PSYCH-105 Industrial Psychology

Chapter 15: Recruitment and Selection

Unit 1

Unit 2

Unit 3

Unit 4

Appendix

Process of Recruitment

1. Recruitment Planning

Planning involves the translation of likely jobs, vacancies and information about the nature of their jobs into a set of objectives and targets and specifies the number of employees required and types of employees i.e., their specification.

2. Strategy Development

Once it is known how many and what types of recruits are required, consideration needs to be given to:

a. Make or Buy

Organization must decide whether to hire less skilled employees and invest on training and education programs or to hire skilled labours and professionals.

b. Technological Sophistication

The methods used in recruitment and selection. This decision is mainly influenced by available technology.

c. Where to look

Companies look into the national market for managerial professional employees, regional and local market for technical employees and local market for clerical and blue-collar employees.

d. How to Look

It means method of recruitment there are various sources and they may be categories into internal (transfer and / or promotion) and external sources (advertisement, campus recruitment, employment agencies etc.).

e. When to Look

Decide on the timing of event – besides knowing where and how to look for job applicants.

3. Searching

Once a recruitment plan and strategy are worked out the search process can begin. Search involves two steps:

a. Planned well developed it sources and searched method screening of applications received 

b. Doing anything to attract desirable applicants.

4. Screening

The main purpose is to eliminate at early stage all the applicants who visibly do not qualify for the job.

5. Evaluation and Control

Evaluation and control is necessary for control on cost (i.e. decision of salary and other allowances) and evaluation of effectiveness of recruitment process.

Author – Dr. Niyati Garg

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