Recruitment and selection process

Recruitment and selection is one of the most important aspects in the Human resource management context. In the modern economy, human resource is considered to be the most valuable asset for any organization. Acquisition of exceptional talent pool proves the sustainability of every business. Looking at these aspects it can be easily assumed that the processes involved in the recruitment and selection have to undergo tremendous change to ensure quality of talent acquisition.

However the processes involved in the recruitment and selection is misunderstood by the people who find it difficult to derive the technical difference between ‘Recruitment’ and ‘Selection’.

Recruitment is the process of attracting individuals or groups on a timely basis, in a sufficient number, with appropriate qualifications to apply for a job in an organization.

Whereas

Selection is a set of processes to scrutinize the recruitment process and filter the most appropriate profile for the vacancy.

Organizational image Vs Recruitment and selection:

Organization’s image plays a vital role in the recruitment and selection process. There is a greater involvement in decision making for recruitment and selection process as the recruitment and selection procedures are directly associated with the brand image and brand equity of an organization. A good image of an organization reflects the organizational culture and work processes with attracts the candidates to join.

An insight of recruitment and selection at Google:

Google being a monopoly in the web based search engine market follows a very rigorous and quality assured process for its internal vacancies. Unlike other IT companies, Google tries to fulfill its resource requirements by developing the skills of its existing employees. As soon as there is a vacancy, Google’s HR department tries to find out the suitable existing employees who can be replaced in the vacant position. If any additional training or functional knowledge development is required then Google ensures that the resources undergo proper training and development program before joining in that position.

If the HR department fails to identify such profiles existing within the office then they go for talent acquisition from the market. Before commencing the recruitment and selection process the HR managers ensure that proper documentations are in place describing the roles and responsibilities for the vacant positions and other requirements as well. For this the HR managers conduct several meetings with the Line managers or head engineers to know the technical know-how expected from the candidates. This leads to generation of a developed competence analysis report. The reports cover different aspects like “reports to, tenure, compensation package, scope of responsibilities and duties, authority, priorities, budget, staff team, location, conditions, knowledge, skills, experience, values, performance standards, problems/objectives, results/priorities, ideal candidate profile”

Then the rest of the process is commenced in three procedural steps.

·         Suitable profile search.

·         Challenging interviews and selection process.

·         On boarding of the candidate.

Suitable profile search:

Once the competitive analysis report is prepared, HR managers hire a third party or agency to provide suitable candidate profiles for the vacant position. The responsibility of the HR manager lies in providing the requirements expected out of the recruitment and selection process.

Challenging interviews and selection process:

Google is known for its rigorous selection process. Normally the recruitment process at Google involves 4 to 12 rounds of interviews and apart from initial 2 rounds of HR interviews, rest all are highly technology oriented. In most of the interviews candidates are asked to demonstrate their technological skills and other proficiencies. In typical Google interviews candidates are asked to write everything that they have learned in their academics regarding the technologies they have and the interview questionnaires revolve around those aspects only. In some cases candidates are even asked to write complex programs. Observing the candidate’s approach towards a solution, the interviewer gauges the employability of the candidate.

On boarding of the candidate:

Normally the people who know Google’s operations deeply are allowed to take care of on boarding process. Google follows its best practices to give the candidate an amazing experience. The new employees are clustered into several groups so that they would sooner understand Google’s work culture and group coordination.

Apart from all these typical recruitment and selection process Google also recruits through its innovative recruitment process. Google code jam competition and offering any amount the candidates ask for finding out the loopholes in Google’s products, to name a few.

Recruitment and selection at HUL:

HUL is an Indian FMCG major and hence constantly follows the predefined best practices for its recruitment and selection process. The HR managers at HUL do the personnel planning or the vacancy planning through the below resources.

·         The internet

·         Online based job portals

·         English and Hindi news papers

·         On campus recruitment

After completing the personnel planning the HR managers at HUL try to find out which channel of recruitment to be followed.

Channels of recruitment - Normally we know about two types of recruitment channel.

Those are:

External recruitment channel

· 1.Walk- ins and write- ins

· 2. Employee referrals

· 3. Advertising

· 4. Private placement agencies & Professional search firms

· 5. Educational institutions & Professional associates

Internal recruitment channel

Current employees are a major source of recruits for all but entry- level positions of Unilever ltd. Whether for promotions or for lateral job transfers, internal candidates already know the already informal organization and have detail information about its formal policies. In fact for unilever this short of recruitment is occurred only with especial purpose experienced employee recruitment. It is frequently occurred in the Brand Management department. For senior posts in Brand Management, employees’ recruitment takes channel through the internal human resource inventory.

SELECTION PROCESS IN UNILEVER

Selection is the process of select the best candidates for the job by using various tools and techniques.

In our country, recruitment and selection process work simultaneously. Those are joined terms employment function of the organization and this employment function is stated here for Unilever's practices.

1. Reception of application

After accomplishing the recruitment process, Unilever go to the selection process where they start the process with the reception of application form filled up through internet online form. After scrutinizing the data, they select applications for written test.

2. Evaluating reference and biographical data

At the second stage of evaluating the data, they verify the validity authenticity of the information presented on the form as well as reference of the employee through references.

3. Employment test

This written test measures the candidates

1. Analytical ability

2. Computation ability

3. Verbal skill

4. Written skill

5. General knowledge

More above 65% marks ensures applicants pass.

4. Assessing candidate through interview

Mainly three steps are followed in the selection procedure.

First phase:

The candidates are invited for a viva with sales and training manager. A human resource manager also exists there. In this viva the candidate’s situation handle ability is measured.

Second phase:

It is the viva with the general sales and operation manager (GOSM), and trade marketing manager. At this stage individual skill is measured. The question tries to measure out the fitness of the candidate for the post.

Third phase:

In this stage the applicant face the HRD customer development team (CDT) this phase measure the applicability of the applicants potential for the jobs. In these stage why the applicant prefers the Unilever and why it would like to join the expected team. The questions try to measure the passion and the thrill in the employees or Unilever.

5. Cognitive ability test

There is no recognized cognitive ability test for Unilever selection process. However, the written test through its analytical questions the dose the cognitive test on applicants mentality.

6. Physical ability test

The physical test is administered by Apollo Hospital to measure the HIV, Hepatitis B, C or such many diseases in its applicant’s health and fitness for job effort.

7. Work samples

For some technical jobs Unilever follows the work sample test on particular employee like the one of Finance and IT.

8. Hiring decision

Finally the every step success ensures an applicant join in the Unilever family.