RECRUITMENT AND

SELECTION
Ref Books: 1) Recruitment and Selection- Strategies for Workforce Planning &
Assessment, Carrie A Picardi, Sage Publication, 2019.
 Course Learning Objectives:
• Understand the theories and steps involved in Recruitment and Selection.
• Explain the importance of Recruitment and Selection in organization.
• To apply and solve the workplace problems through Recruitment and
Selection
• intervention.
• To classify and categorize in differentiating between the best method to be
adopted by organization related to Recruitment and Selection
• To compare and contrast different approaches of Recruitment and Selection
framework for solving the complex issues and problems.
• To design and develop an original framework and framework in dealing
with the problems in the organization.
 Let’s Gain Some
Insights!!!!
About HR Department
 The Branches in HR Department

Organizational Upper Management-Strategy Makers/Analytics

Development/
HRIS/Analyst
Training and Development/Employee
relations/Compensation and
Middle Management-Operations Benefits/Performance Management /Diversity
and Inclusion

Talent Acquisition/
R & S /Talent Management Lower Management-Basic Entry Level
 Pyramid
Organizational
Development/
Upper Management-Strategy Makers/
HRIS/Analyst
Analytics

Training and Development/Employee

relations/Compensation and
Benefits/Performance Management Middle Management-Operations
/Diversity and Inclusion

Talent Acquisition/ R & S /Talent Management Lower Management-Basic

Entry Level
The Positions/Job Profiles in HR Department

HR Administrator/ HR Analysts
HRIS Analyst

Payroll Specialist/HR Compliance

Officer/Employee Relations
Specialist/Performance Management Operations
Specialist/Training Coordinator-L&D
Manager

Talent Acquisition
Specialist/Consultant Basic Entry Level-Target Based Works
 Basic Works of HR
• Recruitment and selection
• Job analysis and job description development
• New employee orientation
• Training and development programs
• Creation of competency models,
• Compensation benchmarking and salary planning
• Management of the performance appraisal process and
• Legal compliance
• Employee relations
• Maintenance of HR data and reporting.
 What is the difference between!!

Recruitment Staffing

Selection
Recruitment Staffing

Selection
Recruitment
• The process of identifying, attracting, and
encouraging candidates to apply for job openings
in an organization.
• To create a pool of qualified candidates from
which the organization can select the most
suitable ones.
• How can we do this?
➢Job posting and advertising.
➢Sourcing candidates through various
channels (job boards, social media, employee
referrals).
Selection
• The process of evaluating and choosing the most
suitable candidate from the pool of applicants
generated during recruitment.
• To identify the best candidate who fits the job
requirements and the organizational culture.
• How can we do this?
➢ Screening resumes and applications.
➢ Conducting interviews, assessments, and
background checks
➢ Making job offers and negotiating employment
terms
Staffing
• The overall process of hiring and deploying the
right individuals to various roles within the
organization.
• To ensure that the organization has the right
people in the right roles to achieve its goals.
• How can we do this?
➢ Manpower planning and forecasting future
needs.
➢ Ongoing recruitment and selection.
➢ Placement, orientation, and workforce
management.
• Hence it is a CONTINUOUS PROCESS
Roadmap in Recruitment and selection process
Source the
Candidates Onboarding
Job analysis

Workforce Planning
Recruitment Analysis
Workforce Planning
• Workforce planning is a strategic process used
by organizations to ensure they have the right
number of employees, with the right skills, in the
right roles, at the right time.
• Steps:
➢ Assessment of current workforce: Analyse the
current workforce's skills, demographics, and
performance.
➢ Forecasting future needs: Predict future staffing needs based on business goals and market
trends.
➢ Gap analysis: Identify gaps between current capabilities and future requirements.
➢ Developing action plans: Create strategies to address workforce gaps through training,
hiring, or restructuring.
Recruitment Analysis
• Recruitment analysis involves evaluating the
effectiveness of recruitment processes and
strategies to ensure they meet the organization's
hiring needs.
• Steps:
➢ Metrics analysis: Assess key performance
indicators (KPIs) such as time-to-hire, cost-per-
hire, and quality-of-hire.
➢ Source effectiveness: Identify which recruitment channels yield the best candidates.
• Internal Recruitment Channels: • External Recruitment Channels:
Employee Referrals, Company Website, Social Media, Recruitment
Internal Job Postings, Agencies(outsourcing), Campus Recruitment
Promotions and Transfers
Job analysis
• Job analysis is a systematic process to determine
the duties, responsibilities, skills, and
requirements of a specific job
• How to analyse the Job:
➢ Job description: Outlines the tasks,
responsibilities, and functions of a role.
➢ Job specification: Lists the qualifications,
skills, and experience needed to perform the
job.
➢ This provides a foundation for creating job
descriptions, performance appraisals, and
training programs.
 Source the Candidates & Onboarding
• Sourcing candidates involves finding potential
candidates for a job vacancy using various
methods and channels.
• Onboarding is the process of integrating a new
employee into an organization and its culture,
and providing them with the tools and
information needed to become productive
• Steps:
➢ Preboarding: Activities that occur before the new hire's first day, such as sending welcome
emails and preparing the workspace.
➢ Orientation: Introducing the new hire to company policies, culture, and team members.
➢ Training and development: Providing job-specific training and resources.
➢ Feedback and support: Regular check-ins to address concerns and ensure smooth integration.
Recruitment Procedure that was followed in Grasim
Industries Limited
Recruitment Procedure that was followed in Grasim
Industries Limited
Recruitment Procedure that was followed in Grasim
Industries Limited
Recruitment Procedure that was followed in Grasim
Industries Limited
Recruitment Procedure that was followed in Grasim
Industries Limited
Recruitment Procedure that was followed in Grasim
Industries Limited
Recruitment Procedure that was followed in Grasim
Industries Limited
 Module-01:
Workforce Planning and
Recruitment Analytics
 Module-01:
Workforce Planning and Recruitment Analytics
Workforce
If a job is not clearly understood and defined in terms of its qualification
requirements, level of authority, responsibilities, and tasks/duties, then its
JOB purpose and contribution toward the goals and objectives of its respective
department as well as within the organization as a whole will be misaligned
or lacking completely.

This leads to

Operational efficiency and effectiveness are being COMPROMISED

In this chapter we look at

• What WORK looks like in today's organizations

• How jobs and workforce needs to evolve based on changing
expectations, goals, challenges, and external driving forces.