Ans.

1 Recruitment is a positive process of searching for prospective employees

and stimulating them to apply for the jobs in the organisation. When more persons
apply for jobs then there will be a scope for recruiting better persons.
The job-seekers too, on the other hand, are in search of organisations offering them
employment. Recruitment is a linkage activity bringing together those with jobs and
those seeking jobs. In simple words, the term recruitment refers to discovering the
source from where potential employees may be selected. The scientific recruitment
process leads to higher productivity, better wages, high morale, reduction in labour
turnover and enhanced reputation. It stimulates people to apply for jobs; hence it is a
positive process.
Recruitment is concerned with reaching out, attracting, and ensuring a supply of
qualified personnel and making out selection of requisite manpower both in their
quantitative and qualitative aspect. It is the development and maintenance of
adequate man- power resources. This is the first stage of the process of selection
and is completed with placement.
Selection - Finding the interested candidates who have submitted their profiles for a
particular job is the process of recruitment, and choosing the best and most suitable
candidates among them is the process of selection. It results in elimination of
unsuitable candidates. It follows scientific techniques for the appropriate choice of a
person for the job.
The recruitment process has a wide coverage as it collects the applications of
interested candidates, whereas the selection process narrows down the scope and
becomes specific when it selects the suitable candidates.
Stone defines, Selection is the process of differentiating between applicants in order
to identify (and hire) those with a greater likelihood of success in a job.
Recruitment Process :-
Step 1 - Whats the job?
Gather information about the nature of the job. Think about :-
a) The content (such as the tasks) making up the job b) The jobs purpose c)
The outputs required by the job holder d) How it fits into the organisations
structure e) The skills and personal attributes needed to perform the role
effectively.
This analysis can form the basis of a job description and person specification.
Step 2 - Prepare a job and person profile
A person specification or job profile states the necessary and desirable criteria for
selection. Increasingly such specifications are based on a set of competencies
identified as necessary for the performance of the job. Include :-
a) skills, aptitude, knowledge and experience b) qualifications (which should
be only those necessary to do the job - unless candidates are recruited on
the basis of future potential , for example graduates) c) personal qualities
relevant to the job, such as ability to work as part of a team.
The document formed from the person specification can then be used to inform the
criteria you use to shortlist applicants.
Step 3 Finding candidates
Internal methods : a) Staff referrals b) Succession planning c) Secondments d)
Job sharingIt is important not to forget the internal talent pool when recruiting.
Providing opportunities for development and career progression is an important
factor for employee retention and motivation
External methods : There are many options available for generating interest from
individuals outside the organisation. a) Online recruitment b) Press advertising c)
Networking d) Open days
Advertising remains the most common means of attracting and recruiting.
Advertisements should be clear and indicate the:
a) requirements of the job b) necessary and the desirable criteria for job applicants
(to limit the number of inappropriate applications received) c) nature of the
organisations activities d) job location
e) reward package f) job tenure (for example, contract length) g) details of how to
apply.
Advertisements should be genuine and relate to a job that actually exists. They
should appeal to all sections of the community using positive visual images and
wording.
Step 4 - Managing the application process
There are two main formats in which applications are likely to be received: the
curriculum vitae (CV) or application form. It is possible that these could be submitted
either on paper or electronically and the use of e-applications (Internet, intranet and
email) is now part of mainstream recruitment practices
Application forms Application forms allow for information to be presented in a
consistent format, and therefore make it easier to collect information from job
applicants in a systematic way and assess objectively the candidates suitability for
the job. Be aware that application form design is also important under the Disability
Discrimination Act 1995, it may be necessary to offer application forms in different
formats.
CVs The advantage of CVs is that they give candidates the opportunity to sell
themselves in their own way and dont have the restrictions of fitting information into
boxes as often happens on an application form. However, CVs make it possible for
candidates to include lots of additional, irrelevant material which may make them
harder to assess consistently.
Step 5 - Selecting candidates
Selecting candidates involves two main processes: shortlisting and assessing
applicants to decide who should be made a job offer.
Shortlisting The process of shortlisting involves slimming down the total number of
applications received to a shortlist of candidates you wish to take forward to the
more detailed assessment phase of the selection process.
When deciding who to shortlist, it is helpful to draw up a list of criteria using the
person specification. Each application can then be rated according to these
standards, or a simple scoring system can be used.
Assessment A range of different methods can be used to assess candidates. These
vary in their reliability as a predictor of performance in the job and in their ease and
expense to administer. Typical methods include:
a) General interview b) Competency based interview c) In tray exercise d) Role play
e) Presentation
Step 6 - Making the appointment
Before making an offer of employment, employers have responsibility for checking
that applicants have the right to work in the UK and to see and take copies of
relevant documentation - a list of acceptable documents demonstrating the right to
work in the UK is available from the Home Office
Contract Offers of employment should always be made in writing. But it is important
to be aware that an oral offer of employment made in an interview is as legally
binding as a letter to the candidate.
References A recruitment policy should state clearly how references will be used,
when in the recruitment process they will be taken up and what kind of references
will be necessary (for example, from former employers). These rules should be
applied consistently.
Medical examinations It is reasonable to require completion of a health questionnaire
where good health is relevant to the job. Any particular physical or medical
requirement should be made clear in the job advertisement or other recruitment
literature.
Step 7 Induction
Induction is a critical part of the recruitment process, for both employer and new
employee. An induction plan should include:
a)Orientation (physical) - describing where the facilities are
b) Orientation (organisational) - showing how the employee fits into the team
and how their role fits with the organisations strategy and goals
c) Health and safety information - this is a legal requirement
d) Explanation of terms and conditions
e) Details of the organisation's history, its products and services, its culture
and values
f) A clear outline of the job/role requirements
Selection process :-
The selection process consists of a series of steps or techniques as follows :-
1. Job Analysis : The first step in selection process is analyzing the job.
Job analysis consists of two parts :
(a) Job Description, and
(b) Job Specification.
Proper job analysis helps to advertise the job properly. Accordingly, the right
candidates may apply for the job, thus saving a lot of time and effort of the selectors.
2. Advertising the Job : The next step is to advertise the job. The job can be
advertised through various media. The right details about the job and the candidate
must be given in the advertisement.
3. Initial Screening : The initial screening can be done of the applications and of
the applicant. Usually, a junior executive does the screening work. At this stage, the
executive may check on the general personality, age, qualifications, family
background of the candidate. The candidate may also be informed of salary, working
conditions, etc.
4. Application Blank : It is a prescribed form of the company which helps to
obtain information about candidate in respect of social, biographic, academic, work
experience, references, etc.
The application blank helps to
It provides input for the interview.
It provides basis to reject candidates if they do not meet eligibility criteria, such as
experience, qualifications, etc.
5. Tests : Various tests are conducted to judge the ability and efficiency of the
candidates. The type of tests depends upon the nature of job. An important
advantage of testing is that it can be administered to a large group of candidates at a
time and saves time and cost.
The various tests are : (a) Personality test, (b) Intelligence test, (c) Performance
test, (d) Stress test, etc.
6. Interview : It is face to face exchange of views, ideas and opinions between
the candidate and interviewer(s). There are various types of interviews such as : (a)
Panel Interview, (b) Individual Interview, (c) Group Interview, (d) Stress Interview, (e)
Exit Interview.
7. Reference Check : A candidate may be asked to provide references from
those who are willing to supply or confirm about the applicants past life, character
and experience.
Reference check helps to know the personal character and family background of the
candidate.
It helps to guard against possible false information supplied by candidate.
8. Medical Check : Medical examination of the candidates is undertaken before
they join the firm in order to -
Find out whether the candidate is physically fit to carry out duties and responsibilities
effectively,
Ensure the health and safety of other employees,
Find out whether the candidate is sensitive to certain work place such as in a
chemical factory.
9. Final Interview : Before making a job offer, the candidates may be subjected
to one more oral interview to find out their interest in the job and their expectations.
At this stage, salary and other perks may be negotiated.
10. Job Offer : This is the most crucial and final step in selection process. A wrong
selection of a candidate may make the company to suffer for a good number of years
and the loss is incalculable. Company should make a very important decision to offer
right job to the right person.

Ans.2 1. I suggest the president to advise jack to join meditation classes as I think
they can coach and personally improve him.
2. Jack should be coached through meditation classes and by meditation
teacher.Yes,it is worth the effort because it is good for company.