Recruitment and Selection Definition When discussing the importance of the recruitment and selection process in human resource management, it's important to first establish what these processes actually mean to a business. The analysis can show where the organization needs to improve as an employer if it is to attract more or better candidates and to retain those selected. It also involves making the right choice between a pool of potential candidates. 5. Added on - 23 Mar 2020. A physical examination of the potential employee is necessary for the company, to protect itself against the risk of claims for compensation from individuals who are afflicted with disabilities. The most straight recruitment process can be done within 4 key recruitment process steps: It can elicit a great deal of information not obtainable through letters. Recruitment and Selection Process in HRM – Complete Process of Recruitment & Selection: Starting from Application Form to Personnel Statistics Recruitment & selection is one of the important aspects of human resource planning. Thus, application blanks are quite effective in the selection process. (ii) Work sample tests – In this test the applicant is given a piece of work to perform in a stipulated time. The U.S Civil Service Commission uses the questionnaire approach, sending the Employment Recommendation Questionnaire (ERQ) to an applicant’s list of references. Privacy Policy3. It generally involves officers from the top management. This method also involves development of specific physical and environmental demands of a job through job analysis, enabling the personnel manager to assess specific abilities and demands for specific applicants for several specific jobs. Selection interview should be conducted in an atmosphere which is free from disturbance, noise and interruption. Selection pro­cess involves the following steps:-, 1. These tests evaluate a candidate in a similar real life situation. Once the filled application is brought to the screening committee, it checks the details and calls the candidate for selection test. Human Resource Management, Functions, Selection, Selection Process. Purpose of an employment interview is to find out the suitability of the candidate and to give him an idea about the work profile and what is expected of the potential employee. Selection is the process of finding and appointing the best and most qualified candidate for a job opening, in a timely and cost-effective manner.. Third, attempts should be made to ascertain how adequately the programme has been implemented. Yoder et al suggest Toops’ successive – hurdles techniques as an effective screening device. Others suggest, with good reason, that many of the tests in the daily use are worthless. Although at present most of the selection programmes are accepted on faith, there is a growing tendency to assess selection policy, programmes, methods and techniques. Employment interviews are done to identify a candidate’s skill set and ability to work in an organisation in detail. They are supposed to describe their expectations from the said job. Further, it provides information regarding the enterprise, its personnel policies and the specific jobs to the applicants. Table 3: Combined perspectives of sequential steps in the recruitment and selection process Step 1: Identify the need to recruit Step 2: Update the job description, specification and profile/determine the key performance areas of the job/recruitment planning Step 3: Determine the key performance areas of the job/recruitment planning This involves writing a … A Psychological test is standardised instrument designed to measure objectively one or more aspects of a total personality by means of samples of verbal or non-verbal responses, or by means of other behaviour. There is an urgent need to determine the criteria of evaluation in advance. Step 2 – Rate the job’s main duties – Identify job’s main duties. Selection of candidates is aimed at finding suitable candidates that would be competent in carrying the duties assigned successfully. Personnel psychologists on the other hand, are considerably less enthusiastic and optimistic about the value of the interview for selection; the evidence shows consistently that the interview is not a good predictor of job success. The general HRM processes are as follows: 1. Recruitment is the first step in building an organization's human capital. The information obtained from application blanks is job – related. These tests measure the learning ability of candidates in understanding questions and their power to take quick decision on crucial points. To the extent that the employer lacks the ability to communicate in this fashion, the accuracy of the recommendation is going to suffer. Evaluation of the Selection Programme 10. Interview serves as a means of checking the information given in the application forms and the tests results. The findings should be carefully recorded so as to give a complete medical history, the scope of current physical capacities, and the nature of disabilities, if any. Though these tests are accepted as useful ones, they are criticized to be against deprived sections of the community. The rating method involves rating of jobs demanding “heavy lifting”, “moderate lifting”, “light lifting”, etc. Usually, managers and supervisors will be ultimately responsible for the hiring of individuals, but the role of human resource management (HRM) is to define and guide managers in this process. After a candidate has been approved for the job, his physical fitness is examined through medical specialists of the company. The second one is called motor tests which check the hand – eye coor­dination of employees. Words. They indicate where the an­swers of the candidate fall marginally short of bench mark and where they are ideal or good. A costly and time – consuming approach is the field investigation in which references are interviewed in person. Application blanks are not as effective practically as they appear theoretically sound. Advertisement for Open Job Vacancies. However,  it is always a good idea to carry out a preliminary stidy on  the factors that are likely to attract/repel potential employees. Steps in the recruitment and selection process. 2.2 Recruitment The strategic needs of the organization are specifically designed and the implemen- These tests are based on the assumption that, human behaviour in an actual work situation can be predicted by sampling it. The specific method stresses what the employee can do. The first step in the recruitment process is acknowledgment of a job opening. These tests are useful to select semi­skilled workers and workers for repetitive operations like packing, watch assembly, quality inspection, etc. But, it needs to be remembered that the medical examination is an aid to selecting employees who, besides fulfilling the requirements as to abilities and skills, also possess necessary physical characteristics. Recruitment process refers to the searching for potential employees and influencing them to work for their organisation. There are mainly two types of aptitude tests. For example, if a junior lecturer applies for the job of a senior lecturer in Economics, he may be tested in job knowledge where he is asked questions about microeconomics, macroeconomics, central bank, etc. Application blanks are frequently used as selection devices. Rate each job duty based on its importance to job success and on the time required to perform it compared to other tasks. The forced – choice reference check is usually limited to selection for clerical or other types of jobs that an organization fills in large numbers. The basic principle for the recruitment and selection is, the “right man for the right job.”. References. Regardless of what other selection techniques are used, every prospective employer seems to want the chance to meet a job candidate in person. Rate each job duty based on its importance to job success and on the time required to perform it compared to other tasks. Share Your PPT File, Employee Selection Process in Human Resource Management. Creation of new posts, expansion of the business into new domains or replacement needs of the organisation makes the requirement definition adhoc, that is they are defined as on need basis. These tests will suggest what types of jobs may be satisfying to the employees. This process screens the most obvious misfits. for instance technical competencies (knowledge and skills)  or behavioural competencies attached to the role. (e) Give facts about the policies, procedures, culture of the company so that he feels good about joining it. Various statistical techniques such as correlation and variance analysis can be used to indicate the efficacy of different selection methods and techniques. Recruitment and Selection Process in HRM – Important Steps in Recruitment and Selection Process Step # 1. The employment interview is easily the most pervasive personnel practice, and it is a critical part of the employment process. Sometimes the personnel department members are not aware of the proper evaluation procedure of blanks and accordingly cannot make their effective use. Recruitment is the organisation process whereby the business starts to find and engages itself to the people the organization needs. As a result, personnel psychologists are focusing on the mechanics and dynamics of this complex face- to-face meeting in the hope of understanding its process and problems. For example, work experience and references. This interview is generally conducted by lower level executives. What is Recruitment Process in HRM? The purpose of the recruitment process is to find talented and qualified individuals for the growth and development of their organisation. General examination – skin, musculature and joints. Usually, the former employer is asked to write a letter describing various aspects of the candidate, sometimes a questionnaire is used or a form is provided and the former employer is asked to give detailed information where known. Form Selection Committee. Step 1: (i) Recruitment Planning & Selection Process The selection means picking up the best candidate from the list of applicants and offering them the job. Incomplete applications get rejected; applicants with un-matching job specifications are also rejected. If you want to requite staff or executive employees, get help from our HRM experts. As it has rightly been asserted, a selection programme is no better than its evaluation. Identification of The pool/sources of candidated. Before publishing your Articles on this site, please read the following pages: 1. Be a Volunteer. Temporary or Permanent Employee:. Initial Short- Listing of the Candidates. Sometimes, the applicants tend to exaggerate their abilities. (c) Ask questions which were not a part of his application. Application pool built-up through recruitment process is the base for selection process. requirements, reviewing applications, screening, shortlisting and selecting the right candidate. Preliminary interview helps to eliminate those candidates who are obviously unfit for the job. Not only is such discrimination unethical and immoral, but it is also illegal. The analysis of strengths and weaknesses should cover such matters as the national or local reputation of the organization, pay, employee benefits and working conditions, the intrinsic interest of the job, security of employment, opportunities for education and training, career prospects, and the location of the office or plant. It about matching the competencies, experience, skills, and education to the requirements of the job. Screening of Applicants 4. Form Selection Committee. (d) Obtain as much information from him as possible about his eco­nomic, social and cultural background. The previous employers and schools can provide useful information. Inter­view gives the recruiter an opportunity to: (a) Assess subjective aspects of the candidate. Disclaimer Copyright, Share Your Knowledge Attempts may be made to make personal visits and telephone calls to procure objective responses. 55. Employing organizations must try to ensure that all persons have equal access to job and training opportunities. His old employers may be asked some quick questions on phone about the candidate’s behavior with co-workers, management etc. Traditionally, there are four approaches to securing letters of reference. These tests are conducted individually and they help for finding out the individual quality and skill of a person. Selection Interview 6. Our mission is to provide an online platform to help students to discuss anything and everything about Economics. This website includes study notes, research papers, essays, articles and other allied information submitted by visitors like YOU. Checking Reference and Medical examination However, the more effective organisations are at identifying and attracting a high quality pool of applicants, the less important the selection stage of … Selection Process in HRM – 8 Steps Involved in Employee Selection Process, Selection Process in HRM – 10 Steps in Selection Procedure, Selection Process in HRM – 7 Steps of Selection Process Suggested by Yoder et al, Selection Process in HRM – 7 Steps Involved in the Selection Process: Preliminary Interview, Screening of Applicants, Employment Tests, Selection Interview and a Few Others. Step 3 – Create interview question – Some questions should be situational, while some should be behavioural They all should be based on actual job duties with more ques­tions on important duties. Two kinds of screening are normally done – the first is the rough and the second is the fine screening. In smaller organizations, one person might represent more than one function. References can be collected from the previous employers, colleges last attended or from any other reliable source. The law requiring equal opportunity of employment has placed specific limitations on virtually all selection devices. This may be the first step in a full-scale recruitment and selection process, but sometimes hiring additional employees is not the best method to obtain additional labor. Situational test is also administered through ‘in basket’. It can also be a systematic procedure for comparing the behaviour of two or more persons. Blank Application 3. At this step, the candidate is given the appointment letter to join the organization on a particular date. These tests deal with the ability of the candidate to do mechanical work. (ii) It discovers existing disabilities and obtains a record thereof, which may be helpful later in deciding the company’s responsibility in the event of a workman’s compensation claim. Reference check is a type of crosscheck for the information provided by the candidate through their application form and during the interviews. Therefore, the selection procedure followed by different organizations, many times, becomes lengthy as it is a question of getting the most suitable candidates for which various tests are to be done and interviews to be taken. The interview is an artificial situation, where the candidate is putting on the best ‘face’, and the panel is trying to find out the ‘real face’. They review the ans­wers and rank the candidate accordingly. It also provides an opportunity to the candidates to enquire about the job during interview. Usually, the past provides indications regarding the future. Selection committees generally consist of a minimum of two members but … Most of the recruitment agencies and the human resource departments of many companies have individuals who are well equipped and provide the much needed support and expert help of employment specialists who help the hiring managers and recruiters to assist them in finding the right kind of talent in the recruitment selection process.. The most common practices are outlined below: 1. Selection pro­cess involves the following steps: It is the first step in selection. These tests are the most promising indices for predicting employee’s success. These are all the people and third party service providers who work together to fill a role. Views. Employment tests are device to check the areal knowledge of candi­dates for the respective jobs. Minimum qualifications and experience of the candidate, his age, etc., are ascertained. Defining requirements stage is concerned with the preparation of role profiles, and personal specification for the position plus making decision on terms and conditions of employment. Brief details of the various steps in selection procedure are given as follows: The prospective candidates from within the organization or outside the organization are called for applying for the post. The candidate is then evaluated by the decisions he took, during the test. Selection Process in HRM – According to the Types of Jobs (Top 8 Steps): The selection process may differ according to the types of jobs. It results in elimination of unsuitable candidates. Information requested on an application blanks is concerned with ‘personal history’. Analyse the strengths and weakness of the business. This is a highly subjective method. - Highlights the character and views of others about the potential employee. It is the matter of attracting the most appropriate source of applicants. The Recruitment and Selection Process. Physical measurements – height, weight, etc. Share Your PDF File Selection of manpower. While the recruitment process is unique to each organization, there are 15 essential steps of the hiring process. Generally, at least two references are asked for by the company from the candidate. (i) Job knowledge tests – These tests are used to judge profi­ciency in operating mechanical equipment, dictating, typ­ing, computer applications etc. Selection of employees from sources of recruitment in HRM, is a process, which involves procedures, and steps, which leads to creation of contractual relation between the employer and the employee. The selection process refers to the steps involved in choosing people who have the right qualifications to fill a current or future job opening. References are generally required to enquire about the conduct of those candidates who have been found suitable in the interviews and tests. In creating structured situ­ational interviews, these steps need to be followed: Step 1 – Make thorough job analysis – There should be a thoroughly prepared job description with a list of job duties, required knowledge, skills, abilities and other worker qualifica­tion. HRM Steps in recruitment and selection process Recruitment and selection process has five steps: (1) Employment planning and forecasting, (2) Recruitment: Build a pool of candidates, (3) Applicants complete application forms, (4) Use selection tools like tests to screen out most applicants, (5) Supervisors and others interview final candidates to make final choice. The four stages of recruitment and selection are as follows. Checking References. Attempts are made to state job demands as well as employee capacities in specific, objective terms enabling matching and comparison. Personality tests have disadvantage in the sense that they can be faked by sophisticated candidates and most candidates give socially acceptable answers. Following Hanman, physical – demands analysis can be conducted by three methods; (i) the disability method, (ii) the rating method, and (iii) specific method. Aptitude tests can be used to screen out the applicants. The following figure outlines the important steps involved in the recruitment process. The whole exercise might be called a rejection exercise but it has a positive outcome in terms of the appropriate personnel selected. The procedure for selection should be systematic so that it does not leave any scope for confusions and doubts about the choice of the selected candidate. The interviewers may be individual or a panel. What does recruitment involve? It attracts a large number of candidates from various areas. The most effective predictor of job success is his demonstrated ability to perform effectively on a similar job. A Complete Guide for Learning about the Selection Process in HRM: Process, Steps and Stages Selection Process in HRM: .