RECRUITMENT — Staffing need to filling it; a linking function; attract many qualified + let unqualified self-select out. Yoder: sources of manpower, staffing schedule · Flippo: search and stimulate to apply · Beach: pool of available labour.
5 STEPS — Planning (job specification) → Strategy (make or buy, area, source) → Searching → Screening (part of recruitment) → Evaluation & control (costs). Study Notes: job analysis → sourcing → screening & selection → offer → onboarding.
| Internal (4) | External (8) |
|---|---|
| Present employees (promotion, transfer) · former employees · referrals · previous applicants | Employment exchanges (1959 Act, 25+ workers, 15 days; blue, white-collar, technical) · agencies · advertisement (AIDA) · professional associations (headhunters) · campus (entry level) · deputation (2–3 yrs) · word-of-mouth (pinching) · poaching (unethical) |
| + familiar, talent use, cheap, morale, motivator · − limited choice (inbreeding), less competition, skill stagnation, conflicts | + open, new blood, best choice, healthy competition · − costly and slow, unfamiliar, discourages staff |
METHODS — Direct: campus, internship, walk-in · Indirect: "Situation Vacant" print ads · Third party: agencies, consultants, e-recruitment.
SELECTION (8) — Preliminary interview → blank application → tests → interview → references (3–5) → medical → final approval → employment (after probation). "Right man for the right job"; a rejection exercise.
| Test | Remember |
|---|---|
| Aptitude | Potential to learn: intelligence, mechanical, psychomotor, clerical |
| Achievement | Experienced hires: job knowledge, work sample |
| Situational | Group discussion, in-basket |
| Proficiency · Interest · Personality | Trade tests · job satisfaction fit · can be faked |
STUDY NOTES — 7 stages (screening interview ≠ in-depth) · MBTI, DISC, Big Five, SJT, EQ-i 2.0, MSCEIT · structured = consistent; unstructured = depth.
PLACEMENT — Pigors & Myers (matching). ↑ morale, ↓ turnover, ↓ accidents, ↑ productivity, clear expectations. Probation = trial period.
INDUCTION — Day one, hours; orientation = days. Ivancevich (socialisation) · Billimoria (rehabilitated). Phases: general (staff) → specific (supervisor) → follow-up (1 week to 6 months). Citibank (mentor, Singapore) · KPMG (6-month probation) · Yes Bank (drums) · NTPC (1 yr, NSD theatre) · BCG (layered).
TRAPS: Skills stunted with internal = True · exchanges only blue-collar = False · GD = situational · placement doesn't affect productivity = False · direct method = walk-in · referrals = internal · screening belongs to recruitment · induction has no effect on engagement = False.