RECRUITMENT AND SELECTION
PROCESS
• PRESENTED BY – APURV KUMAR MAURYA
(ROLL NO.- 13)

What is recruitment ?
• According to Edwin B.
Flippo,“
• “Recruitment is the
process of searching theprocess of searching the
potential candidate for
employment
and stimulating them to
apply for jobs in the
organisation”

MEANING AND NEEDS
• Recruitment is a linkage activity bringing together the
employers and the job seekers.
• A process of finding and attracting capable applicants
for employment.
• Recruitment needs are of three types-• Recruitment needs are of three types-
• Planned:- i.e. the need arising from changes in
organization.
• Anticipated:- i.e. needs which an organization can predict
by studying trends.
• Unexpectected:-i.e. resignation, deaths, accidents, illness
give rise to unexpected needs.

Purpose and importance of
recruitment
• Attract and encourage more and more candidates
to apply in the organisation.
• Create a talent pool of candidates to enable the
selection of best candidates for the organisation.selection of best candidates for the organisation.
• Determine present and future requirements of
the organisation in conjuction with its personnel
planning and job analysis activities.
• It increases the pool of job candidates at
minimum cost.

Process of recruitment
1- Recruitment planning.
2- Strategy development.
3- Searching.
4- Screening.4- Screening.
5- Evaluation and control.

1- Recruitment Planning
• Recruitment planning is the first step of the
recruitment process, where the vacant positions
are analyzed and described. It includes job
specifications and its nature, experience,
qualifications and skills required for the job, etc.
• A structured recruitment plan is mandatory to• A structured recruitment plan is mandatory to
attract potential candidates from a pool of
candidates. The potential candidates should be
qualified, experienced with a capability to take
the responsibilities required to achieve the
objectives of the organization.

2-Recruitment Strategy
• Recruitment strategy is the second step of the
recruitment process, where a strategy is prepared
for hiring the resources. After completing the
preparation of job descriptions and job
specifications, the next step is to decide which
strategy to adopt for recruiting the potential
candidates for the organization.candidates for the organization.
• While making strategies for recruitment the HR
team considers the following points-
• Types of recruitment.
• Geographical area.
• Recruitment source, etc.

3-Searching the Right Candidates
• Searching is the process of recruitment where
the resources are sourced depending upon
the requirement of the job. After the
recruitment strategy is done, the searching of
candidates will be initialized.candidates will be initialized.
• Searching involves attracting the job seekers
to the vacancies. The sources are broadly
divided into two categories: Internal
Sources and External Sources.

• Internal Source:-
• Internal sources of recruitment refer to hiring
employees within the organizaƟon through −
• Promotions
• Transfers
• Former Employees• Former Employees
• Internal Advertisements (Job Posting).
• Employee Referrals.
• Retrenced employees.

• External Sources
• External sources of recruitment refer to hiring
employees outside the organization through -
• Campus Recruitment.
• Advertisements.
• Employment Exchanges.• Employment Exchanges.
• Employment Agencies.
• Outsourcing.
• Online recruitment through website,by
conducting walk in interviews.

4- Screening / Short listing
• Screening is the process of filtering the
applications of the candidates for further
selection process.
• Screening is an integral part of recruitment
process that helps in removing unqualified or
irrelevant candidates, which were receivedirrelevant candidates, which were received
through sourcing. The screening process of
recruitment consists of three steps −
• Reviewing of Resumes .
• Conducting Interview.
• Identifying the top candidates.

5- Evaluation and Control
• Evaluation and control is the last stage in the
process of recruitment. In this process, the
effectiveness and the validity of the process
and methods are assessed. Recruitment is a
costly process, hence it is important that thecostly process, hence it is important that the
performance of the recruitment process is
thoroughly evaluated.

SELECTION
• Selection is the process of picking up
individuals (out of pool of job applicants) with
requsite qualifications and competence to fill
jobs in the organisation.jobs in the organisation.

• Selection process:-
1- Preliminary interview.
2- Selection tests.
3- Selection interviews.
4- Reference and background check.
5- Selection decision.5- Selection decision.
6- Physical Examination.
7- Job offer.
8- Contract of employment.
9- Evaluation of selection program.

• Techniques for making selection effective
• Employee selection is a very critical function
of HR department. So, in addition to the
routine selection process which is used by all
the organisations,some new and innovative
techniques are also used for selecting the besttechniques are also used for selecting the best
employees, some of them are as:-
• 1- competency based hiring techniques.
• 2- Training the interviewers.
• 3- Assessing culture fitment.

TEST AND INTERVIEWS
• Purpose of test?
Test are used for the selection of candidates for
these primary purposes:-
• for placing or assigning a person to the job for• for placing or assigning a person to the job for
which he is most suitable.
• For selecting candidates for promotion and
transfer within an organisation.
• For councelling employees.

• Types of tests
• Some commonly used employment tests are
as follows:-
1- Intelligence test.
2- Aptitude Test.
3- Personality test.3- Personality test.
4- Interest test.
5- Achievement Test.
6- video based situational tes,etc.

• Developing a test programme
• In order for any selection test to be useful, it is
imperative that the test should be validated
before use, by ensuring that the test scores are
good predictor for some criterion like job
performance, the steps are generally involved in
developing a test programme.developing a test programme.
• 1- Deciding the objective of the test programme.
• 2- Analysing the job.
• 3- Choosing the tests.
• 4- Administering the test.

• 5- Relating the test scores and criteria.
• 6- Cross validating.
• 7- Analysing the results of the tests.
• INTERVIEWS
• Interview is a face to face interaction between• Interview is a face to face interaction between
two persons for a particular purpose, by this
method an idea about an applicant’s
personality ( including his
intelligence,interests and general attributes
towards life) can be obtained.

• Objectives of interview
• Some of the objectives of the interview are:-
• 1- judgement of applicant.
• 2- give information to the applicant.
• 3- promote goodwill.
• 4-To establish a rapport,etc.• 4-To establish a rapport,etc.
• Types of interview
• Type of interview depends upon the type of
recruitment’s requirement, some of the
common types are as:-

• Unstructured interview.
• Structured interview.
• Situational interview.
• Psychological interview.
• Panel interview.
Personal interview.• Personal interview.
• Behavioural interview.
• Job related interview, etc.

Limitations of interview:-
Regardless of the type, several problems are
inherent in interviews are as:-
1. Personal bias.
2. Halo effect.
3. Constant error.3. Constant error.
4. Stereotyping.
5. Pressure to hire.
6. too much/ too little talking, etc.

PLACEMENT AND INDUCTION
• The selection procedure ends with the
placement of a worker to the job, placement
is the process of assigning a specific rank and
responsibility to each one of the selected
candidate.candidate.
• INDUCTION:- it is the welcoming process to
make the new employee feel at home and
generate in him a feeling of belongingness to
the organisation.