplined approach to
categorize and update the records for future use.
– All application received by any HR department are not
necessarily suitable for the organization. The only
candidates who fulfil the basic criteria in terms of
educational qualifications and adequate training in the
specified field are called for the next round of the
selection process.
• Communication with shortlisted Candidates
– Written communication either email or letter sent through
courier – is preferably used to communicate with a
prospective candidate. Each letter should have the following
information
• Interview venue and time
• Person to be contacted
• Documents to be brought along
• Provision of accommodation to outstation candidates
• Travel reimbursement policy
• Time required for the interview process
• Time lag
• Employment Tests
– Employment tests are conducted at the beginning of the
selection process. They vary across organization. These tests
consist of aptitude tests, psychometric tests and skill tests.

Aptitude Test
It is a structured test used to measure the aptitude of the
candidate. Using this test the candidate would be evaluated in
terms of knowledge, acquisition skill, intelligence and so on.
While confronted with multiple choices in the organization an
individual with the right degree of aptitude will be able to tide
over the challenges smoothly.
• Psychometric Test
– This test consists of psychometric evaluation of
prospective candidates using criteria such as
introversion, extroversion and so on. It provides a
privilege view of the candidates’ management of
psychological energy to the selection panel.
• Skill Test
– This is special phase where the skill and knowledge of the
candidate is being examined. candidates are usually given
a problem to solve within a specific period. This gives a
clear idea about the competency of the candidates.
Candidates not found suitable in this phase are usually
eliminated form the next phase of the selection process.
• Example: candidates appearing for the hotel’s kitchen, that is,
food production also undergo trade test where they are
required to prepare a number of dishes within a limited time
and resources.
• Group Discussion
– Group provides general understanding about the
candidates' work, assertiveness, proficiency in language
and diction. In this certain number of candidates are called
and are given a topic to discuss for about few minutes. It is
about how they present their thoughts in a clear and
argumentative manner, building, agreeing or refuting the
earlier arguments in such a way that the candidates'
argumentative position could be clearly understood.
– In the hospitality industry, communication is a key
dimension of the product. Therefore, candidates who fail
effectively communicate with others are usually eliminated
in this round.
• Personal Interview
– Personal Interview is one of the most important phases
where the applicant and the selection committee members
interact with each other face to face.
– The objective of the personal interview is to understand
about candidate’s behaviour through multiple questions.
– During the interview the candidate is required to manage his
or her nerve and attempt to answer questions to the best of
his or her knowledge.
– Candidate is required to adhere to certain protocols termed
STAR.
– The STAR interview response technique is a way of answering
job interview questions.
–It helps the job candidate provide concrete examples or
proof that he or she has the experience and skills for the
job.
–STAR is an acronym for four key concepts. Each concept is
a step the job candidate can take to answer a behavioural
interview question.
–By completing all four steps, the job candidate provides a
thorough answer. The concepts in the acronym include:
• Situation
• Task
• Action
• Result
• Situation: Describe the situation that candidate
was in or the task that they needed to accomplish.
They must describe a specific event or situation,
not a generalized description of what they have
done in the past. They have to be sure to give
enough detail for the interviewer to understand.
This situation can be from a previous job, from a
volunteer experience, or any relevant event.
• Task: What goal were you working toward?
• Action: Describe the actions they took to address the
situation with an appropriate amount of detail and keep
the focus on them. What specific steps did they take and
what was their particular contribution? Be careful that
you don’t describe what the team or group did when
talking about a project, but what he or she actually did.
Use the word “I,” not “we” when describing actions.
• Result: Describe the outcome of your actions and don’t
be shy about taking credit for your behavior. What
happened? How did the event end? What did you
accomplish? What did you learn?
HOW TO PREPARE FOR THE INTERVIEW

• Research about the company

• Review your curriculum vitae (CV)
• Revise your knowledge
• Positive mind set
• Sleep well
• Eye contact
• Stress management
• Reference checks and recommendations
– HR department check the references given by the
selected candidates. This reaffirms credibility of
the candidate and eliminates the possibility of
selecting candidates with wrong intensions or
doubtful backgrounds. Any particulars given in the
CV especially past experience details are verified
with past employers.
• Medical Tests
– It is an important phase where the selected
candidates’ medical fitness is examined. In this
phase a number of tests are conducted to
examine the general health of the candidate,
which highlight health related problems, if any.
• Issuance of appointment letter
– On successful completion of this process,
appointment letter is issued. It should give
clarification regarding the job title, date of joining,
name of the person to be contacted, salary
details , any other benefits and all other terms of
employment.
 LEGALITY OF RECRUITMENT
• While recruiting employees, HR executives
should examine the legal contexts and should
adhere to the current policy of the
government. While fixing the salary of the new
candidate, the HR teams needs to give special
attention to various provisions of the labour
laws such as the equal remuneration act, the
payment of bonus act, the employees state
insurance act and the payment of wages act.
 RECRUITMENT vs. SELECTION
BASIS RECRUITMENT SELECTION
Meaning It is an activity of establishing It is a process of picking up
contact between employers and more competent and
applicants. suitable employees.
Objective It encourages large number of It attempts at rejecting
Candidates for a job. unsuitable candidates.
Process It is a simple process. It is a complicated process.
Hurdles The candidates have not to cross Many hurdles have to be
over many hurdles. crossed.
Approach It is a positive approach. It is a negative approach.
Sequence It proceeds selection. It follows recruitment.
Economy It is an economical method. It is an expensive method.
Time Less time is required. More time is required.
Consuming