Chapter 3:

Recruitmen
t&
Selection
Process
Juvin O. Rodriguez
Definition of Recruitment
• Recruitment is the process of identifying that the organization needs to employ
someone up to the point at which application forms have arrived at the
organization.
Other definitions of Recruitment:
• Recruitment is a process of identifying, screening, shortlisting and hiring
potential resource for filling up the vacant positions in an organization. It is a
core function of Human Resource Management.
• Recruitment is the process of choosing the right person for the right position
and at the right time. Recruitment also refers to the process of attracting,
selecting, and appointing potential candidates to meet the organization’s
resource requirements
Purpose and Importance of Recruitment

• Recruitment is one of the most important activities in the HRM.

• If the recruitment process is efficient, then the organization will have
a happier and more productive employees, attrition rate reduces, it
also builds a good workplace environment with good employee
relationships.
• If properly done, it results in overall growth of the organization.
 Here is a list that shows the purpose and importance of Recruitment in an organization:
 It determines the current and future job requirement.
 It increases the pool of job at the minimal cost.
 It helps in increasing the success rate of selecting the right candidates.
 It helps in reducing the probability of short term employments.
 It meets the organization’s social and legal obligations with regards to the work force.
 It helps in identifying the job applicants and selecting the appropriate resources.
 It helps in increasing organizational effectives for a short and long term.
 It helps in evaluating the effectiveness of the various recruitment techniques.
 It attracts and encourages the applicants to apply for the vacancies in an organization.
 It determines the present futures requirements of the organization and plan according.
 It links the potential employees with the employers.
 It helps in increasing the success ratio of the selection process of prospective candidates.

It helps in creating a talent pool of prospective candidates, which enables in selecting the right candidates for
the right job as per the organizational needs.
Recruitment Process

• Recruitment is a process of finding and attracting the potential resources for filling up
the vacant positions in an organization.
• It sources the candidates with the abilities and attitude, which are required for
achieving the objectives of an organization.
• Recruitment process is a process of identifying the jobs vacancy, analysing the job
requirements, reviewing applications, screening, shortlisting and selecting the right
candidate.
• Recruitment process is the first step in creating a powerful resource base.
• The process undergoes a systematic procedure starting from sourcing the resources
to arranging and conducting interviews and finally selecting the right candidates
Types of Recruitment
Internal Source of Recruitment
• Internal sources of recruitment refer to hiring employees within the organization
internally.
• In other words, applicants seeking for the different positions are those who are
currently employed with the same organization.
• At the time recruitment of employees, the initial consideration should be given to
those employees who are currently working within the organization.
• This is an important source of recruitment, which provides the opportunities for
the development and utilization of the existing resources within the organization.
• Internal sources of recruitment are the best and the easiest way of selecting
resources as performance of their work is already known to the organization.
Pros and Cons of Internal Sources of Recruitment
Internal sources of recruitment, i.e., hiring employees within the organization, has its own set of advantages
and disadvantages. The advantages are as follows:
 It is simple, easy, quick, and cost effective.
 No need of induction and training, as the candidates already know their job and responsibilities.
 It motivates the employees to work hard, and increases the work relationship within the organization.
 It helps in developing employee loyalty towards the organization.
The drawbacks of hiring candidates through internal sources are as follows:
 It prevents new hiring of potential resources. Sometimes, new resources bring innovative ideas and new
thinking onto the table.
 It has limited scope because all the vacant positions cannot be filled.
 There could be issues in between the employees, who are promoted and who are not.
 If an internal resource is promoted or transferred, then that position will remain vacant.
 Employees, who are not promoted, may end up being unhappy and demotivated.
External Sources of Recruitment

• External sources of recruitment refer to hiring employees outside the

organization externally.
• In other words, the applicants seeking job opportunities in this case are
those who are external to the organization.
• External employees bring innovativeness and fresh thoughts to the
organization.
• Although hiring through external sources is a bit expensive and tough, it
has tremendous potential of driving the organization forward in achieving
its goals
Pros and Cons of External Sources of Recruitment
External sources of recruitment, i.e., hiring employees outside an organization, has both its benefits and
drawbacks. The advantages are as follows:
 It encourages new opportunities for job seekers.
 Organization branding increases through external sources.
 There will be no biasing or partiality between the employees.
 The scope for selecting the right candidate is more, because of the large number candidates
appearing.
The disadvantages of recruiting through external sources are as follows:
 This process consumes more time, as the selection process is very lengthy.
 The cost incurred is very high when compared to recruiting through internal sources.
 External candidates demand more remuneration and benefits.
To conclude, the HR department should be flexible enough to choose between internal or external
methods of recruitment, depending upon the requirement of the organization.
Selection
• Employee testing and selection involves using various tools and techniques in choosing the
best candidate for the job.
• The selection of a right applicant for a vacant position will be an asset to the organization,
which will be helping the organization in reaching its objectives.
Definition of Selection
• Selection is the process of picking the right candidate, who is fit vacant job position in an
organization.
• In others words, selection can also be explained as the process of conducting employment
test, interviewing the candidates and evaluating their qualities, which are required for a
specific job and then choosing the suitable candidate for the position.
• A good selection process will help ensure that the organization choose the right candidate for
the right job.
Difference between Recruitment and Selection ?
Advantages of Selection
A good selection process offers the following advantages:
 It is cost-effective and reduces a lot of time and effort.
 It helps avoid any biasing while recruiting the right candidate.
 It helps eliminate the candidates who are lacking in knowledge, ability, and proficiency.
 It provides a guideline to evaluate the candidates further through strict verification and reference-
checking.
 It helps in comparing the different candidates in terms of their capabilities, knowledge, skills,
experience, work attitude, etc.
A good selection process helps in selecting the best candidate for the requirement of a vacant
position in an organization.
Selection Process and Steps
 Employment Interview: Employment interview is a process in which one-on-one session in conducted with
the applicant to know a candidate better. It helps the interviewer to discover the inner qualities of the
applicant and helps in taking a right decision.
 Checking References: Reference checking is a process of verifying the applicant’s qualifications and
experiences with the references provided by him. These reference checks help the interviewer understand
the conduct, the attitude, and the behavior of the candidate as an individual and also as a professional.
 Medical Examination: Medical examination is a process, in which the physical and the mental fitness of the
applicants are checked to ensure that the candidates are capable of performing a job or not. This
examination helps the organization in choosing the right candidates who are physically and mentally fit.
 Final Selection: The final selection is the final process which proves that the applicant has qualified in all the
rounds of the selection process and will be issued an appointment letter.
A selection process with the above steps will help any organization in choosing and selecting the right
candidates for the right job.
Orientation: The Acculturation Process
• Induction is also called orientation. Orientation is not an activity nor an event, it
is a process.
• Orientation is intended to educate new entrants about the company’s culture,
values, policies and principles, management, products or services, and their
respective duties and responsibilities.
• It also intends to create a positive vibes and a good impression towards the
company, to avoid employee turnover in the long run.
• Orientations should not be boring and too long.
• Avoid overloading of information about the company, and should give
opportunity to new employees to ask questions and clarify some issues.
Elements of a Good Orientation Program
Orientation program should be planned and formal, it should not be a one shot-
deal. Orientation is more than just giving a tour, giving employee handbook, a video
presentation of the organization, etc., it should follow a planned process. It should
include the following:

1. Welcome to the Company

2. Tour of the Facilities
3. Introduction to Top Management and Co-Workers
4. Completion of Paperwork
5. Review of Employee Handbook
6. Review of Job Responsibilities