HUMAN RESOURCE

MANAGEMENT

Module 2: Part 2
Topic: Procurement Function
Dr. Shreya Mishra, BIMTECH
 In the last video we worked on the Job analysis of
Analyst by listing down it…

Job Job
Description Specification
Now that we know what the job requirements are, lets
think about attracting candidates for the position
through Recruiting.

This is where we actually enter the talent acquisition

process.
But what is Recruiting?
 It is the process of creating a reasonable pool of
qualified candidates for a job opening.

Recruiting does us no good if the candidates whom we attract are not

qualified to do the work.
Now before, getting into the actual tools and processes
of recruitment, what factors do you think affect the
ability to recruit successfully?

What Factors do you think affects the planning of

recruitment?
 External Factors
The Labour Supply & Generational Competitors Social & Legal
Market Demand Factors Environment
How much they
i.e. the external Of labour for a Recruiters need to contend with us Recruiters need take
pool of particular job attract different for the available these into
candidates from generations in talent in a consideration before
which we draw different ways particular field (quota system,
our recruits. discrimination laws
etc.)
01 02 03 04 05

Organization Organization Organizational Budgetary Alternatives

Strategy Policies Culture Limitations
Do we need to recruit
Alignment of The recruitment The candidate Does the Budget or working a group of
organizational process should should fit the allow new people overtime for a
week or two, or even a
strategy to be with culture or an employee salary
month or two, will
recruitment recruitment organization solve our problem?
strategy policy
Internal Factors
While analysing the
internal factors you
realised that your
policy suggests to
first try internal
recruitment.

i.e. from your

existing
employees
So you will need to look into
the internal sources of
recruitment, what are they…
 Internal Sources of Recruitment
Promotions

Transfers

Employee
Referrals
https://www.zomato.com/careers
 What could be possible
advantages and
disadvantages of internal
recruitment?
What are the possible external sources of
recruitment
External sources of recruitment
Walk-in Interviews

Educational Institutions: Campus placements of

Internships
Employment Agencies: Recruitment Firms or Govt.
employment exchange

Through Advertisments: Print, online, professional magazines

etc.

E-recruitment: Searching online for Job Candidates

Labour Contractors (either employed or outsources) – Particularly of unskilled

or semi-skilled workers

Management Consultant – For Professional positional and middle and top

level management
Which of them would be suitable for the Job of Cultural Analyst

Walk-in Interviews

Educational Institutions: Campus placements of

Internships
Employment Agencies: Recruitment Firms or Govt. https://blog.darwinbox.
employment exchange com/best-recruitment-
ads
Through Advertisments: Print, online, professional magazines
etc.

E-recruitment: Searching online for Job Candidates

Labour Contractors (either employed or outsources) – Particularly of unskilled

or semi-skilled workers

Management Consultant – For Professional positional and middle and top

level management
 What could be possible
advantages and
disadvantages of external
recruitment?
Now starts the selection
process
The selection process
 What is it that one is
looking for during the
entire selection process?
Steps in the Selection
Process
During this process the
organization is looking for “fit”.
For kind of fit….
Personality- job fit: One has to make an
attempt to identify their personality types
and then put them in positions that will be
enhanced by their particular personality traits

Ability - Job Fit: Managers have to analyze

the set of abilities in each subordinate or new
hire and understand that person’s individual
limitations

Person-organization fit: Deals with the

cultural and structural characteristics of the
organization and how well the candidate will
fit within that structure and culture
Applications and Resume
Review
The recruited candidates are typically asked to complete an
application to provide biographical data

Organizations may use different application forms for

different jobs

For professional jobs, a résumé may replace the

application form. However, in most probability and
application is required to be filled with the details of
the applicant.

However, in most probability and application is

required to be filled with the details of the applicant
because, a) the application gives the company
information on the applicant in a standard form, and
b) applications almost always have some legal
language or “disclosures” that must be agreed to by
the applicant
Preliminary Screening

Based on the application forms the candidates are often

swiftly screened for any discrepancies and job-miss fit.

In case of sensitive and high priority jobs, an initial

back ground screening is also done before
proceeding further.
 Selection test:
Written/Physical
Depending on the job type number of selection tests can be
administered.

a) Aptitude tests: to check the learning ability and logical

reasoning of the employee, these can include IQ,
Mechanical aptitude, Psychomotor Aptitude, Clerical
Aptitude, (read about the same online)
b) Achievement Test: to test the professional knowledge
like job knowledge and work sample test (portion of the
actual job is given to complete)
c) Situation Tests: group discussions, inbasket, games,
Large organizations often have their own Assessment
casestudies,
Centers, they are places where job applicants
d) Psychometric Tests: to understand the person job-fit and
undergo a series of tests, interviews, and simulated
person organization fit
experiences to determine their potential for a
particular
Jobs job
that require physical ability along with mental
ability may also include preliminary physical tests

No matter what the test they should be stick to the

parameters of Validity, Reliability, Suitability and
Standardisation” that must be agreed to by the
applicant
Preliminary Screening

Sometime organizations go for initial interviews which are

telephonic. This could be due to budgetary constrains, size of
the organization and the number of applications

However, large organizations may do both, selection

tests as well as Initial Interviews.

During the initial Interviews the recruiter tries to get the basic
knowledge about the candidate, like his background, his
motivation to join this company, why he left is previous job if any.
What are his expectations etc.

This exercise further screens the candidates and

brings down the number of applicants.
 Second Interview: Personal
Interview
The candidates selected after the initial interviews are then
called for a personal interview. Here the candidates is further
grilled by a panel as this often is the final interview selection
interview. The interviews may be of different types or a mix of
all.

a) Non-directive Interviews/Unstructured Interviews

b) Directive/Structured Interviews
c) Semi-Structured Interviews
d) Situational Interviews
e) Stress Interviews
The common mistakes made during interview include:

a) Biasness and prejudice by interviewers

b) Not providing correct information about the job and
expectations
c) Misleading the candidate
d) Not preparing well for the interview
e) Overlooking the behavioral aspect of the interviewee
 Detailed Background Checks

Once the potential candidate is selected, it is every important

for the organizations to ensure that the candidate is clean and
doesn’t come with a baggage which later on can become a
problem for the organization. Hence the background checks
are extremely important.
 Selection Decision and Conditional
Job Offer
The candidates who go make through the interview and the
background checks are finally given a conditional job offer.
These selection is subject to:

a) Passing through the medical exam

b) Acceptance of the terms salary structure offered
c) Subject to the acceptance of date of joining, etc.
 Selection Decision and Conditional
Job Offer
The candidates who accept the offer are then required to clear
the medical exam. This test is done to ensure that the
candidate is fit for the job and doesn’t have any ailment which
will prove to be the hindrance for them during the job.

AND THAT IS THE END OF THE HIRING

PROCESS
 SOME IMPORTANT POINTS
Although recruitment and selection has been pervasive,
it has changed overtime, mainly due to invasion of

Social Media
Artificial Intelligence

Which has reduced the screening process dramatically

Separation Function
 Separation Function
Retirements

Resignation

Termination(Involuntary) – Layoff and Downsizing, Firing, Ilegal

Dismissals
 Further Process

Notice Period - A 30-to-90-day notice period is standard

Exit Interviews - https://www.youtube.com/watch?v=rrgM13AUmSI

Absconding
 So we covered…..

What is Recruitment

Factors and Sources of Recruitment

Selection process

Discussed each steps of selection

process
Separation from Organization
Now the candidates are selected, lets
introduce them to the organization….