SYLLABUS RECRUITMENT AND SELECTION Flashcards
Q: What is the purpose of recruitment and selection?
Recruitment and selection are important operations in human resource management, designed to make best use of employee strength in order to meet the strategic goals and objectives of the employers and of the organization as a whole.
Define recruitment?
Answer:
- It is the PROCESS
- The process for identifying, screening, shortlisting, and hiring of the potential human resources for the purpose of filling up the positions within the organizations. [HISS]
- It is the central function of human resource management.
- Note:
o The educational qualifications, experience, abilities and skills of the individuals need to be taken into consideration when recruitment takes place.
Q: Can recruitment takes place both internally and externally?
Answer. Yes.
a. Internal recruitment –
Within the organization
A1. Internal factors include the size of the organization, recruiting policy, image of organization and image of job.
b. External recruitment –
From the external sources
B1. External factors include demographic factors, labour market, unemployment rate, labour laws, legal considerations and competitors.
Q: What is the process of selection?
Answer:
- Selection is the process of picking or choosing the right candidate.
- Who is most suitable for the job.
- It is the process of interviewing the candidates and evaluating their qualities, which are necessary for a specific job and then selection of the candidates is made for the right positions. (IE)
Q: What are the 2 types of selection process? What is the positive and negative process?
Answer:
a. POSITIVE PROCESS – Recruitment is called a positive process with its approach of attracting as many candidates as possible for the vacant positions.
a. It is the process of identifying and making potential candidates to apply for the jobs.
b. NEGATIVE PROCESS – Selection is called a negative process with the elimination of many candidates as possible.
PRINCIPLES OF RECRUITMENT AND SELECTION
The factors affecting recruitment and selection are organized into the internal and the external categories.
Q: FACTORS AFFECTING RECRUITMENT AND SELECTION. What are the internal categories affecting recruitments?
Answer:
a. Size of the Organization - The size of the organization is one of the most important factors affecting the recruitment process.
a. To develop business, recruitment planning is mandatory for hiring more resources, which will be crucial in the management of future operations.
b. Recruitment Policy - Recruitment policy of an organization, includes hiring from the internal or external sources of organization.
a. It is an important factor, which affects the recruitment process.
b. It identifies the objectives of recruitment and provides a framework for the implementation of recruitment programs.
c. Image of the Organizations - Organizations having a good positive image in the market can easily attract competent and proficient resources.
a. Maintaining good public relations, providing public services, and leading to goodwill of the organizations, definitely helps an organization in improving its reputation in the market, and thereby draw the best possible human resources.
d. Image of Jobs - Just like the image of the organization, the image of jobs contribute a critical role in the recruitment and selection processes. Jobs having a positive image in terms of better remuneration, promotions, recognition, and amiable working environment with career development opportunities are considered as the characteristics to arouse interest and enthusiasm within qualified candidates.
Q: FACTORS AFFECTING RECRUITMENT AND SELECTION. What are the external categories affecting recruitments?
Answer:
a. Demographic Factors - Demographic factors are related to the characteristics of potential employees such as, their age, religion, educational qualifications, gender, occupation, economic status, and place of location.
b. Labour market – Labour market exercises control on the demand and supply of labour. For example, if the supply of people having specific skills and abilities is less than the demand, then the hiring will require more efforts. On the other hand, if the demand is less than the supply, then hiring will be relatively more manageable.
c. Unemployment rate – If the unemployment rate is high in a specific area, hiring of human resources will be simple and manageable, as there will be an increase in the number of applicants. For various job positions in all types of organizations, large number of applications are received. In contrast, if the unemployment rate is low, then recruiting tends to be difficult due to lesser number of resources.
d. Labour laws – Labour laws reflect the social and political environment of the market, which are created by the central and the state governments. These laws dictate the compensation, working environment, safety and health regulations, and the job duties of the workforce, for different types of employments. As the governments undergo transformations, there are transformations that come about in the labour laws.
e. Legal considerations – Job reservations for different castes such as Scheduled Tribes, Scheduled Castes, and Other Backward Classes are the best examples of legal considerations. These considerations, passed by government, will have a positive or negative impact on the recruitment policies of the organizations.
f. Competitors – When organizations in the same industry are competing for the best qualified resources, there is a need to analyse the competition and make provision of the resources packages that are finest in terms of the industry standards.
g. Equal Opportunity – When recruitment and selection of the employees take place, then it is vital to take into consideration, equal employment opportunities for the individuals. Equal opportunity results when all the applicants are treated on an equal basis and consistently at every stage of recruitment. There should not be any discrimination against anybody on the basis of factors, such as, caste, creed, race, religion, ethnicity, gender and socio-economic background. Fairness and justness is of principal significance in the recruitment and the selection processes (Klug, 2017).
RECRUITMENT AND SELECTION PROCESS
The elements in the recruitment and selection processes have imperative contributions to make in helping find most suitable candidates for the given posts. The elements have been stated as follows:
Q: ELEMENTS OF RECRUITMENT AND SELECTION – JOB VACANCY
Answer:
- The first step is when vacancy arises within the organization.
o One should be aware of the vacant positions and by when they should get filled with capable employees.
o Job vacancy enables the individuals to determine the factors, such as, redesigning, or initiating part time employment opportunities for the individuals.
o In some cases, vacant positions may get filled with qualified candidates rapidly, whereas in others, it may be a time consuming process.
o One should implement measures to reduce the risks associated with recruitment. The existing employees should see that there is a potential career path within the organization, which may motivate them to stay longer.
Q: ELEMENTS OF RECRUITMENT AND SELECTION – What are the 2 factors that need to be taken into consideration regarding job analysis?
Answer:
a. First is EXPECTATION OF THE EMPLOYERS FROM THEIR EMPLOYEES.
b. The other areas that need to be taken into consideration are the characteristics of the job.
Q: In the element of JOB ANALYSIS, what is the first expectation?
Answer: EXPECTATION OF THE EMPLOYERS FROM THEIR EMPLOYEES
First is expectation of the employers from their employees, within the organization, the employers have certain expectations from their employees regarding performance of job duties, and they expect them to inculcate the traits of regularity, diligence, resourcefulness, conscientiousness and creativity.
Q: In the element of JOB ANALYSIS, what is the second expectation?
Answer:
The other areas that need to be taken into consideration are the characteristics of the job.
- These include, training, work experience, skills and knowledge, physical attributes, personality traits, communication skills and personal circumstances.
Q: ELEMENTS OF RECRUITMENT AND SELECTION – ATTRACTING CANDIDATES?
Answer:
In attracting candidates for the jobs, there are two important sources that need to be taken into consideration, internal recruitment and external recruitment.
Q: In attracting candidates, what is internal recruitment and its advantages?
Answer:
1. In the case of internal recruitment, the following advantages are
A1. It reduces recruitment costs
A2. Internal employees are already familiar with all the aspects of the organization, its goals, objectives etc.
A3. It can act as a motivating factor for others in the business by displaying that it is possible to acquire promotional opportunities and the employers are already familiar with the person, within the organization.
Q: ELEMENTS OF RECRUITMENT AND SELECTION – SCREENING CANDIDATES?
Answer:
The purpose of the screening process is to narrow down the field, so that one is able to spend more time with the candidates for formal interviews.
Note: In the number of applications received, screening is done on the basis of factors such as, educational qualifications, experience, skills, and so forth.
- When this process has been effectively implemented, only then the screening process takes place.
- After the screening process is implemented in an adequate manner, then interviews are organized for the candidates.
Q: ELEMENTS OF RECRUITMENT AND SELECTION – INTERVIEWING CANDIDATES?
The important aspects that need to be taken into account for interviewing candidates include, ensuring that proper notice is given regarding the date and time of the interview, ensuring that the candidates are aware that they should reach the premises on time, ensuring that they are clear where to go and whom they should contact on arrival and ensuring that they are aware of the documents that need to be brought along in the interview.
Q: ELEMENTS OF RECRUITMENT AND SELECTION – SELECTING AND APPOINTING CANDIDATES?
Answer:
The methods of selecting and appointing candidates are different in various organizations. The procedures generally include the steps, such as, the selection of the candidate, verbal communication of his or her appointment, medical completed if appropriate, sending of appointment letters and signing the contract.
Q: ELEMENTS OF RECRUITMENT AND SELECTION – INDUCTION AND TRAINING?
Induction – Induction is the process of receiving and welcoming of the employees, after they have been selected and providing them the required training they needed to settle down adequately.
Training - Training is referred to making use of methods and strategies to enhance the awareness, knowledge, and information among the employees. (AKI) Various training methods include, role plays, vestibule training, field visits, and lectures.
Induction
is the process of receiving and welcoming of the employees, after they have been selected and providing them the required training they needed to settle down adequately.
