Page 84 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Unit 5: Recruiting HR

5.9.5 Selection Process Notes

Blueprint of the entire selection process can reduce confusions. Companies may conduct tests to
have an insight on the technical knowledge, communication skill, and the general aptitude of
the candidate. This might be followed by a group discussion which gives a clear idea on the
interpersonal skills, leadership qualities and presentation skills of the candidate.

The next step is interview. The interviewer must be given the proper training on how to recruit
the right person. The questions to be asked must be decided in advance. The interview must give
answers to the key skills of the interviewee, his professional and personal background, factors
of interest in the new company and job, the reasons for quitting the previous employer, if any,
his mobility depending on job requirements, and other vital information. The interviewer must
be ready with the answers to the job-in-hand, monetary and non-monetary benefits allotted, his
position in the managerial hierarchy, growth prospects, etc.

5.9.6 Maintain a Candidate Pool

Maintaining a list of applied candidates updating the reasons for the rejection for a particular
post can help in quick retrieval of suitable candidates in case of emergency.
Time is a crucial factor in the competitive world. A well drafted system of recruitment backed by
properly trained staff can aid in the quick recruitment of people with excellent skills that can be
utilized to improve productivity.
5.10 Recruitment Policy

It is derived from the company's personnel policy of the same organisation.
Following factors should be considered in formulating recruitment policy:
1. Government policies
2. Personnel policies of other competing organisation

3. Organisation's personnel policies
4. Recruitment sources
5. Recruitment needs

6. Recruitment costs
7. Selection criteria & preferences.

5.10.1 Prerequisites of a Good Recruitment Policy

1. It should be in conformity with its general personnel policies.
2. It should be flexible enough to meet the changing needs of an organization.
3. It should be so designed as to ensure employment opportunities for its employees on a
long-term basis so that the goals of the organization should be achievable; and it should
develop the potentialities of employees.

4. It should match the qualities of employees with the requirements of the work for which
they are employed.
5. It should highlight the necessity of establishing job analysis.

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