Recruitment and Selection

Job Analysis
 Produces information on the job’s activities
and requirements
 Procedure to determine the duties of job and
characteristics of people who should be
hired for them
 Job descriptions and Specifications
 Supervisor/ HR specialist
 Basis for several activities
 Methods of collecting job
analysis information
 Interviews
 Questionnaires
 Observation
 Diary/logs

 Provides basis for job description

 Job Description
 Identification
 Summary
 Relationships
 Responsibilities and duties
 Authority
 Stds of performance
 Working conditions
 Job Specifications
 Identifying personal traits

 Dejobbing: multiskilled,flexible,high
involvement work practices
 R&S
 Workforce planning and forecasting for
positions to be filled
 Build pool of candidates by looking at
external and internal supply
 Application forms and initial screening
 Tests, background investigations, physical
exams
 Recruiting
 Internal sources of candidates
 Advertising
 Develop an advertisement for the job of a
General Sales manager for the western
region with a multi locational leading
manufacturer for development and
implementation of sales strategies.
 Employment agencies : executive recruiters
 College recruiters
 Referrals/ walk ins
 Former employees
 Internet recruiting
 Testing and Selecting
 Why is selection important
 Validity of tests used
 Reliability

 Interviewing
 Common interviewing mistakes – snap
judgements,negative information,job info,
 Pressure to hire,contrast error,body language
 Validity range Methods Rating
0.4-0.5+ Work sample test Good-Exc
Ability tests
0.3-0.39 Biodata Acceptable
Assessment centres
Structure interviews
Less than 0.3 Personality tests Poor
Typical interviews
references
 Advanced methods of selection
 Psychometric means….measurement of the
mind
 Psychometric tests
 Group exercises
 Simulated work samples
 Guidelines for conducting an
interview
 Plan the interview
 Structure
 Establish rapport
 Ask questions
 Close the interview
 Different types of interviews
 Purpose –to collect information
 Structured – Standardised,
directive,inflexible,Quest/survey
 Semi structured- nonstdrdsd, flexible, non-
directive, list of themes and questions
 Unstructured – non standardised, non
flexible, in-depth exploration of an area
 Structured interviews
 To collect information about beliefs, facts,
attitudes and behaviors
 One to one/ Telephone
 Directive/scripted
 Standardised interview schedule
Semi and unstructured interviews
 To collect information about views,
opinions and experiences
 Qualitative data gathering technique
 Semi: semidirective and semistructured
 Use both open and closed questions(open
questions prevail to encourage
communication)
 Develop set of core questions and probe
further
 Unstructure interview: exploratory
 Nondirective, nonstructured,respondent led
 Rich data
 Frequently asked questions
 Personal and motivational
 Skills and abilities
 Career goals/objectives
 Extra curricular activities
 Academic performance
 Icebreakers
 Why did you apply for this job?
 What do you know of our company?
 What are your strengths and weaknesses?
 What would you like to be doing in five
years?
 Why should we hire you?
 What is required for success in this
industry?
 Conducting the interview
 Introduction
 Exploration
 Conclusion
 Keys to success
 Knowledge
 Appropriate background
 Obvious enthusiasm
 Personality
 Presentation

 Also Focus on nonverbal cues/dress code