RECRUITMENT ,
SELECTION &
INDUCTION
Definition and Meaning of
Recruitment
According to Edwin B. Flippo,“ Recruitment is the
process of searching the candidates for
employment and stimulating them to apply for jobs
in the organization ”
Meaning:
•
Recruitment is the activity that links the employers
and the job seekers.
• A process of finding and attracting capable
applicants for employment
 A process of finding and attracting capable
applicants for employment. The process begins
when new recruits are sought and ends when their
applications are submitted. The result is a pool of
applications from which new employees are
selected.
 It is the process to discover sources of manpower
to meet the requirement of staffing and to employ
effective measures for attracting that manpower in
adequate numbers to facilitate effective selection
of an efficient working force.
Recruitment needs are of
three types
PLANNED
the needs arising from changes in organization and
retirement policy.
ANTICIPATED
Anticipated needs are those movements in
personnel, which an organization can predict by
studying trends in internal and external environment.
UNEXPECTED
Resignation, deaths, accidents, illness give rise to
unexpected needs.
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.
• Recruitment is the process which links the employers
with the employees.
• Increase the pool of job candidates at minimum cost.
• Help increase the success rate of selection process.
Recruitment Process
1.
Identify vacancy
2.
Prepare job description and
person specification
3.
Advertising the vacancy
4.
Managing the response
5.
Short-listing
6.
Arrange interviews
7.
Conducting interview and
decision making
SOURCES OF RECRUITMENT
INTERNAL
EXTERNAL
•
•
•
•
TRANSFER
PROMOTION
RETRENCHED EMPLOYEE
RETIRED EMPLOYEE
External Sources
• Walk-ins
• Employee referrals
• Advertising
• Educational associations
• Professional agencies
• E-recruitment (general recruitment
agents/ companies’ own sites)
• Word-of-mouth
FACTORS AFFECTING
RECRUITMENT
Trends are being seen in
recruitment
• Outsourcing
• Poaching
• E-Recruitment
“E-Recruitment
The buzzword and the latest trends in recruitment is the “E-
Recruitment”. Also known as “Online recruitment”, it is the
use of technology or the web based tools to assist the
recruitment process. The tool can be either a job website like
naukri.com, the organisation’s corporate web site or its own
intranet.
The internet penetration in India is increasing and has
tremendous potential. According to a study by NASSCOM –
“Jobs is among the top reasons why new users will come on
to the internet, besides e-mail.” There are more than 18
million resume’s floating online across the world.
The two kinds of e- recruitment that an
organisation can use is –
Job portals –posting the position with the job description and the job
specification on the job portal and also searching for the suitable
resumes posted on the site corresponding to the opening in the
organisation.
Creating a complete online recruitment/application section in the
companies own website. - Companies have added an application
system to its website, where the ‘passive’ job seekers can submit their
resumes into the database of the organisation for consideration in
future, as and when the roles become available.
Selection
According to Thomas stone “Selection is the process of differentiating
between applicants in order to indentify and hire those with a
greater likelihood of success on the jobs. ”
In simple words……
It is the functions performed by the management of selecting the right
employees .After identifying the sources of human resources,
searching for prospective employees and stimulating them to apply
for jobs in an organization .
The objective of the selection decision is to choose the individual
who can most successfully perform the job from the pool of qualified
candidates.
Selection Process Flowchart
Job analysis
Recruitment
Application form
Written examination
Group Discussion
interview
Reference checks
Line managers decision
Medical examination
Differentiation between recruitment and selection
Recruitment
1.
2.
It the process of searching the
Selection
It Involves the series of steps by
candidates for employment and
which the candidates are screened
stimulating them to apply for
for choosing the most suitable
jobs in the organization.
persons for vacant posts.
The basic purpose of
The basic purpose of selection
recruitments is to create a
process is to choose the right
talent pool of candidates to
candidate to fill the various positions
enable the selection of best
in the organization.
candidates for the organization,
by attracting more and more
employees to apply in the
organization.
3. Recruitment is a positive
process i.e. encouraging
more and more employees
to apply .
4
Recruitment is concerned
3.Selection is a negative
process as it involves rejection
of the unsuitable candidates.
4 Selection is concerned with
selecting the most suitable
with tapping the sources of candidate through various
human resources.
5
There is no contract of
interviews and tests.
5 Selection results in a
recruitment established in
contract of service between
recruitment
the employer and the selected
employee.
Importance of Recruitment and
Selection
• Helps to get a proper candidate.
• Help to increase success rate or individual &
organization.
• Help to reduce the probability of turnover
• Helps to get organizations legal and social
obligations.
• Helps to increase organization and individual
effectiveness.
Orientation is the process of acquainting new employees
with the organization. Orientation topics range from such
basic items as the location of the company cafeteria to such
concerns as various career paths within the firm.
Hence we can say that induction or orientation is the process
through which a new employee is introduced to the job and
the organization.
In the words of Armstrong, induction is "the process of
receiving and welcoming an employee when he first joins a
company and giving him the basic information he needs to
settle down quickly and start work.
Definition: Orientation is a systematic and planned
introduction of employees to their jobs, their coworkers and the organization.
It is also called as Induction.
Orientation is designed to provide a new employee
with the information he/she needs to function
comfortably and effectively in the organization.
Should be a process, not an event.
 To reduce start up costs (associated with job learning)
 To reduce anxiety
 To reduce employee turnover
 To save time for supervisor & colleagues
 To Develop Realistic Job Expectations and Job
Satisfaction
The idea is to make the new employees feel ‘at home’
in the new environment
Expedite proficiency
Enhance adjustment to work group and norms
Encourage positive attitude
The terms and conditions of employment
It helps a new employ to know the job, its content,
policies, rules and regulations.
The people with whom he is supposed to interact. .
Steps In Induction Programme
 Welcome to the organization
 Explain about the company.
 Show the location, department where the new recruit will work. .
 Give the company's manual to the new recruit.
 Provide details about various work groups .
 Give details about pay, benefits, holidays, leave, etc. Emphasize
the importance of attendance or punctuality.
 Explain about future training opportunities and career
prospects.
 Clarify doubts, by encouraging the employee to come out with
questions.
The areas covered in
employee induction
programme may be stated
as follows - CONTENT of
induction
About the Organisational
o History of company
o Names and titles of key executives.
o Employees' title and department.
o Layout of physical facilities
o Probationary period
o Products/services offered
o Overview of production process
o Company policy and rules
o Disciplinary procedures
o Safety steps
o Employees' handbook
Employee benefits
o Pay scales, pay days
o Vacations, holidays
o Rest pauses
o Training Avenues
o Counselling
o Insurance, medical, recreation, retirement benefit
Job duties
Job location
o Job tasks
o Job safety needs
o Overview of jobs
o Job objectives
o Relationship with other jobs
1 employee
program.
handbook
and
orientation
2.Communicate pride in the company by giving
each new employee an item with the company
logo on it.
3.Encourage communication, and a sense of
importance, by inviting new employees to have
coffee or lunch with the company owner or a
senior manager.
4. Encourage new employees to sample the
product and or service that the company sells
(i.e. Some restaurants offer new employees a
complimentary meal).
5. Reduce the stress of starting a new job by
pairing new employees with a buddy (a more
senior or experienced team member) that can
help coach them through the first few weeks on
the job.
Here are some ideas to consider, when devising the
orientation program:
1. The MIND thinks in IMAGES… not WORDS!
2. Repetition is Key… Repetition is Key… Repetition is
Key.
3. Employee is most excited on the first day of work. You
need to keep that excitement alive for as long as
possible!
Games can provide for an informal and fun
orientation.. For example:
 Photo match after the tour
Too much paperwork
high Cost to company
Only expenditure no income
Information overload
Too much “selling” of the organization
Too much one-way communication
Difficult for the employee to relate