Recruitment and Selection Process in HRM refers to the locating and encouraging the potential applicants so as to pick that one who has relevant qualifications and skills to fit for a job role in the organization.
It’s simple purpose is to choose the most successful performing applicant from the pool of Candidates. Both these process plays a very significant role in finding the Best Fit of Employee for the organization.
Recruitment is like a Screening process to receive the Job Applications of Applicants and conduct Interview so as to increase the Success rate of the Selection Process. And in the Selection Process, the HR Manager matches the Exact requirement of the Firm with the Skills and Ability of Candidates.
There is not any Fixed Recruitment and Selection process in hrm. It varies from Organizations to Organizations.
In this Article, you will get the Complete Recruitment and Selection in HRM Notes. So, Read this Article upto the end and You will have complete knowledge about the Recruitment and Selection Process.
Importance of Recruitment and Selection Process in HRM
- Determine the Present and Future Requirements of Firm- Recruitment and Selection Process is to determine whether there is any Requirement of any Applicant in Present and Future for firm. The HR Manager has to fulfil both these needs.
- Increase the pool of Job Candidates at minimum cost- It is also done to increase the pool of Job Candidates at the minimum cost. It’s because by Recruitment and Selection process, firm can hire the Right Candidates from the pool by conducting all the Required Selection tests and Interviews.
- Helps to reduce the probability of losing Candidates- It helps to reduce the probability that the applicants once recruited and selected will not leave the organization after a short period of time.
- Easier for applicants- Selection process is helpful for applicants to better know about the Company which increases both Individual and Organizational Effectiveness.
- Facilitates contact with Applicants- In conducting so many Selection tests like Aptitude Test, Psychological Tests, Interviews and more. It helps the HR Manager to have better contact with the Applicants by knowing their skills. This helps in finding the Right Applicant for a particular job.
- Better assure the Applicants- As an Applicant to crack or pass the all the Interviews and Tests, it assures an Applicant about its Individual Effectiveness. It also develops the Trust over the Company.
Steps in Recruitment and Selection Process in HRM
Recruitment and Selection Process starts from Identifying the Job Vacancies, prepare the Job Preparation, advertising the Job Vacancies, preliminary Interview.
It involves so many Tests and Interviews which Candidate has to pass to get the job. Those Applicants who clarifies all these Tests and Interviews got selected for the Job. Those who don’t clarifies are not selected.
So, Let’s know all the steps in Detail.
(i) Identify Job Vacancies- The Recruitment and Selection process starts with the job vacancies. If there is any requirement of any Employee for the present or future needs, then this process starts.
(ii) Prepare Job Preparation and Job Specification- After identifying the Vacancies, then the HR Manager prepare the Job Role and collect the Job specifications like the required Qualifications, Skills, Years of experience etc. to get that job
(iii) Advertising the Job Vacancy- Now HR Manager has prepared the Job Preparation and Job Specification. After this, HR Manager advertise the Job Vacancies to the various Job Portal Websites like Naukri.com, Indeed.com, Monster.com, Linkedin and various offline mediums like TV, Newspaper etc.
(iv) Managing the Response- By Advertising the Job Vacancies, companies receive a no. Of Resumes which HR Manager has to manage and shortlist according to their appropriate qualifications and skills required for the particular job.
(v) Arrange the Interviews- Those candidates who has the relevant skills required for the job are called for the scheduled Interviews.
(vi) Reception- A Company is known by the Employees. To make a Good Impression on the Candidate about the company so as to hire them it all start from the reception.
(vii) Screening Interview- A Screening Interview is generally prepared by large organizations to cut the cost of Selection by allowing only eligible candidates to go through the further stages in Selection. This Interview is also known as Courtesy Interview which is dependent on the suitability for a job such as Age, Education, Experience, Pay Expectations, Location Choice etc.
(viii) Application Blank- Application Blank is one of the Most Common Method used to collect Information on various Aspects of the Applicants academic, social, demographic, work related Background, Reference. It is a Brief History Sheet of an Employee Background usually containing the following information-
- Personal Data- Address, Sex, Family Occupation etc.
- Marital Data- Single/Married, Children etc.
- Physical Data- Height, Weight etc.
- Education Data- Educational Qualifications, Marks Obtained.
- Employment Data- Past Experience, Nature, Promotion, reason for leaving Previous Job, Salary Expectations etc.
- Extra Curricular Activities Data- Participation in other activities in College Fest like Anchoring, Business Plan or any other Sports Participation.
- References- If there is any Reference of Applicant from any Employee, then they have to write their name.
(ix) Selection Test- A Selection Test is a standardized objective measure of a person’s behaviour performance or attitude. These tests plays a major role in Recruitment and Selection Process Some of the Commonly used Selection Tests are-
- Intelligence Test- This test is conducted to know the Mental Ability of the Candidate. In this, several questions are asked to know his Judgement Power, Decision Making and other skills.
- Aptitude Test- In this Test, some Verbal, Reasoning, Numerical Questions are asked to know the ability to perform the job.
- Personality Test- In this, all the personality traits and Personality Development related questions are observed by the External Checker. In this, the Checker asks the Candidate to give a presentation etc. so as to check their presentation skills, public speaking skills, soft skills and lot more.
- PIP Test- PIP stands for Projective, Interest, Preference Test.
In Projective Test, the team gives the different situations, problems according to their Attitudes, Motives and Values.
Interest Test is conducted to know the Interests of that Employee in the specific job. It is related to the areas of the work in which he/she is specialized.
In Preference Test, the Team compares the Individual effectiveness with the Organizational requirements to know whether is a better choice for a Company or not.
- Graphology Test- This test is conducted to test the handwriting of the candidates because The Handwriting also specifies the Nature of the Candidate which comes in psychology.
- Integrity Test- This test is conducted to predict the honesty of the employees by giving the different situations so that to develop a trust in the company.
- Achievement Test- If an Applicant knows something, achievement test is conducted to measure how well they know it i.e Typing Test, Decision Making Test etc.
(x) Selection Interview-
This is a very Important step in the Selection Process in HRM. Even for the Exams, This question alone comes for 10 to 14 marks.
So, Selection Interview is the oral examination of candidates for employment. In this step, Interviewer tries to obtain and synthesize information about the abilities of the interviewer and the requirement of the job.
Interview gives the Recruiter an opportunity to:
- Size up the Interviewee’s agreeableness.
- Ask Questions that are not covered in the Selection Test.
- Obtain as much pertinent information as possible.
- Access Subjective aspects of Candidate by their Facial Expression, Appearance, Nervousness etc.
- Make judgements on Interviewee’s Enthusiasm and Intelligence.
- Give Facts to the Candidates regarding company policies, programmes and promotes the goodwill of the Company.
Types of Interview
The types of Interview are as following-
- Directive Interview- Directive Interview is a kind of pre-planned interview in which Interviewer asks some predetermined questions from the Interviewee. This is also known as Structured Interview. In this, the questions can be related to their Education, Personal Information etc.
- Non-Directive Interview- Non- Directive Interview is the opposite of Directive Interview. In this, no planned questions are asked from the Interviewers and this is also known as Unstructured Interview.
- Situational Interview- Situational Interview is the type of Interview where the Interviewer gives some situation to the Interviewee and ask him how you will react or respond.
- Behavioural Interview- In this, Interviewer judge the behaviour of Interview by asking some psychological questions like How you will feel if you will be dominated by the Female Candidate? Do you feel womens inferior from men? These are some of the examples and the count goes on.
- Panel Interview- In this type of Interview, a group of 3-4 Interviewers conducts the Interview and ask the questions related to the job.
Interview process comprises of six steps that are as follows-
- Information Exchange
(xi) Medical Examination- Those applicants who have cleared the Interview process go for Medical Examination. Every company wants their Employee to have all the physical qualities like High Stamina, Tolerance of Difficult Working Conditions, Clear Tone of Voice etc. It reveals whether or not a Candidate possess these qualities.
(xi) Reference Checks- Once the Interview and Medical Examination of the Candidate is over, the HR Department engages in checking the references. In this step, Candidates have to fill in the names of 2-3 references in their application form.
(xi) Hiring Decision- The Line Manager has to make the final decision now whether to select or reject a candidate after getting the information from different above techniques earlier.
The Line Manager has to take adequate care in taking the final decision because of Economic, Behavioral and Social Implications of the Social Decision.
(xii) Appointment Letter- After choosing the Hiring Decision, than Line Manager gives the Appointment Letter to that candidate.
So, this ends to the Recruitment and Selection Process in HRM.
Difference between Recruitment and Selection Process in HRM
|Basis of Difference||Recruitment||Selection|
|Meaning||It is the process of locating and encouraging potential applicants to apply for existing and anticipated job openings.||It is the process of picking those individuals who have the relevant qualifications to fill the jobs.|
|Objective||Invite more and more applications for the vacancy||To Select that employees who is suitable according to the skills, qualifications.|
|Approach||Positive Approach||Negative Approach|
|Process||In this, vacancies are advertised on various Job Portal Websites and Offline mediums by which applicants get notified.||It includes various steps from Screening Interview to various Selection Tests, Medical Examination etc.|
|Dependent||Recruitment is not dependent upon the Selection.||Selection is dependent upon the Recruitment. |
|Time Consuming||It requires less time. ||It involves more time.|
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