Human Resource Management
Chapter - Recruitment and Selection
Questions:
1. What is Recruitment?
2. What is Selection?
3. Recruitment vs Selection.
4. Factors of Selection.
5. Sources of Recruitment.
6. Process/Stages of selection.
7. What are the selection tools?
8. Types of interview.
Answer:
1. What is Recruitment & its types?
Recruitment is the process of finding, attracting, and hiring the right people for a job in
an organization. It starts with finding out what skills and experience are needed for the
position, and then advertising the job to attract qualified candidates. Once applications
are received, recruiters screen them to find the most capable candidates, who are then
interviewed. The best candidate is offered the job, and once they accept, they are
welcomed into the company.
2. What is Selection?
Selection is the process of choosing the most suitable candidate for the vacant
position in the organization. Selection process starts immediately after screening the
best CV who applied for job.
3. Recruitment vs Selection.
Feature
Meaning
Purpose
Process
Outcome
Nature
Scope
Time
Recruitment
Recruitment is the process
of finding, attracting, and
hiring the right people for a
job in an organization.
Selection
Selection is the process of
choosing the most suitable
candidate for the vacant
position
in
the
organization.
qualified Choosing the best one.
Finding
the
candidates.
Advertising,
sourcing,
collecting applications.
A
list
of
potential
candidates.
Positive
Wide
Less time consumed
Screening,
interviews,
tests, background checks.
A final job offer to the best
candidate.
Negative
Narrow
More time consumed
4. Factors of Selection
Selection is the process of choosing the most suitable candidate for the vacant
position in the organization. Selection process starts immediately after screening the
best CV who applied for job.
There are 2 factors of Selection:


External factors
Internal factors
External factors:

Supply and demand

Unemployment rate

Labor Market

Political & Social factors

Image of Organization

Competitors

Supply & Demand:
More jobs than candidates = Harder hiring, tough competition.
Companies need many applicants to find the best fit.

Unemployment Rate:
More unemployed people = Easier hiring, lower salaries.
Fewer unemployed people = Harder hiring, higher salaries.

Labour Market:
Availability of skilled workers.
Right education and qualifications for jobs.

Political & Social Factors:
Political issues like strikes and conflicts affect hiring.
Disasters and pandemics make recruitment difficult.

Company Image:
A good reputation attracts job seekers.
A bad reputation makes hiring tough.

Competition:
Other companies may offer better pay and benefits.
Hard to hire top talent due to competition.
Internal factors:

Recruitment policy

Human Res Planning

Size of the firm

Cost of recruitment

Growth & Expansion
Recruitment Policy: Rules on qualification, experience, salary, position, and benefits.
Human Resource Plan (HRP): Hiring should match the HR plan not more or less.
Size of the Firm: Business capacity, strength, and stability affect hiring.
Cost of Recruitment: Expenses like expert hiring, ads, venue rent, and
accommodation.
Growth & Expansion: Future business growth and expansion plans influence hiring
needs.
5. Sources of Recruitment
Recruitment is the process of finding, attracting, and hiring the right people for a job
in an organization. There are 2 sources:
1. INTERNAL
2. EXTERNAL
Internal Sources:

Current Employee

References from present employee

Data bank of former applicants

Retired Employee

Former/Ex employee

Job rotation/Transfer
Current Employees: Giving promotions or department changes to existing staff.
Employee Referrals: Workers suggest qualified candidates.
Data Bank of Former Applicants: Selecting from past job seekers.
Retired Employees: Rehiring skilled retired workers.
Ex-Employees: Calling back good employees who left for better opportunities.
Job Rotation/Transfer: Moving staff to different roles within the company.
External Sources:
•
Advertising firms
•
Employment agencies
•
Headhunters
•
Referrals and walk-ins
•
College/University campus
•
Company’s web site
•
Website/Online portals
•
Social Networking
Advertising firms: The advertising agencies who work for recruitment. Newspaper,
online, billboard, leaflet etc
Employment agencies: The agencies who work for recruitment for any department
or for any organizations.
Headhunters/consulting firms: The third-party professional firms.
Referrals and walk-ins: References from any networks, associations, professional
firms. Walk in called the instant interview of a referred candidate who may or may not
applied in formal process.
College/University campus: Job fair, career fair by the employer, companies and
spot selections.
Company’s web site: The internal website of the company. There is CV Bank.
Tracking ID and password are given to control the CV.
Website/Online portals: The third-party, vendor system who worked for online
services to a company or organizations from the outside.
Social Networking: Many types of social networking namely, linkedIn, facebook etc
6. Process/Stages of selection
Selection is the process of choosing the most suitable candidate for the vacant
position in the organization. Selection process starts immediately after screening the
best CV who applied for job.
Preliminary Interview: Basic, fundamental questions are asked at the initial
discussion with candidates. Usually based on job description and job specifications.
Selection tests: Skill of candidate are test, examined using different kind of test.
Example: situation, technical
Employment Interview: Interview based on functions, professional matters. It consist
of functions and job environment such as: working hours, day off. Job nature
Reference & background: The referee of CV is asked. Background of any antisocial
acts, legal issues and previous employers.
Selection Decision: Final decision is made to choose the qualified candidates.
Medical Examination: Medical test of health, chronic disease etc.
Job Offer: A simple job offer letter is provided to the candidate.
Employment Contract: A detail contract on the condition of job, both party
responsibility as per law.
During this selection process (Preliminary Interview to Medical examination) a
candidate may get rejected if any of the step is violated.
7. What are the selection tools?
Interview: One to one and in person discussion between the candidate and the
interviewee.
Written test: Conceptual test on the job required skills.
Assessment Center: A day long assessment session mix of many test and procedure
such as- written test, case test, viva, functional group discussion. It is formed by the
list of observer who see the performance of the candidate and evaluate in the sheet.
8. Types of interview
An interview is a face-to-face, online, written test between a candidate and an
employer to check skills, experiences, and qualifications for a job.
There are 3 types of Interview:
•
•
•
One to one Interview
Panel/Board Interview
Stress Interview
One to one Interview
A one-to-one interview is a direct talk between one candidate and one interviewer to
check skills and qualifications for a job.
Panel/Board Interview
A panel interview is when a candidate is interviewed by a group of people (a panel)
instead of just one interviewer. The panel usually includes different people from the
company, like managers or HR, who ask questions to evaluate the candidate from
different perspectives.
Stress Interview
A stress interview is a type of interview where the interviewer puts pressure on the
candidate to see how they handle stress or difficult situations. The interviewer may
ask tough or uncomfortable questions, or act in a challenging way, to test how the
candidate responds under pressure.