RECRUITMENT AND SELECTION

RECRUITMENT AND SELECTION:

RECRUITMENT:

Recruitment is the process of locating and encouraging the potential applicants to apply for existing and
anticipated openings. It logically aims at:

1. attracting a large number of qualified applicants who are ready to take up the job if its
offered and

2. Offering enough information for unqualified persons to self select themselves

INTERNAL METHOD:

Internal method means the recruitment is done within the organization. The employees are
selected from the JSW employees. Internal recruitment saves time and as the organization knows
the employees well and it reduces the processing time of recruitment and cost. There are two
ways of internal recruitment as follows.

PROMOTION AND TRANSFER:

Promotions involve movement of an employee from a lower level position to a higher

position accompanied by changes in duties, responsibilities, status, and values.

Promotion in JSW of employees is done two year once and he should be scoring more than
84. At time of appraisal the employees are rated outstanding, very good, good, fair and needs
improvement. Employees coming under outstanding or scoring more are promoted and they
should have two years experience in JSW.

Transfers on the other hand involve lateral movement within same grade, from one job to
another. It may lead to changes in duties and responsibilities, working conditions, etc. but not
necessarily salary.

EMPLOYEES REFERRALS:
Employee referrals means using personal contacts to locate job opportunities. It is a
recommendation from a current employee regarding a job applicant. The logic behind employee
referral is that” it takes one to know one”. Employee referrals can be of different types as
follows.

1. DIRECT METHOD:

In the direct method means were the organizations have direct contact with students or the
employees, under direct method the campus recruitment comes.

CAMPUS RECRUITMENT:

It is a method of recruiting by visiting and participating in college campuses and their placement
centre. The recruiters visit the educational institutions such as IIT’s, IIM’s, colleges and universities with
a view to pick up job aspirants having requisite professional skill and technical skill.

1. INDIRECT METHOD:

Indirect method means when the organization recruit employees indirectly, like through
advertisement and newspaper advertisement.
 News paper advertisement is mainly used in JSW. THE TIMES OF INDIA news paper is used
for the recruitment. News paper advertisement provides a brief description about the job with
time and date to apply for the job. News paper advertisement helps to cover mass area.

THIRD PARTY METHOD:

Under third party the recruitment is done by other the organization just provides the type of
employee required and further work are carried by the third party. The different types of party
are as follows.

Private employment search firms:

There are many private firms coming up which help the organization in the recruitment of the
employees. The organization as to just provide the details of the job which a candidate should
have and further work is all done by them.

Internet Recruiting:

Now in the Information Technology world the work as become faster and easier. Through
internet the work can be easily performed by being anywhere in the world. JSW is also using
online for recruitment, where they are using nokari.com.

SELECTION:

Selection is the process of picking the individuals who have relevant qualifications to fill the jobs in an
organization. The basic purpose is to choose the individual who can most successfully perform the job,
from the pool of qualified candidates.

The purpose of selection is to pick up the most suitable candidate who would best meet the
objectives of the job organization. The needs of the job are matched with the profile of the candidates.
The most suitable person is then picked up after eliminating the less suitable applicants through
successive stages of the selection process.

STEPS FOR RECRUITMENT PROCESS ARE AS FOLLOWS:

The different types of steps for recruitment are as follows:

1. ENSURE AN UP TO DATE JOB DESCRIPTION:

A clear, accurate and up-to-date job description is crucial to ensuring a good person-job fit. It is
worthwhile spending some time making sure that the job description matches the everyday reality of
the job.

A job description contains two types of information:

• Specific tasks and activities required for a particular job (e.g., conduct counseling sessions,

Write client reports)

• The knowledge, skills and abilities required for effective performance by the job incumbent

(e.g., good communication skills, capacity to establish good client rapport).

The accuracy of a job description is likely to be improved by gathering information from different
sources. Different perspectives on the knowledge, skills, responsibilities, challenges and demands of a
position are likely to be provided by supervisors and workers in the same or similar roles.

2. DEVELOP AN EFFECTIVE RECRUITMENT STRATEGY:

Two important issues to consider when developing a recruitment strategy are:

• The source of recruitment (i.e., advertisements, personal referrals, employment agencies, direct
applications)

• The recruiter (i.e., the “personal face” of the organization).

Advantages of internal recruitment:

1. Worker morale and motivation is enhanced

2. Organization has a better opportunity to assess knowledge & skills of the candidate
3. Candidate has existing knowledge about the organization
4. Less orientation may be needed

Advantages of external recruitment:

1. New ideas and insight

2. New knowledge and experience
3. Larger pool of talent to recruit from

Importance of recruiter:

A range of people within an organization may be called upon to act as recruiters (i.e., to answer

Telephone enquiries, conduct interviews, etc.). A recruiter can have a significant impact on job

Applicants, particularly their interest in a position and their intention to accept a job offer.
An experienced recruiter who is familiar with the organization can also be an important source of

Realistic and accurate information for candidates (i.e., providing a realistic job preview). Emphasizing the
positive aspects of a position is important in order to attract desired candidates.

3. EVALUATE THE RECRUITMENT STRATEGY:

Periodically evaluating the effectiveness of your recruitment strategy, such as the type of sources

Used for recruiting, can be a useful activity.

SELECTION PROCESS:

The selection process involves the following steps:

1. RECEPTION:

In order to attract people with talent, skills, and experience, a company has to create a favorable
impression on the applicant’s right from the stage of reception. Here the firm receives the
application of the candidates in a large number and the next step is screening where the best
desirable candidate is selected.

2. SCREENING INTERVIEWS:

Initial screening is done to weed out totally undesirable & unqualified candidates at the outset.
It is essentially a sorting process in which prospective candidates are given the necessary
information about the nature of the job and the organization, at the same time, the necessary
information is also elicited from the candidates about their education, skills, experience, salary
expected and the like. It helps to determine whether it is worthwhile for a candidate to fill up the
application form. At this juncture, test of authenticity for candidate’s relevant certificate is done.

3. APPLICATION FORM:
 This form is one of a traditional and widely used device for collecting the information on
various aspects of the applicant’s academic, social, demographic, work related background and
references.

4. WEIGHTED APPLICANTION FORM:

The procedure, called weighted application blank (WAB), involves first selecting an employee
characteristic to be measured (in this case job tenure), identifying which questions predict the
desired employee behavior, determining the questions' relative predictive power, assigning
weighted values to each relevant question, and scoring each applicant's completed job-
application form according to the scoring key developed. Hiring decisions may then be made
according to applicants' weighted scores based on the criterion or criteria being measured. It is
possible to determine for a given job-application form the total score below which a prospective
employee might be a bad risk for the company and above which the applicant is likely to be a
successful employee.

5. SELECTION TESTING:

Tests are conducted to know the knowledge a candidate as about the topic related to its course.
Different types of test are conducted for trainees who are engineering graduates with 60% and
above marks and for the metallurgy engineers the percentage is 50%. There are no selection tests
for the experienced candidates. Written test is conducted for the candidates related to Technical
knowledge and general awareness. Written test are conducted for fresher at time of campus
recruitment.

GROUP DISCUSSION:
Group discussion is a technique or a method used for screening candidates as well as testing
their potential. Group discussion is being conducted for the trainees to know there analytical
ability, communication skills, leadership quality, enthusiasm and energy to work, team spirit and
creativity. Group discussion is not done for the experienced employees.

6. SELECTION INTERVIEW:
Selection interview is to predict the candidate’s probable behavior in a particular job
situation. Selection interviews help the organization to know more closely the candidate and
reaction to the questions being asked. For the trainees the first interview is conducted by the
technical people and final interview is taken up by the senior management. For the experienced
candidate the first interview is with the vice president and assistant vice president of HR
department and final interview with senior management.

7. SALARY NEGOTIATION:
Salary negotiation means finalizing the salary. Salary negotiation is done for the experienced
candidates. When an experienced candidate enters the organization, he will be having many
expectation from the organization out of which one is a good salary. After final interview there is
a salary negotiation based on the salary the candidate was paid before and the organization he is
planning to join will pay.

8. MEDICAL EXAMINATION:
The jobs always requires physical qualities like clear vision, acute hearing, high stamina,
tolerance of arduous working conditions, clear tone of voice, etc. medical examination gives the
clear idea of the above mentioned qualities. In JSW there is an hospital owned by the JSW were
the candidates medical examination is done to know is fitness. If the candidate is fit

9. REFERENCE CHECKS:

In this stage the candidate are required to give names of two or three references in their
application forms. The references may be from the individuals who are familiar with the
candidate’s academic achievements, or co-workers, etc.

10. HIRING DECISION:

This is the crucial stage as the candidates here will be either selected or rejected. A careless
decision of rejecting the candidate would impair the morale of the people and may lead the
organization to suspect the selection procedure and the very basis of selection. After taking the
decision the organization has to inform their decision to the successful and the unsuccessful
candidates.