This is basically an interview in which the applicant is made uncomfortable by a series of, often, rude, annoying or embarrassing questions. Steps in interview process: Interview is an art. It demands a positive frame of mind on part of the interviewers.
Interviewers must be treated properly so as to leave a good impression about the company in their minds. Start the interview on time. Find unexplained gaps in applicants past work or college record and elicit facts that are not mentioned in the resume. A job offer is often contingent upon the candidate being declared fit after the physical examination.
Candidates are required to give the names of 2 or 3 references in their application forms. The line manager has to take adequate care in taking the final decision because of economic, behavioral and social implications of the selection decisions.
A careless decision of rejecting a candidate would impair the morale of the people and they suspect the selection procedure and the very basis of selection in a particular organization. A true understanding between line managers and personnel managers should be established so as to facilitate good selection decisions.
The organization sends the appointment order to the successful candidates either immediately or after sometime depending upon its time schedule. It is worthwhile spending some time making sure that the job description matches the everyday reality of the job.
For instance, a cost-benefit analysis can be done in terms of the number of applicants referred, interviewed, selected, and hired. Comparing the effectiveness of applicants hired from various sources in terms of job performance and absenteeism is also helpful.
One could also examine the retention rates of workers who were hired from different sources. The source of recruitment could be external or internal. It would be desirable to utilize the internal sources before going outside to attract the candidates. The two categories of internal sources including a review of the present employees and nomination of the candidates by employees. This will provide possibilities for horizontal and vertical transfers within the enterprise eliminating simultaneous attempts to lay off employees in one department and recruitment of employees with similar qualification for another department in the company.
Promotions and Transfers within the plant where an employee is best suitable improves the morale along with solving recruitment problems.
These measures can be taken effectively if we established job families through job analysis programmes combining together similar jobs demanding similar employee characteristics. Again, employee can be requested to suggest promising candidates.
Sometimes in a company the employees are given prizes for recommending a candidate who has been recruited. The usefulness of this system in the form of loyalty and its wide practice, it has been pointed that it gives rise to cliques posing difficulty to management.
There is an increasing emphasis on recruiting students from different management institutes and universities' commerce and management departments by recruiters for positions in sales, accounting, finance, personnel and production.
These students are recruited as management trainees and then placed in special company training programmes. They are not recruited for particular positions but for development as future supervisors and executive.
Indeed , this source provides a constant flow of new personnel with leadership personalities. Vocational schools and industrial training institutes provides specialized employees, apprentices, and trainees for semiskilled and skilled jobs. Persons trained in these schools and institutes can be placed on operative and similar jobs with a minimum of in plant training. The enterprise depends to some extent upon casual labour or "applicant at the gate" and mail applicants.
The candidates may appear personally at the company's employment office or send their applications for possible vacancies. According to company the quality and quantity of such candidates depend on the image of the company in community.
Trade unions are playing an increasingly important role in labour supply. In several trades, they supply skilled labour in sufficient numbers. They also determine the order in which employees are to be recruited in the organization. In industries where they do not take active part in recruitment, they make it a point the employees laid off are given preference in recruitment.
In addition to the above sources, several organizations develop sources through voluntary organizations such as clubs, attracts employees of competitors looking for a change or good prospectus for employment, utilize women, older workers and physically handicapped for specific positions where they are best suitable, and use the "situation wanted" advertisement in newspapers.
In all, there are 19 nineteen RRBs, which cater to the respective zonal staffing requirements. System: In order to ensure uniformity throughout the RRBs, there is a standard format for application.
The applications received are scrutinized for different eligibility criteria and a list of eligible candidates is drawn.
Thereafter, examination date and centre is fixed and call letters are dispatched to eligible candidates one month in advance of the date of examination. Simultaneously the rejected applications data is published in the website for information of in-eligible candidates. Candidates qualified in all stages of the examination are finally called for document verification, wherein, all the records are verified and checked with original documents.
The employment notification is also published on the Internet web site. The applications are scrutinized for eligibility. Eligible candidates are called for a written examination with call letters being sent a month in advance of the date of the examination. If number of candidates is large, the candidates who qualify in the preliminary exam are called for the main written exam, and the merit list is prepared based entirely upon the result of the main exam.
In most categories of jobs, there is no interview after the written examination. For a very few specific categories there is a viva after the written exam, while for certain other categories there is a skill test. For categories related to operational safety, there will be a psychological test.
Following is intended to serve as guidelines for recruitment process for RRB Indian railway recruitment board : 1. Short listed candidates will be called for verification of the original documents according to merit, availability of vacancies and reservation rules. These challenges include a diminishing labour market, increasing competition among employers for staff and the changing demographics of the working population.
In response to these challenges, the University needs a comprehensive and rigorous yet simplified approach to recruiting and selecting talented staff. This policy provides an open and transparent framework for managers and supervisors to select staff employed under the terms of the General Staff Agreement.
This Agreement includes general, technical, professional and some research staff. The policy is supported by a selection and appointment guide which maps the selection processes and techniques to be used by the selection committee. The Selection policy supports this goal. The recruitment and selection of staff to fill vacant positions is the responsibility of individual work areas and applies a framework common to the whole University. The University uses a merit based system to optimise the search and selection for the most suitable applicant who best meets the requirements of a position.
Managers and supervisors first define the position requirements and its selection criteria. They then develop attraction and search strategies to target potential applicants and advertise the vacancy. Confidentiality Applications for vacancies are strictly confidential and access is restricted to those directly involved in the selection process including Human Resources staff.
Committee members are required to sign the Statement of Confidentiality. The Advertising policy clarifies how targetted advertising is to be implemented. The selection and recruitment process is a critical factor in ensuring the University has the right staff.
How well we manage this process also enhances the University's credibility and underlines our commitment to integrity, accountability and transparency in our decision making processes. Based on the assessment and recommendations made by selection committee, the University will make an offer of employment. This is a significant commitment of the University's financial, management, training, and other resources to an individual.
Sound business practice requires the selection process to provide a clear basis for entering into such a commitment and is documented such that recruitment decisions are capable of review. It has chosen a merit based selection system to optimise the potential for selecting the best person. This process has been established to ensure the best possible choice and that there is no discrimination on grounds unrelated to the requirements of the position.
The issue of diversity should also be considered in establishing the committee. If that member of the committee is the most appropriate, they are required at the outset to declare their relationship to the applicant. The Interview and Other Job-Related Exercises The purpose of the interview is to complete the picture about the applicant that has been formed from the short listing process.
The interview should seek to explore more fully claims made in the written application and to assess verbal communication and interpersonal skills remembering that some applicants will handle the interview better than others. Helpful suggestions for conducting the interview are at Appendix 3.
For some positions it is important to test a specific skill or knowledge. The more sources of information used, the greater the chances of forming an accurate and well rounded assessment of the applicant's suitability for the position. An offer of employment can be made only through Human Resources after the appropriate level of approval has been obtained.
Appointments will generally be to the minimum of the salary range. If the selection committee believes that circumstances warrant consideration of a higher salary this must be approved by the Dean or equivalent.
The duration of a temporary job is three to nine months. The need for flexi staffing is on demand and in such a scenario Teamlease renders these services to its Clients. There is a unique methodology that TeamLease adopts to render the service.
This is shown below 2 Recruitment: The base of all HR function is recruitment. It builds the workforce that leads a company into progression. Hiring the right person for the right job is very important task. Most college recruiting is done in co-operation with the placement office of the college. For managerial, professional and sales personnel, campus recruiting is an extensive exercise.
For this purpose, carefully prepared brochures describing the organizing and the job it offers are distributed among the students, before the interviewer arrives. Companies advertise when qualified or experienced personnel are not available from other sources. Fundamentally there are two distinct steps of recruitment and each is a comprehensive process in itself. They are discussed below: 4 Preparation 4. Pertinent information about the processes of the company would also help you analyze CVs and find the right candidate.
This will help one to know about the history of the company, their core values, their clients and processes, the benefits employees can enjoy and the career growth chart. When one has knowledge about these vital parameters, it becomes easier to assess a resume based on these parameters. Moreover, when one is equipped with such vital information about the company and the job profile, it helps to motivate and mould the suitable but reluctant candidates to attend the interview.
It is concerned with the job itself and not the work. An updated job description is essential for a good selection interview. It helps one to explain the nature of work to the prospective candidate properly without any over or under commitment. This also helps to put the candidate, the client company and the agent on the same platform. In other words, it refers to a summary of the personal characteristics required for a job.
Sometimes the job specification is already prepared and given by the client along with the job description. In such a case, the job of the agent becomes easier. The job specification is for the benefit of the employees working in TeamLease. It is ready reference to check on the requirements that one needs to keep in mind while sourcing for the different clients.
It makes the whole task easier and more convenient. It is also difficult being monotonous in nature. A recruiter needs to be self-motivated to do the job.
The sourcing takes place in different levels and in all the verticals of the industry. The procedures involved are discussed below. Even before sourcing is started, it is very important to have a clear understanding of the requirement of the client company. It makes sure that all the questions that a candidate has regarding the profile or the credibility of the company are satisfactorily answered.
Sourcing is defined as the process wherein the recruiter creates a pool of potential candidates to fill up a position. It is the first step of recruitment. Sourcing involves logging on to a job-portal and doing a search for the potential candidates.
After the search is generated, the most critical part of sourcing starts. Mainly four steps are involved in Sourcing. They are discussed below: 5. It is human nature to generally omit the negative points while creating a resume or to exaggerate the achievements. Though most of the time people are truthful while forming their resumes, others can hide or not mention things that can portrait a negative picture of them. A good CV is one which is precise and presentable.
It should contain all details of education and work experience should be arranged in reversed chronological method so as to emphasize on the most recent one. Analyzing a CV helps in short- listing a candidate.
It is necessary to match it with the profile given by the company. Matching it with the JD gives an idea if the person will be able to serve well in the position or not. Next it is important to match it with the job specification. The JS gives the details of the desired skills and the mandatory skills.
These are the criteria for selection. Such a candidate is then called in for a face-to- face interview. There is an individual interview of the recruiter and the candidate. It is important to make the candidate where his lacunas are and what can he do about it. In this way not only the recruiter helps the candidate to correct itself but also helps in creating an association with them which is so very vital in the service industry.
A lot of things get clear during an interview. A face to face talk with the candidate ensures that the recruiter evaluates the candidate on terms of attitude, confidence and communication. The gaps that seem in the resume are also questioned. The candidate may have an explanation for it. On the other hand if he is lying, then he can be cross-questioned about this.
The nature of the job determines which of these interviews would suit best. All the interviews are not conducted for all the job profiles. The complexity of the interview depends on the complexity of the job. We shall now discuss the telephonic interview which is very instrumental in selecting a potential candidate in TeamLease.
This in turn helps the recruiter to judge that if the candidate would be suitable for the job or not. Unlike the face-to-face interview where the recruiter can read the non-verbal languages, in a telephonic interview he has to even sharper. Listening to the words used and their tone used gives immense messages about the candidate. The following steps can be kept in mind while taking a telephonic interview: 1.
You must keep the CV next to you and make notes while taking the interview. Must prepare a set of questions that would match the JD. To use a call script. This helps in being professional and saves time to in approaching the right candidate. Do not display any negative emotion during the interview. Not to over or under commit anyone. To start off with, it is advisable to ask easy questions first the best things about their current situations , then ask about their problems and get them to expand on their answers.
Critical in the preparation process is the development of interview questions that elicit tangible facts from all applicants. RULE 2: Ask questions that relate directly to at least one of your listed requirements to maximize the information you will gain in the time allotted. External Recruitment process 2. Avoid any stipulations, which could be seen as discriminatory e. Application Form: a well-designed form can elicit information about the person's ability and willingness to do the job.
Do not ask for irrelevant information. Make it clear on the form that applicants should consider the points in the job description and person description when applying. Allow enough space on the form for applicants' answers, and indicate whether continuation sheets can be used.
State clearly on the form the closing date for applications. For senior positions a supporting letter or CV may also be required; if this is the case indicate the kind of information sought. Background information: provide applicants with clear, up-to-date and accurate information about the organization, its work, its priorities and the job. Clearly indicate the closing date for applications and the short listing and interview dates.
Selection Select your candidate. Be objective and unbiased. Choose the person who best fits your person specification. Short listing: assess applications on the basis of the person specification standard forms can be very helpful at this stage. Guard against bias and discrimination - ensure that you select for interview those who match the specifications, regardless of age, sex, race etc, and that the specifications are not themselves discriminatory.
Interviews: Interview your short-listed candidates. Remember that your job is not only to assess the best candidate for the job, but also to create a great impression of your organization. The amount and quality of the information that you establish will be largely due to the effectiveness of your questions. Use open questions e. Avoid any questions, which could be considered discriminatory eg: asking only female candidates who looks after their young children. If you think such a question is relevant - ask it of all candidates who have children.
Candidate assessments: The interview will provide you with some information but check it out before offering a job. Tests can be done before the interview or after the interview. It depends on the number of candidates being interviewed and the type of job. If you need them quickly, try phoning. Induction Help your new recruit to settle in quickly and become productive as soon as possible. To make a study on the most preferably used recruitment source in the companies.
To understand the recruitment strategies followed by the companies. To identify the types of interviews conducted by the companies. To take into consideration the different types of competency based practices conducted by the companies. To understand the steps of recruitment procedure followed by the companies. To study the importance of the factors that influences the recruitment policy.
To analyze the challenges the countered by the HR of the companies. To make a study on the crucial factors responsible for the selection process.
To assess the conditions responsible for making the selection procedure successful. To know the steps of the selection process followed by the companies. To know whether induction is carried on by the companies. There are certain things in the research process which are always done in order to get the most accurate results.
It is a planned procedure, not a spontaneous one. It is focused and limited to a specific scope. Whether it is the answer to a hypothesis or even a simple question, research is successful when we find answers. Sometimes the answer is no, but it is still an answer. If there is no question, then the answer is of no use. Research is focused on relevant, useful, and important questions. Without a question, research has no focus, drive, or purpose.
An O can refer to a single measure e. The X can refer to a simple intervention e. As with observations, you can use subscripts to distinguish different programs or program variations. Elements that are listed on the left occur before elements that are listed on the right. Steps in the Research Design Process The steps in the design process interact and often occur simultaneously. For example, the design of a measurement instrument is influenced by the type of analysis that will be conducted. However, the type of analysis is also influenced by the specific characteristics of the measurement instrument.
Step 1: Define the Research Problem: Problem definition is the most critical part of the research process. Unless the problem is properly defined, the information produced by the research process is unlikely to have any value. If the wrong management problem is translated into a research problem, the probability of providing management with useful information is low.
Step 2: Estimate the Value of the Information: A decision maker normally approaches a problem with some information. If the problem is, say, whether a new product should be introduced, enough information will normally have been accumulated through past experience with other decisions concerning the introduction of new products and from various other sources to allow some preliminary judgments to be formed about the desirability of introducing the product in question. There will rarely be sufficient confidence in these judgments that additional information relevant to the decision would not be accepted if it were available without cost or delay.
There might be enough confidence, however, that there would be an unwillingness to pay very much or wait very long for the added information. Step 3: Select the Data Collection Approach: There are three basic data collection approaches in marketing research: 1 secondary data, 2 survey data, and 3 experimental data.
Secondary data were collected for some purpose other than helping to solve the current problem, whereas primary data are collected expressly to help solve the problem at hand. Step 4: Select the Measurement Technique: There are four basic measurement techniques used in marketing research: 1 questionnaires, 2 attitude scales, 3 observation, and 4 depth interviews and projective techniques. Primary Measurement Techniques I. Attitude Scales — a formalized instrument for eliciting self-reports of beliefs and feelings concerning an object s.
Rating Scales — require the respondent to place the object being rated at some point along a numerically valued continuum or in one of a numerically ordered series of categories. Composite Scales — require the respondents to express a degree of belief concerning various attributes of the object such that the attitude can be inferred from the pattern of responses.
Conjoint analysis — derive the value an individual assigns to various attributes of a product. Observation — the direct examination of behavior, the results of behavior, or physiological changes. Projective Techniques and Depth Interview — designed to gather information that respondents are either unable or unwilling to provide in response to direct questioning. Projective Techniques — allow respondents to project or express their own feelings as a characteristic of someone or something else.
Depth Interviews — allow individuals to express themselves without any fear of disapproval, dispute, or advice from the interviewer. Step 5: Select the Sample: Most marketing studies involve a sample or subgroup of the total population relevant to the problem, rather than a census of the entire group. Step 6: Select the Model of Analysis: It is imperative that the researcher select the analytic techniques prior to collecting the data. Once the analytic techniques are selected, the researcher should generate fictional responses dummy data to the measurement instrument.
Every Company has its own criteria of enumerating recruitment sources which are in favour of the employees and also supports the organization in the long run. I wish to suggest that the lion share of the percentage of respondents who are agreeing to the internal recruitment denotes that they are satisfied with the jobs internal recruitment provides them the opportunity of career growth.
Companies should take care of those individuals who are supporting the external recruitment as external recruitment brings additional cost for the organization. Every Company has its own criteria of enumerating internal recruitment sources which are in favour of the employees and also supports the organization in the long run.
I wish to suggest that the lion share of the percentage of respondents who are agreeing to the transfer denotes that they are satisfied with the jobs as it provides them the opportunity to be placed in a better prospective area. Every Company has its own criteria of enumerating external recruitment sources which are in favour of the employees and also supports the organization in the long run. Companies should also pay attention to unsolicited applicants. Observation: Respondents from the Companies Surveyed has responded in the following way: The most preferred recruitment procedure is centralization.
Every Company has its own criteria of enumerating the role of academic marks in the recruitment procedure. I wish to suggest that the companies should also pay attention to the achievement test as it will enable a fresher to showcase his achievement in the academic area. I wish to suggest that the companies should also pay attention to the intelligence test as it will enable an employee to use the experience to handle a critical situation.
Every Company has its own criteria of enumerating the role of reference check in the recruitment procedure. Every Company has its own criteria of enumerating the usage of e-recruitment in the recruitment procedure. Every Company has its own criteria of enumerating the measurement of the performance of e- recruitment. Every Company has its own criteria of enumerating the key drivers of e-recruitment in the recruitment procedure. Employees should also takes into consideration the matter of reduction in recruitment cost which will also benefit the companies at large.
Every Company has its own criteria of enumerating the factors to be taken into consideration while recruiting the junior level. Every Company has its own criteria of enumerating the factors to be taken into consideration while recruiting the middle level employees. Every Company has its own criteria of enumerating the factors to be taken into consideration while recruiting the senior level employees. Every Company has its own criteria of enumerating the number of interviews to be taken into consideration while recruiting employees.
I wish to suggest that the individuals supporting the two numbers of interviews denote that they want to face seldom number of interviews as possible.
Every Company has its own criteria of enumerating the types of interviews to be taken into consideration while recruiting employees. Every Company has its own criteria of enumerating the types of competency based practices to be carried on. I wish to suggest that the individual supporting the role play indicates that they want to keep themselves ready for any role they have to face, if needed.
Companies should also practice the notices of job requirements so that individuals can be kept informed by the organization-a two way communication. Every Company has its own criteria of enumerating the reasons of vacancy identification. I wish to suggest that the individual supporting the duties to be performed indicates that they are laying more stress on the duty from where they can derive job satisfaction.
Companies should look at the qualification required as it would reduce the number of unwanted applicants to apply for the vacancy. Every Company has its own criteria of enumerating the factors affecting the recruitment policy. I wish to suggest that the individuals supporting the organizational needs indicates that the working environment is good as they are keeping their individual needs behind organizational need.
Companies should also pay attention to recruitment source as adoption of internal recruitment will cost less than the external recruitment. Every Company has its own criteria of enumerating the challenges faced by HR in recruitment. I wish to suggest that the individuals supporting the adaptability to globalization denote their inability to come in terms with changing global environment. Every Company has its own criteria of enumerating the factors affecting the selection process junior level.
I wish to suggest that the individuals supporting the industry type indicates that Organizations are unwilling to take individuals from different industry. Employees should also rate the salary factor equivalent to the industry type. Every Company has its own criteria of enumerating the factors affecting the selection process middle level.
I wish to suggest that the individuals supporting the domain experience indicates that Organizations are unwilling to take individuals from different domain. Employees should also rate the salary factor equivalent to the domain experience. Every Company has its own criteria of enumerating the factors affecting the selection process senior level. I wish to suggest that the individuals supporting the relevant experience indicate that Organizations are unwilling to take individuals from different domain.
Employees should also rate the salary factor equivalent to the relevant experience.
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