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Chapter 2 Recruitment and Selection:

Chapter 2 Recruitment and Selection By Mohammed Quadir Mohiuddin

Recruitment:

Recruitment Recruitment is concerned with developing suitable techniques for attracting more and more candidates. Recruitment is sometimes confused with employment. The two are not one and the same. Recruitment is just one step in the process of employment. Similarly recruitment and selection are also different in nature.

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Recruitment is concerned with developing suitable techniques for attracting more and more candidates while selection is the process of finding out the most suitable candidate for the job. According to Yoder, recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate which prompts people to offer for selection in an organization.

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According to Flippo, “Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization”. The purpose of recruitment is to locate sources of manpower to meet job requirements and job specification. Recruitment forms the first stage in the process which continues with selection and ceases with the placement of the candidate.

Factors:

Factors Internal factors: Recruitment policy of the organisation; Human resource planning strategy of the company. Size of the organisation Cost involved in recruiting employees Growth and expansion plans of the organisation . External factors: Supply and demand of specific skills the labour market. Company’s image-perceptions of the job seekers about the company Political and legal considerations

Objectives of Recruitment:

Objectives of Recruitment To attract people with multi-dimensional skills and experiences those suit the present and future organizational strategies. To infuse fresh blood at all levels of the organisation. To seek our non-conventional development grounds of talents. To induct outsider with a new perspective to lead the company To find and employ the best qualified persons for each job.

Recruitment techniques : source:

Recruitment techniques : source INTERNAL SOURCE: To stimulate internal candidates Promotions: It deals with upward assignment given to an employee in the organisation to occupy higher position which commands better status and/or pay keeping in view the human resources of the employees and the job requirement. Transfers: It is the process of placing employees in the same level jobs where they can be utilized more effectively in consistence with their potentialities and needs of the employees and the organisation.

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EXTERNAL SOURCE: To stimulate external candidates Scouting: It means sending the representation of organizations to various sources of recruitment with a view to persuading or stimulating the candidates to apply for jobs. External sources lie outside the organisation. They usually include. 1. New entrants to the labour force 2. the unemployed 3. Advertising 4. Retried experienced persons

Methods of Recruitment:

Methods of Recruitment Methods of recruitment are different from the sources of recruitment. Sources are the locations where prospective employees are available. On the other hand, methods are ways of establishing links with the prospective employees. Various methods employed for recruiting employees may be classified into the following categories

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Direct Method : Under direct recruitment, employee contacts, manned exhibits and waiting lists are used. In scouting, representatives of the organization are sent to the educational and training institutions. These travelling recruiters exchange information with the students clarify their doubts; stimulate them to apply for jobs, conduct campus interviews and short list candidates for further screening. They act in cooperation with the placement head of the institution.. Some organizations prepare the waiting lists of candidates who have indicated their interest in jobs in person, through mail or over telephone .

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Indirect Methods: Advertisement in newspapers, journals, on the radio and television are used to publicize vacancies. A well thought out and clear advertisement enables candidates to assess their suitability so that only those possessing the requisite qualifications will apply. This method is suitable when the organization wants to reach out to a large target group scattered geographically. Considerable details about jobs to be filled and qualification required can be given in the advertisements.

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Third Party Methods: Various agencies can be used to recruit personnel. Public employment exchanges, management consulting firms professional. Societies , temporary help societies, trade unions, labor contractors are the main agencies . In addition friends and relatives of existing staff and deputation method can be used .

Recruitment Practices:

Recruitment Practices Commonly used methods for recruitment are: employment referrals, casual applicants, `advertising, local educational institutions, public employment exchanges, private employment agencies, union etc.

Recruitment methods followed by many Industries:

Recruitment methods followed by many Industries Internal sources Public employment exchanges Labour contractors Candidates introduced by friends and relatives Candidates brought by present employees (generally for lower posts) Casual labourers Private employment agencies consultants Campus recruitment such as Institutes of Management, Institutes of Technology, Engineering Colleges, University Campuses etc. Sons of Soil. There is a move at present that vacancies at lower levels should be filled from local people. Public sector undertakings are already following this practice.

SELECTION:

S E L E C T I O N Selection is the processes of picking individuals who have relevant qualifications to fill jobs in an organisation. It is a long process, commencing from the preliminary Interview of the applicants and ending with the contract of employment. Selection of personnel to man to organisation is a crucial and continuing function. If the right personnel, are selected the remaining functions of HRM become easier, the employee contribution and commitment will be at optimum level and employee-employer relations with be congenial.

Aims of the Selection Process:

Aims of the Selection Process 1.Gather as much relevant information as possible 2.Organize and evaluate the information 3. Assess each candidate in order to: a. Forecast performance on the job, and b. Give information to applicants, c. They can judge whether or not they wish to accept an offer of employment

Steps in selection:

Steps in selection Application Form – personnel background, educational attainments, Work Experience, Salary, Personnel Item, R eference. Written Examination Preliminary Interview Group discussion Tests - Aptitude Tests, Achievement test, Interest Tests Personality test Final Interview Medical Examination Reference check Line Manager’s decision Employment .

Blank Application /Application Form:

Blank Application /Application Form The information collected in blank application relates to the following particulars: Bio-data: Bio data includes name of the applicant, father’s name, date of birth, place of birth, permanent address, height, weight, identification mark, marital status, physical disability etc. Educational Qualifications. This part of educational qualifications relates to education acquired, institutions attended, percentage of marks, distinctions achieved, technical education acquired, subjects studied, areas of specialization.

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Work Experience: Application blank also enquiries about previous experience, similar or other jobs held, nature of duties, salaries received, names of previous employers, reasons for leaving the present job. Curricular Activities: The information about participation in extracurricular activities like debates and declamations, sports, etc. is also received in blank application form

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References: The applicant is also asked to give some references from where an enquiry may be made about his nature and work references are normally the persons with whom the applicants worked but are not related to him. Salary Demanded: The salary demanded by the applicant is also given in the applications blank.

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Written tests are tests that are administered on paper or on a computer. A test taker who takes a written test could respond to specific items by writing or typing within a given space of the test or on a separate form or document Preliminary Interview is a sorting process in which the prospective candidates are given the necessary information about the nature of the job and the organization. Necessary information is obtained from the candidates about their education, skills, experience, expected salary etc. If the candidate is found suitable, he is selected for further screening

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Group discussion (GD) in simple words means discussion among a group of people. GDs are now increasingly being used by corporate and institutions for selection of candidate for employment or admission The skills that are usually assessed in a Group Discussion are : · Communication Skills · Interpersonal Skills · Leadership Skills · Motivational Skills · Team Building Skills · Tolerance to Ambiguity · Divergent Thinking · Listening skills · Presentation Skills · Analytical / Logical skills

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Aptitude tests: Tests that measure specific mental abilities, such as inductive and deductive reasoning, verbal comprehension, memory, and numerical ability Intelligence Tests: Tests of general intellectual abilities that measure a range of abilities, including memory, vocabulary, verbal fluency, and numerical ability Achievement test is a test of developed skill or knowledge. Test that measure what a person has already learned—“job knowledge” in areas like accounting, marketing, or personnel. Medical examination carried out to determine the physical fitness of an applicant for a job, life insurance, etc.

Point to be taken care in recruitment and Selection:

Point to be taken care in recruitment and Selection Candidate must be competent to discharge his/her duties with diligence Selection must be consistent with provision of law of Oman Candidate must be physically fit and of sound mind Candidate must be having good character & moral Selection must be fair and honest

Legal Issues associated with recruitment and Selection:

Legal Issues associated with recruitment and Selection An employer cannot discriminate on the basis of race, color , religion, sex, or national origin with respect to employment. Equal pay for equal work, regardless of Gender

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Employers have an affirmative duty to maintain workplaces free of sexual harassment and intimidation. a) Take all complaints about harassment seriously. b) Issue a strong policy statement condemning such behavior . c) Inform all employees about the policy and of their rights. d) Develop and implement a complaint procedure .

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