Selection and Recruitment process in Organisation

Selection: Selection is the process of choosing the most suitable candidate for the vacant position in the organization. 

Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people.

Selection is much more than just choosing the best available person. Selecting the appropriate set of knowledge, skills, and abilities(KSAs)which come packaged in a human being—is an attempt to get a “fit” between what the applicant can and wants to do, and what the organization needs.

Process of selection:

# Preliminary interview

It is the first step after receipt and scrutiny of application forms in the selection process. The preliminary interview is for eliminating those who cannot be employed because of such factors as age, citizenship, status, and inexperience or lack of training.

# Application Blank

The successful candidates in preliminary interviews are supplied the application blank to get a written record of the information.

By this application, the information like family background, date and place of birth, age, gender, marital status, educational qualifications, working experience, expected salaries and allowances, and extra-curricular activities are gathered.

# Employment test- The personnel department can guide and help in the selection of types of tests, appropriate for a particular position.

Types of Employment test-

▪︎ Aptitude test- Such tests are designed to measure the aptitude of applicants and their capacity to learn the skills required on a particular job. It is more useful for clerical and trade positions.

▪︎Intelligent test– To measure the mental alertness and capacity of a person to grasp and put together the elements of a novel or abstract situation.

▪︎ knowledge test– To measure the depth of knowledge and proficiency in certain skills already achieved by the applicant such as engineering, accounting etc.

▪︎Projective test- Which use the projective technique whereby the applicant projects his personality into free responses about pictures shown to him, which are ambiguous.

▪︎personality test- It is designed to judge the emotional balance, maturity and temperamental qualities of a person. It may follow experimental methods—rating method, question-answer method.

▪︎Judgement test- For evaluating the ability to apply knowledge judiciously in solving a problem.

▪︎Dexterity test- To determine an individual’s capacity to use his fingers and hands in industrial work. Jobs requiring dexterity include physical therapists, watch repair, lab work, etc.

# Employment interview

Interview is one of the most widely used selection tool. Virtually every manager hired or promoted by a company is interviewed by one or more persons. Interview is a selection technique that enables the employer to view and assess the total “personality” of his prospective, which is not included on the application blank.

# Refrence check

Interview is one of the most widely used selection tool. Virtually every manager hired or promoted by a company is interviewed by one or more persons. Interview is a selection technique that enables the employer to view and assess the total “personality” of his prospective, which is not included on the application blank.

These characteristics include leadership qualities, ability to act assertively and decisively, ability to communicate well and attitude towards subordinates as well as superiors.

# Medical examination

Medical examination should be both general and thorough.
The findings should be carefully recorded as to give a complete medical history, the scope of current physical capacities and the nature of disabilities, if any. In other words, this will ensure that the candidate is physically fit and capable to exercise his responsibilities.

#Final selection

If a candidate successfully overcomes all the obstacles or tests given above, he would be declared selected.

An appointment letter will be given to him mentioning the terms of appointment, pay scale, post on which selected etc. When he joins the organisation, it is the primary duty of the personnel manager to introduce him to the company and his job.

Recruitment: Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization.’

Process:

▪︎Identify vacancy

▪︎Prepare job description and person specification

▪︎Advertising the vacancy

▪︎Managing the response

▪︎Short – listing

▪︎Arrange interview

▪︎Conducting interviews and decision making

“Here are some internal sources of recruitment “

1. Promotion: Promotion is an upward movement of employee from current job position to a hierarchically higher job position with increase pay and responsibilities. Promotion is a recognition and reward for knowledge, efficiency and talent.
2. Upgradation: It refers to giving higher responsibility to the internal employees.
3. Transfer: It refers to changing place from one position to another, but no change in pay scale and responsibility.
4. Demotion: It refers to low pay scale and lower positions. However, it is a one kind of punishment.
5. Former employees: Former employees can include those who have worked on part-time basis and now desire to work on a full-time employment, retired employees or those who have left the company for some reason but are now willing to come back.Former employees are a good internal source of recruitment. They have the advantage of knowing the organization and the organization knows the performance of these people.
6. job posting: job posting is a way of hiring people from within. In this method, the organization publicises job openings on bulletin boards, and similar outlets.For e.g. Hindustan Lever introduced its version of open job posting in early 2002 and over 40 positions have since been filled through the process.
7. Dependants: The legal heir or the dependants of the deceased employee may be given a chance to replace the deceased.
8. Previous applicants: The applicants who have already applied for any job advertised in the past but not selected at that point of time but stored in the data base of the organization are considered as an internal source of recruitment.
9. Aquisition and mergers: This is another source of internal recruitment. The internal requirement for personnel is met through the available workforce on account of acquiring other firms or merging with other establishments

“These are some external sources of recruitment “

1. Direct recruitment: The unemployed persons may contact the employment section of various enterprises to ascertain if they can be casually employed. This method is very useful for recruiting unskilled workers. It does not involve cost of advertising the vacancies. Whenever the regular workers absent themselves in large number or whenever there is rush of work, this source of recruitment may be used.
2. Advertising: Advertising a job has become the fashion of the day with the large companies particularly when the vacancy is for a higher post or when there are a large number of vacancies. This helps in approaching the candidates spread over different parts of the country. 
3. Employment exchange: There is a network of employment exchanges in the country which is run by the Government has also made it compulsory for the employers to fill some vacancies through the employment exchanges. 
4. Campus recruitment: Colleges and institutes of management and technology have become a popular source of recruitment for technical, professional and managerial jobs.
5. Recommended by the existing employees: Some employers recruit employees on the basis of recommendations of the existing workers. This policy creates goodwill among the present employees and helps in finding reliable candidates.
6. Telecasting: The practice of telecasting of vacant posts over T.V. (Doordarshan and other channels) is gaining importance these days. The detailed requirements of the job and the qualities required to do it are publicised along with the profile of the organisation where the vacancy exists.
7. Web publishing: Internet is becoming a popular source of recruitment these days. There are certain websites specifically dedicated for the purpose of providing information about job seekers and job opening both. In fact, websites such as naukri.com, jobstreet.com etc., are very commonly visited both by the perspective employees and the organisations searching for suitable people.
8. Labour contractors: Recruitment may also take place through intermediaries known as agents or labour contractors. This system of recruitment has lost popularity these days. If a labour contractor leaves enterprise, the workers employed through him will also leave the organisation. Thus, it is not a reliable method of employment.