The Process of

Recruiting, Selecting
and Training
Employees
Group 1
Grade 11
 OBJECTIVES:
Discuss the concept and nature of staffing

Analyze the process of staffing, selecting,

and training employees.
STAFFING: IT’S
MEANING, NATURE
AND IMPORTANCE
WHAT IS STAFFING?

Staffing pertains to determining the number of people with the

right skills for specific units in the organization, getting the right
applicants for the vacant job positions, and selecting the right
candidate for the job. It is concerned with the efficient planning for
the organization’s personnel and getting the right people for the job
required so that the company can attain its goals and objectives.
Staffing starts with human resource planning.
THE STRATEGIC NATURE OF
STAFFING
Human resource planning is strategic because it is done to achieve the
organization’s mission, vision, overall direction, and strategies. If the company has
hired the right people to do the job, it can perform competitively in any
environment.

Human resource planning starts with knowing the business objectives of the
company and their impact on each of the different departments. The human
resource manager and heads of the respective departments analyze their roles
and responsibilities to reach the company’s business objectives.
 THE NATURE OF STAFFING FUNCTION

2. RESPONSIBILITY
1. PEOPLE OF EVERY
CENTERED MANAGER:
Staffing is people centered and is Staffing is a basic function of
relevant in all types of management. Every manager is
organizations. It is concerned continuously engaged in
with all categories of personnel performing the staffing function.
from top to bottom of the He is actively associated with
recruitment, selection, training, and
organization.
appraisal of his subordinates.
 THE NATURE OF STAFFING FUNCTION

4. CONTINUOUS
FUNCTION:
3. HUMAN SKILLS: Staffing function is to be
Staffing function is concerned performed continuously. It is
with training and development equally important in the
of human resources established organizations and
the new organizations.
THE - Human resource planning is not
entirely a responsibility of the

RESPONSIBILITY Human Resource Department. Line

or department managers also
share in staffing responsibilities.

FOR STAFFING - After conducting a forecast of

human resource needs, the human
resource manager and the
department manager try to match
those information with an
inventory of available current
personnel.
- To address the gap in human
resource needs of the company,
the human resource manager and
the department manager prepare a
plan. The shortfall in the number of
personnel will be addressed
through recruitment.
 Staffing
(recruitment and
selection)

Job Analysis
(in-depth study of a job)

Job Description
(key responsibilities, Job Specification
reporting arrangements, (skills, education,
work environment) experience required)
IMPORTANCE OF STAFFING

It is of utmost importance for the organization that right kinds of people are
employed. They should be given adequate training so that wastage is
minimum. They must also be induced to show higher productivity and
quality by offering them incentives.

BENEFITS OF STAFFING
1. Efficient Performance of Other Functions
2. Effective Use of Technology and Other Resources
3. Optimum Utilization of Human Resources
4. Development of Human Capita
5. Motivation of Human Resources
6. Building Higher Morale
STAFFING PROCESS
Staffing is concerned with procurement of people and
placement and managing them to achieve the goals of an
enterprise. Staffing is a continuous process of repetitive
nature. Many employees may leave the organization and
may join other and vice versa.
EFFICIENT STEPS IN STAFFING
1. Manpower Planning – This is the first step in the process of staffing.
2. Employment of Personnel – It involves recruitment and selection of personnel as
needed in the organization.
3. Placement – When a new employee reports for duty, he is to be placed on the job
for which he is best suited.
4. Induction – Induction is concerned with the process of introducing or orienting a
new employee to the organization.
5. Training – Systematic training helps in increasing the skills and knowledge of
employees in doing their job.
6. Compensation – Remuneration of workers involves fixation of their wages and
salaries depending upon their level, nature of work, degree of risk involved, etc.
7. Performance Appraisal – It is concerned with the rating or evaluation of the
performance of the employees
RECRUITMENT
PROCESS
Recruitment is the process of searching and
attracting the right candidates for hiring them for
vacant jobs in an organization.
 INTERNAL SOURCES OF RECRUITMENT
Consist of employees who are already on the payroll of a firm. It also includes
former employees who have returned to work for the organization.

TRANSFER PROMOTION
means shifting an employee implies vertical movement or
from one job to another, advancement of an employee
typically of similar nature, from a lower position to a
without any change in his rank higher one.
and responsibility
 INTERNAL SOURCES OF RECRUITMENT

RE-EMPLOYMENT
OF EX-
EMPLOYEE EMPLOYEES:
REFERRALS: It may happen when employees who
The present employees can refer have left the organization is willing to
their friends and family to the rejoin. In such a case, the
organization accords them a priority,
job.
and enterprise to get trusted,
competent and experienced
employees.
ADVANTAGES OF • Selecting and transferring
existing employees is a simpler

INTERNAL process.
• The managers are aware of the
talents and abilities of already

SOURCES OF existing employees

• Internal recruitment serves as a
tool to boost the morale of

RECRUITMENT employees as internal hiring

creates job and promotion
opportunities for existing
employees.
• Internal hiring promotes a feeling
of loyalty amongst the employees.
• Existing employees are already
aware of the company’s working
methods and don’t take a long time
to adjust to new positions.
DISADVANTAGES • Less chance of new ideas and

OF INTERNAL
alternative solutions being
introduced to existing operations
and issues.

SOURCES OF • Better quality external candidates

may be overlooked.
• Promoted employees may not

RECRUITMENT always hold the best qualities for

their new role.
• Limiting the acquisition of fresh
talent may hamper business
growth.
• Less choice from a limited
resource pool.
• Encourages favoritism and
nepotism.
CHARACTERISTICS • Quick Process
OF INTERNAL • Cheaper than the
external recruitment
SOURCES OF process.
• Works as a tool of

RECRUITMENT motivation for the staff.

• The company’s choice
is limited to existing
employees of the
company.
• Hiring fresh
employees is a lost
prospect.
EXTERNAL SOURCES OF
RECRUITMENT

Refer to the sources that lie outside or exist external to the

organization.
Different Types of External Sources of
Recruitment
1. Media Advertisement is the most common and preferred source of external recruiting. The ads in newspapers, professional
journals, give comprehensive detail about the organization, type, and nature of job position, skills required, qualification and
experience expected, etc.
2. Employment Exchange is the office run by the government wherein the details about the job seekers such as name,
qualification, experience, etc. is stored and is given to the employers who are searching for men for their organizations.
3. Direct Recruitment also called factory gate recruitment is an important source of hiring, especially the unskilled workers or
badly workers who are paid on a daily-wage basis. 4. Casual Callers, also called unsolicited applications are the job seekers who
come to the well renowned organizations casually and either mail or drop in their job applications seeking the job opportunity.
5. Educational Institutions or Campus Placement: Creating a close liaison with the educational institutes for the recruitment of
students with technical and professional qualifications has become a common practice of external recruitment.
6. Labor Contractors is the most common form of external recruitment wherein the labor contractors who are either employed
with the firm or have an agreement to supply workers to the firm for the completion of a specific type of task.
7. Walk-Ins: This is again a direct form of recruitment wherein the prospective candidates are invited through an advertisement
to come and apply for the job vacancy.
8. E-recruiting means searching and screening prospective candidates electronically. There are several online job portals that
enable job seekers to upload their resumes online which are then forwarded to the potential hirers.
9. Management Consultants: There are several private management firms that act as a middleman between the recruiter and
the recruit. These firms help the organization to hire professionals, technical and managerial personnel, and they specialize in
recruiting middle-level and top-level executives.
ADVANTAGES OF • Providing a larger and
a more diverse pool of

EXTERNAL candidates.
• Bringing new ideas
and skills into the
SOURCES OF organization.
• Promoting your

RECRUITMENT employer brand and

culture.
• Filling your talent
pipeline with candidates
for future consideration.
• Less chance of
favoritism and disrupting
the healthy workplace
atmosphere.
DISADVANTAGES • Jealousy and frustration

OF EXTERNAL of existing employees

looking for promotion.
• Lengthy and costly
SOURCES OF process.
• Finding a suitable
RECRUITMENT applicant isn't guaranteed.
• Longer periods of
adjustment to a new role
and organization.
• Possibilities of
mismatching and choosing
the wrong candidates.
CHARACTERISTICS • Long and time-
consuming process.
OF EXTERNAL • It is an expensive
process
SOURCES • When external people
are given opportunities
over them, then existing
workers lose morale
• Hiring new employees
can lead to the
introduction of new blood
and thus the introduction
of a new set of skills and
ideas.
The Recruitment programme is designed to attract more and more
applicants such that the pool of candidates applies for the job, and the
organization has more options to select the best out of them.
RECRUITMENT PROCESS
RECRUITMENT PLANNING

STRATEGY DEVELOPMENT
SEARCHING

SCREENING
EVALUATION & CONTROL
RECRUITMENT PROCESS

1. Recruitment Planning: The recruitment process begins with the planning where the vacant job positions are
analyzed and then the comprehensive job draft is prepared that includes: job specifications and their nature,
skills, qualifications, experience needed for the job, etc.
2. Strategy Development: Once the comprehensive job draft is prepared, and the type and the number of
recruits required are decided upon; the next step is to decide on a strategy that is adopted while recruiting the
prospective candidates in the organization.
• Make or Buy Employees
• Methods of Recruitment
• Geographical Area
• Sources of Recruitment
3. Searching: Once the strategy is prepared the search for the candidates can be initialized. It includes two
steps: source activation and selling.
4. Screening: The screening means shortlisting the application of the candidates for the further selection
process. Although, screening is considered the starting point of selection but is integral to the recruitment
process.
5. Evaluation and Control is the last stage in the recruitment process wherein the validity and effectiveness of
the process and the methods used therein are assessed. This stage is crucial because the firm has to check the
output in terms of the cost incurred.
THE SELECTION
PROCESS
is defined as the process of choosing the
individual to hire from a pool or shortlist of job
applicants. It involves a “hire” or “no hire”
decision regarding each applicant for a job.
SELECTION PROCESS
PRELIMINARY INTERVIEW

RECEIVING APPLICATIONS

SCREENING APPLICATIONS

EMPLOYMENT TESTS

INTERVIEW

REFERENCES CHECKING

MEDICAL EXAMINATION

FINAL SELECTION
SELECTION PROCESS

1. Preliminary Interview is also called a screening interview wherein those candidates are
eliminated from the further selection process who do not meet the minimum eligibility criteria as
required by the organization.
2. Receiving Applications: Once the individual qualifies for the preliminary interview he is
required to fill in the application form in the prescribed format. This application contains the
candidate data.
3. Screening Applications: Once the applications are received, these are screened by the
screening committee, who then prepare a list of those applicants whom they find suitable for the
interviews. The shortlisting criteria could be age, sex, qualification, the experience of an
individual.
4. Employment Tests: To check the mental ability and skill set of an individual, several tests are
conducted. Such as intelligence tests, aptitude tests, interest tests, psychological tests,
personality tests, etc
SELECTION PROCESS

5. Employment Interview: The one-on-one session with the candidate is conducted to gain
more insights about him. Also, the briefing of certain organizational policies is done, which is
crucial in the performance of the job.
6. Checking References: The firms usually ask for references from the candidate to cross-check
the authenticity of the information provided by him. These references are checked to know the
conduct and behavior of an individual and also his potential of learning new jobs.
7. Medical Examination: Here the physical and mental fitness of the candidate are checked to
ensure that he is capable of performing the job. The medical examination is an important step in
the selection process as it helps in ascertaining the applicant’s physical ability to fulfill the job
requirements.
8. Final Selection and Appointment Letter: After the candidate has successfully passed all
written tests, interviews, and medical examinations, the employee is sent or emailed an
appointment letter, confirming his selection for the job. The appointment letter contains all the
details of the job. Often, employees are hired on a conditional basis where they are hired
permanently after the employees are satisfied with their performance
IMPORTANCE OF THE
SELECTION PROCESS
• Proper selection and placement of employees lead to growth and
development of the company. The company can similarly, only be as good as
the capabilities of its employees.
• The hiring of talented and skilled employees results in the swift
achievement of company goals.
• Industrial accidents will drastically reduce in numbers when the right
technical staff is employed for the right jobs.
• When people get jobs they are good at, iy creates a sense of satisfaction
with them and thus their work efficiency and quality improves.
• People who are satisfied with their jobs often tend to have high morale
and motivation to perform better.
THE PROCESS OF
TRAINING
EMPLOYEES
WHAT IS TRAINING?

To have an effective training program, the Training Process consists of a

sequence of phases that must be followed in order. Training is a systematic
process that involves changing an employee's abilities, attitudes, and
behavior in order for them to do a certain job.
GENERAL BENEFITS -Increased job satisfaction and
morale among employees
FROM EMPLOYEE -Increased employee motivation
-Increased efficiencies in

TRAINING AND processes, resulting in financial

gain
-Increased capacity to adopt new
DEVELOPMENT: technologies and methods
-Increased innovation in
strategies and products
-Reduced employee turnover
-Enhanced company image, e.g.,
conducting ethics training (not a
good reason for ethics training!)
-Risk management, e.g., training
about sexual harassment,
diversity training.
WHY IS EMPLOYEES TRAINING IS
VERY IMPORTANT?

Training is vital because it allows individuals to expand their knowledge

base and enhance their job abilities, allowing them to be more productive in
the workplace. Regardless of the expense of staff training, if it is done
consistently, the return on investment is enormous.
VARIOUS REASONS It improves skills and
WHY BUSINESSES knowledge.
It satisfies the
SHOULD START recommendations of
performance
TRAINING PROGRAMS appraisals.
It prepares employees
FOR THEIR PERSONNEL for higher
responsibilities.
It shows employees
they are valued.
It tests the efficiency of
a new performance
management system.
Types of Training Employees
Method
Instructor-led training
eLearning
Simulation employee training
Hands-on training
Coaching or mentoring
Lectures
Group discussion and activities
Role-playing
Management-specific activities
Case studies or other required reading
 THANK YOU
FOR
LISTENING!! <3