Introduction to Human Resource Management 8.

A line manager's human resource responsibilities

most likely include all of the following EXCEPT
1. The basic functions of the management process ________.
include all of the following EXCEPT ________. A) Maintaining department morale
A) Planning B) Organizing C) Outsourcing D) B) Controlling labor costs
Leading C) Protecting employees' health
D) Marketing new products and service
2. Which one of the following is the person
responsible for accomplishing an organization's 9. Yuki works at a position in his organization
goals by managing the efforts of the organization's where he maintains contacts within the local
people? community and travels to search for qualified job
A) Manager B) Entrepreneur C) Generalist applicants. Yuki's position is best described as
D) Marketer ________.
A) Recruiter
3. Which function of the management process B) Manager
requires a manager to establish goals and C) Labor relations specialist
standards and to develop rules and procedures? D) Job analyst
A) Planning B) Organizing C) Staffing D) Leading
10. Human resource managers generally exert
4. Consuela, a manager, delegates the authority for ________ within the human resources department
a project to Lee, her subordinate. Consuela is most and ________ outside the human resources
likely involved in which function of the department.
management process? A) Line authority; staff authority
A) Staffing B) Organizing C) Motivating D) Leading B) Staff authority; line authority
C) Functional authority; line authority
5. When managers use metrics to assess D) Staff authority; implied authority
performance and then develop strategies for
corrective action, they are performing the 11. Wilmer works in the HR department and is in
________ function of the management process. charge of developing the plans for how people are
A) Planning B) Leading C) Controlling D) Organizing paid and how the employee benefits program is
run. Wilmer is most likely holding the position of
6. In the management process, which one of the ________.
following is an activity associated with the leading A) Training specialist
function? B) Recruiter
A) Motivating subordinates C) Compensation manager
B) Setting performance standards D) Job analyst
C) Training new employees
D) Developing procedures 12. An HR generalist at Wilson Manufacturing has
been assigned to the sales department to provide
7. Personnel activities associated with human HR management assistance as needed. Which of
resource management most likely include all of the the following best describes the structure of the HR
following EXCEPT ________. services provided at Wilson Manufacturing?
A) Orienting and training new employees A) Shared HR teams
B) Appraising employee performance B) Embedded HR teams
C) Building employee commitment C) Centers of expertise
D) Developing customer relationships D) Corporate HR teams

13. Which organization of the human resource

function involves dedicated HR members that assist
top management in issues such as developing the 18. Evidence-based human resource management
personnel aspects of the company's long-term relies on all of the following types of evidence
strategic plan? EXCEPT ________.
A) Embedded HR teams A) Scientific rigor
B) Corporate HR teams B) Existing data
C) Centers of expertise C) Research studies
D) Shared services D) Qualitative opinions
19. In small organizations, line managers frequently
14. What term refers to the knowledge, skills, and handle all personnel duties without the assistance
abilities of a firm's workers? of a human resource staff. True or False?
A) Human resources
B) Human capital What are the two distinct functions carried out by
C) Intangible assets human resource managers? Line function and staff
D) Contingent personnel function

15. What is the term for workforces like those at Recruitment and Selection
the company Uber, where freelancers and Recruitment and selection processes are
independent contractors work when they can, on considered useful, they help in finding the most
what they want to work on, and when the suitable candidates for the jobs. Recruitment and
company needs them? selection are important operations in human
A) Tele-commuters resource management, designed to make the best
B) Human capital use of employee strength to meet the strategic
C) Job-analysts goals and objectives of the employers and of the
D) On-demand workers organization as a whole. It is a process of screening,
sourcing, shortlisting, and selecting the right
16. The recent trend where in some occupations candidates for the vacant positions. The main areas
(such as high-tech) unemployment rates are low, that have been taken into account include,
while in others unemployment rates are still very significance of recruitment and selection, principles
high and recruiters in many companies can't find of recruitment and selection, factors affecting
candidates, while in others there's a wealth of recruitment and selection, posting vacancies,
candidates is called ________. recruitment and selection process, types of
A) Talent analytics recruitment and types of interview.
B) Globalization
C) Unbalanced labor force Keywords: Recruitment, Selection, Candidates,
D) Human capital Organizations, Jobs, Factors, Interview

17. Which one of the following best exemplifies Introduction

recent trends in technology that are affecting
human resource management? Recruitment is the process of identifying,
A) Listing open positions on [Link], screening, shortlisting and hiring of the potential
[Link], and similar websites. human resources for the purpose of filling up the
B) The use of gaming features to enhance training positions within the organizations. (Central
and performance appraisal function of human resource management)
C) Allowing workers to telecommute
D) Providing employees with laptops or tablets so Recruitment is the process of selecting the
they can work offsite right person, for the right position at the right time.
It is the process of attracting, selecting and
appointing potential candidates to meet the needs
and requirements of the organizations.
Recruitment takes place internally, i.e. within the consideration to the recruitment and selection
organization and externally, i.e. from the usage of processes. These processes enable the employers
external sources. Internal factors include, the size to identify and analyse the positions that are
of the organization, recruiting policy, image of required to get filled in order to achieve the
organization and image of job. External factors desired goals and objectives. Vacant positions
include, demographic factors, labour market, within the organizations signify the lack of human
unemployment rate, labour laws, legal resources and these are regarded as barriers within
considerations and competitors. the course of implementation of tasks and in the
achievement of goals and objectives. Thus,
Selection is the process of picking or whether it may take place on an immediate basis
choosing the right candidate, who is most suitable or may be a time consuming process, importance
for the job. It is the process of interviewing the of these processes is recognized during the time of
candidates and evaluating their qualities, which are job vacancies.
necessary for a specific job and then selection of
the candidates is made for the right positions. The Resources are considered as the most
selection of right candidates for the right positions important asset of any organization, hence, hiring
will help the organization to achieve its desired the personnel with appropriate skills and abilities is
goals and objectives. important. The patterns of recruitment and
selection differ from one company to another.
Recruitment is called a positive process When machines, equipment and devices are made
with its approach of attracting as many candidates use of to enhance productivity, then it is the
as possible for the vacant positions. It is the human resources that operate them. The
process of identifying and making potential machines, devices and other equipment are made
candidates to apply for the jobs. On the other use of in an effective way, when they are put into
hand, selection is called a negative process with operation by skilled and proficient personnel. It is
the elimination of many candidates as possible. vital that individuals should possess complete
There are numerous individuals, who apply for the knowledge regarding how to make use of machines
jobs, but selection is made only of those and enhance productivity. In some cases, this job
individuals, who are qualified and proficient. may be manageable, whereas in others it may be
tedious and demanding. Therefore, recruitment
Significance of Recruitment and Selection and selection are considered as important aspects
in any organization and should be made of
The recruitment and selection of the appropriate personnel.
individuals within the organizations result from a
thorough and a systematic process. The employees The significance of recruitment is
need to possess complete knowledge of the recognized by the fact that organization gets
strategies and methods that are required to get satisfied with more productive employees. It not
implemented for recruitment and selection. only enhances productivity and profitability, but
Legislation and good practice and the range of also encourages good relationships among the
recruitment sources and selection methods as well employers and the employees. It contributes
as possessing the skills and abilities in interviewing towards growth and development of the
and evaluating potential employees highlight the organization. It determines the current and future
significance of recruitment and selection (Chapter job requirements. It helps in increasing the success
5, 2010). The areas that highlight the significance of rate of selecting the right candidates, who are able
recruitment and selection have been stated as to make efficient use of their skills and abilities in
follows: leading to growth and development. It helps in
evaluating the effectiveness of various recruitment
When job vacancies arise within the methods. It determines the present future
organizations, then the employers give due requirements of the organizations and formulate
plans accordingly. Recruitment strategies Another general rule is, when seeking to fill
contribute in the implementation of managerial any job vacancy, one should always consider the
functions in an operative manner (Recruitment and internal candidates that could be encouraged to
Selection, 2016). the available post and then recruit externally for
the junior position.
The significance of selection is recognized,
because it helps in choosing the most suitable and Too often senior managers pay less
qualified candidates, who can meet the attention to the recruitment process and only
requirements of the jobs within an organization. become actively involved when a senior post is
For meeting the goals and objectives of the being filled, or at the end of the process for the
organization, it is vital to evaluate the various final interview. This is an error and one should be
attributes of each candidate, such as their concerned with the eminence and appropriateness
qualifications, skills, abilities, experiences, of every employee, who joins the business.
personality, nature and overall attitude. The other
candidates, who have not found to be suitable to It is often assumed that interviewing is
carry out the job duties are eliminated. The something that any experienced manager can carry
organization is required to follow appropriate out. It involves open ended as well as close ended
selection processes, the reason being, if the questions. Interviews can be conducted by
selection is not carried out in an appropriate anybody, but it is important that individuals can do
manner, then it would impose unfavourable effects it well, if they are appropriately trained and
upon the organization and loss would be incurred possess effective communication skills. It is not
to the employer in terms of money, time, and worthwhile to conduct interviews without
efforts (Recruitment and Selection, 2016). acquiring proper training.

Principles of Recruitment and Selection There are many legal issues that are
associated with the recruitment process and it is
The principles of recruitment and selection necessary for all the individuals to familiarise
have been stated as follows: (Recruitment and oneself with the relevant legislation. It is vital for
Selection, 2013). the members of the organization to become
familiar with the policies and procedures that are
The first point to identify about recruitment required in the recruitment and selection
is that it is a process with a number of key stages, processes.
all of which work in co-operation to improve one’s
chances of finding the best candidates available for Factors affecting Recruitment and Selection
any advertised position. The candidates are
required to go through various stages and they are The factors affecting recruitment and
given certain tasks or go through various rounds of selection are organized into the internal and the
interviews, which they have to accomplish in order external categories. The internal factors have been
to get selected. In some cases, final round of stated as follows: (Recruitment and Selection,
interviews, include only two people, one is selected 2016).
and the other one gets rejected.
Size of the Organization - The size of the
It is worth giving indications that in terms of organization is one of the most important factors
leading, guiding and managing employees, if one is affecting the recruitment process. To develop
not recruiting the best people available, then it is business, recruitment planning is mandatory for
always going to be challenging to manage them on hiring more resources, which will be crucial in the
daily basis. management of future operations.
 Recruitment Policy - Recruitment policy of large number of applications are received. In
an organization, includes hiring from the internal or contrast, if the unemployment rate is low, then
external sources of organization. It is an important recruiting tends to be difficult due to lesser number
factor, which affects the recruitment process. It of resources.
identifies the objectives of recruitment and
provides a framework for the implementation of Labour laws – Labour laws reflect the social
recruitment programs. and political environment of the market, which are
created by the central and the state governments.
Image of the Organizations - Organizations These laws dictate the compensation, working
having a good positive image in the market can environment, safety and health regulations, and
easily attract competent and proficient resources. the job duties of the workforce, for different types
Maintaining good public relations, providing public of employments. As the governments undergo
services, and leading to goodwill of the transformations, there are transformations that
organizations, definitely helps an organization in come about in the labour laws.
improving its reputation in the market, and thereby
draw the best possible human resources. Legal considerations – Job reservations for
different castes such as Scheduled Tribes,
Image of Jobs - Just like the image of the Scheduled Castes, and Other Backward Classes are
organization, the image of jobs contribute a critical the best examples of legal considerations. These
role in the recruitment and selection processes. considerations, passed by government, will have a
Jobs having a positive image in terms of better positive or negative impact on the recruitment
remuneration, promotions, recognition, and policies of the organizations.
amiable working environment with career
development opportunities are considered as the Competitors – When organizations in the
characteristics to arouse interest and enthusiasm same industry are competing for the best qualified
within qualified candidates. resources, there is a need to analyse the
competition and make provision of the resources
The external factors have been stated as packages that are finest in terms of the industry
follows: (Recruitment and Selection, 2016). standards.

Demographic Factors - Demographic factors Equal Opportunity – When recruitment and

are related to the characteristics of potential selection of the employees take place, then it is
employees such as, their age, religion, educational vital to take into consideration, equal employment
qualifications, gender, occupation, economic opportunities for the individuals. Equal opportunity
status, and place of location. results when all the applicants are treated on an
equal basis and consistently at every stage of
Labour market – Labour market exercises recruitment. There should not be any
control on the demand and supply of labour. For discrimination against anybody on the basis of
example, if the supply of people having specific factors, such as, caste, creed, race, religion,
skills and abilities is less than the demand, then the ethnicity, gender and socio-economic background.
hiring will require more efforts. On the other hand, Fairness and justness is of principal significance in
if the demand is less than the supply, then hiring the recruitment and the selection processes (Klug,
will be relatively more manageable. 2017).

Unemployment rate – If the unemployment Posting Vacancies

rate is high in a specific area, hiring of human Job posting refers to the practice of
resources will be simple and manageable, as there publicising and displaying advertisements of an
will be an increase in the number of applicants. For open job to the employees. In most cases, internet,
various job positions in all types of organizations, newspapers, notices and bulletin boards are the
areas where job postings are found. These include, regarded as more beneficial to the organizations in
listing of the attributes, such as, designation, the long term, when they are recruiting individuals
criteria of knowledge, qualifications, skills and from external sources.
experience. In some cases, they also specify the Necessary is the availability of the
salary package. The purpose of posting vacancies is functional human resource information system that
to bring to the attention of the interested persons, supports recruitment. In the present existence,
they may be internal or external to the there has been extensive utilization of technology
organisation and the jobs that are to be filled. in the recruitment and selection procedures. A
Before posting vacancies, important areas that computerized system would have the following
need to be taken into consideration by the features: (Richardson, n.d.).
employers include: (Richardson, n.d.). Forthcoming vacancies within the
Whether the retention of the job is done in organizations need to ensure that capable and
the present form with the title, remuneration or proficient individuals are recruited on time, in
status or whether any changes are required to be order to avoid any kind of delay in the production
brought about. processes.
Each hiring unit is responsible for In some cases, recruitment and selection
determining its hiring needs, requirements and the processes require number of rounds, which the
scope and responsibilities of the proposed individuals have to go through. They may even take
individuals. The nature of the recruitment options 10 to 15 days of time, especially for leadership and
will vary based on the purpose for which hiring is higher level positions within the organizations. It
carried out. The various positions within the needs to be ensured that candidates systematically
organizations or educational institutions include, move through the process and are kept informed
clerical, technical, administrative, managerial and of their status.
so forth (Klug, 2017). The skills, abilities and Ensure that qualified candidates, whose
experience of the employees would remain the applications are pending should be communicated
same or any changes are required to be brought with to maintain their interest within the
about in the personality characteristics of the organization. As these candidates are valuable and
individuals, before the processes of recruitment would be dedicated towards the accomplishment
and selection takes place. of goals and objectives.
Are there efficient, competent, practiced Assist in analysing appointment, transfer
and experienced applicants serving in other and exit trends and provide other data that leads
positions within the organisation, who may be to the facilitation of planning, organizing,
potential candidates for the job. Job rotation is evaluating and assessing the recruitment process.
considered vital in all types of organizations to Identify any antagonistic impacts of the
improve employee morale, so that they do not find recruitment process on vulnerable and
their job duties monotonous and tedious. Job marginalized groups. For example minorities,
rotation helps in the development of skills and especially where Equal Opportunity, Affirmative
abilities of the employees and make them familiar Action legislation exists.
with other functions and tasks within the For internal recruiting, control of the
organization. It helps the employees in gaining internal job posting process, creation of the
knowledge and experience. notices, and then matching the internal applicant
Whether the existing organizational policy qualifications with job specifications is crucial.
for recruitment is still applicable. For example, Where jobs are not being posted, creation of a list
referrals of the employees by the staff members, of qualified internal candidates is necessary.
friends or family members are still an acceptable
way of filling vacancies. Recruitment and Selection Process
Whether the organization considers It is important that the job announcements
external sources as the most effectual means of should be made available to all the employees.
recruitment. Whether external sources are Satisfactory job postings can ensure that minority
workers and other individuals belonging to Attracting Candidates – In attracting
disadvantaged groups and economically weaker candidates for the jobs, there are two important
sections of the society are aware of the sources that need to be taken into consideration,
opportunities within the organization. The internal recruitment and external recruitment. In
weakness to the job positing is employee the case of internal recruitment, the following
pessimism that occurs when jobs are posted as advantages are, it reduces recruitment costs,
open, but in reality, the organization has already internal employees are already familiar with all the
selected a strong internal candidate. Such practices aspects of the organization, its goals, objectives
generate antipathy and disbelief among etc. It can act as a motivating factor for others in
employees, when they believe the job posting is the business by displaying that it is possible to
just a formality with less real opportunity for acquire promotional opportunities and the
advancement (Gusdorf, 2008). employers are already familiar with the person,
The elements in the recruitment and within the organization. Sources of external
selection processes have imperative contributions recruitment includes, websites, advertisements in
to make in helping find most suitable candidates newspapers, journals, magazines, recruitment
for the given posts. The elements have been stated agencies, consultants, employment fairs, and
as follows: (Recruitment and Selection, 2013). seminars.
Job Vacancy – The first step is when Screening Candidates – The purpose of the
vacancy arises within the organization. One should screening process is to narrow down the field, so
be aware of the vacant positions and by when they that one is able to spend more time with the
should get filled with capable employees. Job candidates for formal interviews. Large numbers of
vacancy enables the individuals to determine the applications are received for the positions, and all
factors, such as, redesigning, or initiating part time the applicants are not called for the interviews,
employment opportunities for the individuals. In hence, it is vital for the employers to screen the
some cases, vacant positions may get filled with candidates to select the most suitable ones for the
qualified candidates rapidly, whereas in others, it interviews. In the number of applications received,
may be a time consuming process. One should screening is done on the basis of factors such as,
implement measures to reduce the risks associated educational qualifications, experience, skills, and so
with recruitment. The existing employees should forth. When this process has been effectively
see that there is a potential career path within the implemented, only then the screening process
organization, which may motivate them to stay takes place. After the screening process is
longer. implemented in an adequate manner, then
Job Analysis – Two main factors need to be interviews are organized for the candidates.
taken into consideration regarding job analysis. Interviewing Candidates – The important
First is expectation of the employers from their aspects that need to be taken into account for
employees, within the organization, the employers interviewing candidates include, ensuring that
have certain expectations from their employees proper notice is given regarding the date and time
regarding performance of job duties, and they of the interview, ensuring that the candidates are
expect them to inculcate the traits of regularity, aware that they should reach the premises on time,
diligence, resourcefulness, conscientiousness and ensuring that they are clear where to go and whom
creativity. The other areas that need to be taken they should contact on arrival and ensuring that
into consideration are the characteristics of the job. they are aware of the documents that need to be
These include, training, work experience, skills and brought along in the interview. These aspects
knowledge, physical attributes, personality traits, contribute in preparing the candidates on the
communication skills and personal circumstances. complete basis for the interview. The employers or
Development and utilization of well-structured the interviewers need to review the resume and all
questions based on the profile of the employees the job applications before interviewing the
will help in getting the better insight of the true candidates. It is vital to implement time
personality of the candidate.
management skills for the interview processes, so employees is stated as an on-going activity and
that they can be completed on time. new employees can be trained in a better way to
Selecting and Appointing Candidates – The enhance productivity. The evaluation process can
methods of selecting and appointing candidates are tell whether the recruitment process is working
different in various organizations. The procedures efficiently or are there any changes and
generally include the steps, such as, the selection transformations that need to be brought about.
of the candidate, verbal communication of his or The main purpose is to ensure that the quality of
her appointment, medical completed if the employees get enhanced that are recruited
appropriate, sending of appointment letters and within the organizations. This is imperative to
signing the contract. Selecting and appointing improve employee productivity and to achieve the
candidates depend upon the urgency of getting the organizational goals and objectives.
vacancy filled. When job vacancies are to be
urgently filled, then selecting and appointing of Types of Recruitment
candidates may take place immediately after the Types of recruitment are broadly classified
interviews. In some organizations, candidates are into two different categories. These are the internal
appointed on an immediate basis, after their sources and the external sources. Internal sources
selection and other formalities, such as giving of recruitment refer to the hiring of employees
appointment letters or signing the contract. within the organization internally. In this case,
Induction and Training – Induction is the applicants are seeking different positions and are
process of receiving and welcoming of the those who are currently employed within the same
employees, after they have been selected and organization. At the time of recruitment of
providing them the required training needed to employees, main consideration is given to those
settle down adequately. Induction has three aims, employees, who are currently working within the
to smooth the early stages, when everything is organization. This is an important source of
likely to be extraordinary and unfamiliar to the new recruitment, which provides the opportunities for
employees. To establish a positive attitude of the progress and use of the existing resources within
organization within the mind-sets of the the organization. Internal sources of recruitment
employees, so that they are likely to stay for a long are the finest and the stress-free way of selecting
term and to obtain effective output from new human resources as their work performance and
employees in short period of time. Training is other qualities are already known to the
referred to making use of methods and strategies organization. The internal sources have been stated
to enhance the awareness, knowledge and as follows: (Recruitment and Selection, 2016).
information among the employees. Various training Promotions - Promotion refers to
methods include, role plays, vestibule training, field advancement of the employees by evaluating their
visits, and lectures. The employees should receive job performance. When the employers, managers
on the job and off the job training to generate and supervisors feel satisfied with the performance
information regarding history, personnel, goals and of the employees, they promote them to an upper
performance of job duties. The main purpose of level within the organization and it leads to an
training is to balance the needs and requirements increase in pay and benefits. It is the process of
of the organizations and human resources. shifting an employee from a lower position to a
Employee Evaluation – Monitoring the higher position with more responsibilities,
performance of the employees is an essential remuneration, facilities, and status. Internally,
aspect within the organization. It is necessary to many organizations fill the vacant positions at
evaluate the employees from time to time in order higher levels with the process of promotions.
to monitor enhancement of productivity and their Transfers – Transfer refers to the process of
performance. The methods of employee evaluation interchanging from one job to another without any
help in identifying the limitations and the measures change in the designation and responsibilities. It
that are required to get implemented to improve can also be the shifting of the employees from one
them. Monitoring the performance of the department to another department or from one
location to another, depending upon the contacted and the response will be positive in most
requirement of the position. Transfers are normally cases. It saves cost and employees are well aware
based on the job requirements and the capabilities of all the features of the organization and the
of the employees. If the organization has two performance of their job duties. It is also an
branches, then it may take place between two economical way of filling up the vacant positions.
branches. The internal shifting of the employee External sources of recruitment refer to
from one branch to another is known as transfer. hiring of the employees outside the organization
Recruitment of Former Employees – externally. In other words, the applicants seeking
Recruitment of former employees is a process of job opportunities in this case are those, who are
internal sources of recruitment, wherein the ex- external to the organization. External employees
employees are called back, depending upon the bring innovativeness, resourcefulness, creativity
requirement of the positions. This process is cost and new thoughts and ideas to the organization.
effective and saves plenty of time and money. The Although hiring through external sources is an
other major benefit of recruiting former employees expensive and a difficult process, it has great
is that they are well aware of the organization, the potential of driving the organization towards the
roles and responsibilities of the job and personnel. achievement of goals and objectives. The external
The employers are well versed with their sources have been stated as follows: (Recruitment
personality traits and approaches and the and Selection, 2016).
organization is not required to undertake much Direct Recruitment - Direct recruitment
stress regarding their training and development. refers to the external source of recruitment, where
Internal Advertisements or Job Postings - the recruitment of qualified candidates are carried
Internal advertisements are referred to as the out by putting a notice regarding job vacancy on
processes of posting and advertising jobs within the the notice board of the organization. This method
organization. These job postings are an open of sourcing is also called as factory gate
invitation to all the employees within the recruitment. This is in most cases used to recruit
organization, where they can apply for the vacant blue collar and technical workers.
positions. It makes provision of equal opportunities Employment Exchanges - As per the law,
to all the employees. Hence, the recruitment will for certain job vacancies, it is compulsory that the
be carried out from within the organization and it organization provides details to the employment
involves less expenses. exchange. Employment exchange is a government
Employee Referrals - Employee referrals is entity, where the details of the job seekers are
an operative way of sourcing the right candidates deposited and given to the employers for filling the
at a low cost. It is the process of hiring new capitals vacant positions. This source of external
through the references of the employees, who are recruitment is accommodating in hiring of the
currently employed within the organization. In this unskilled, semi-skilled, and skilled workers.
process, the present employees can refer their Employment Agencies – Employment
friends and relatives for filling up the vacant agencies are external sources of recruitment. They
positions. Organizations inspire employee referrals, are functioned by various sectors, such as private,
the reason being, it is lucrative and saves time as public and government. It provides, unskilled, semi-
compared to hiring candidates from external skilled and skilled resources in accordance to the
sources. In most cases, employees are stimulated needs and requirements of the organizations. The
and motivated towards the performance of job job seekers usually register themselves with
duties, by giving them benefits, incentives and employment agencies and in this way, they have a
rewards for their performance. database of qualified candidates and organizations
Previous Applicants – In this case, the hiring can use their services at the time of requirement.
team examines the profiles of previous applicants Advertisements - Advertisements are the
from the organizational recruitment database. most prevalent and common external sources of
These applicants are those, who have applied for recruitment. The job vacancy is displayed through
jobs in the past. These individuals can be easily various print and electronic media with a specific
job description and specifications of the to transfer information from interviewee to
requirements. Advertisements regarding jobs are interviewer. Interviews can be either formal or
displayed in newspapers, magazines and on the informal, structured or unstructured. Interviews
websites. Making use of advertisements is the best can be carried out on a one to one basis or in
way to source candidates in a short span and it groups, they can be conducted over telephone or
provides an efficient way of screening the specific through video conferencing (Recruitment and
requirements of the candidates. Selection, 2016).
Professional Associations - Professional The ten different types of interviews have
associations can help the organizations in hiring been stated as follows: (Recruitment and Selection,
professional, technical, and managerial personnel, 2016).
however, they focus on sourcing mid-level and top- Structured Interview - In this type, the
level resources. There are many professional interview is planned, designed and detailed in
associations that perform the roles of facilitators advance. A structured interview is pre-planned,
between the organizations and the job-seekers. precise, and reliable in hiring the candidates.
Campus Recruitment - Campus recruitment Unstructured Interview - This type of
is an external source of recruitment, where the interview is an unexpected one, where the
educational institutions such as, colleges and interview questionnaire is not prepared. The
universities make provision of information to the interviewers are not well prepared regarding the
students regarding employment opportunities. It is questions that are to be asked and in obtaining
when opportunities are made available for hiring accurate answers. Here, the usefulness of the
students. In this process, the organizations visit interview is less and there is a waste of time and
technical, management, and professional effort of both the interviewer and the interviewee
institutions for recruiting students directly for new to a large extent.
positions. Group Interview - In this type of interview,
Word of Mouth Advertising - Word of all the candidates or a group of candidates are
mouth is an imperceptible way of sourcing the interviewed together. Group interviews are
candidates for filling up the vacant positions. There conducted to save time, when there are large
are many reputed organizations with good image in number of applications received for limited job
the market. Such organizations only need a word of vacancies. In this case, a subject will be given to the
mouth advertising regarding a job vacancy to candidates to get engaged in group discussions and
arouse interest and enthusiasm among large the interviewer judges the innovativeness and
number of candidates. behaviour of each candidate within the group.
Depth Interview - Depth interview is a
Types of Interview semi-structured interview, where the candidates
An interview is a determined exchange of have to give detailed information about their
notions, the answering of questions and educational qualifications, work experience, special
communication between two or more persons. interests, skills, aptitude and so forth. In this case,
Normally, an interview is a process of private all the information about the candidate is known
conversation between people, where questions are first and then the interviewer takes a depth
asked and answers are obtained. The main purpose interview and begins analysing the expertise and
of the interviews is to acquire information about proficiency of the candidate. This interview enables
qualities, attitudes, prospectus and so forth. In the interviewer to acquire detailed information, so
various types of interviews, interviewers examine that the selection process becomes more
the behaviour and communication abilities of the manageable.
candidates. An interview refers to a discussion with Stress Interview - conducted to ascertain
one or more persons acting as the role of an how a candidate would react during the time of
interviewer, who ask questions and the person, stress and cope up with problems. In this type of
who answers the questions acts as the role of an interview, the interviewer will come to know
interviewee. The primary purpose of an interview is whether the candidate can deal in an effective
manner with the demands and needs of a vital to implement effective recruitment strategies
complicated job. The candidate, who maintains his and selection processes. When the members of the
self-control during a stress interview is normally organization are aware of proper recruitment and
the right person to handle a stressful job. selection processes, then they are able to make
Individual Interview - interview takes place selection of human resources in an appropriate
on a one to one basis. In this case, there will be a manner. There are numerous job duties and
verbal and a visual interaction between two functions within the organization and performance
people, an interviewer and a candidate. This is a of all kinds of tasks and operations require skills
two-way communication interview, which helps in and abilities, which can be honed by making
finding the right candidate for a vacant job provision of adequate training to the personnel.
position. In this case, an interviewer may make use The individuals hired may be experienced
of open-ended and close-ended questions. Open- and knowledgeable, but they do experience
ended questions may involve elaborate changes and transformations within the
explanations of the answers and close-ended organizations regarding various aspects, such as,
questions involve one word answers, such as yes, the working environmental conditions,
no etc. performance of job duties, attitudes and
Informal Interview - the interview will be behavioural traits of the employers, methods to
stable without any written communication and can enhance productivity, utilization of innovative
be arranged at any place. There are not any proper techniques and methods and so forth. When the
procedures of asking questions in this type of employees are selected, it is important that they
interview and it is not adequately structured. It is should be loyal and dedicated towards the
more like an informal conversation between the organizations. They should be committed towards
individuals and takes place in a friendly manner. the performance of job duties and possess the
Formal Interview - organized in an informal traits of resourcefulness, diligence, and
manner, i.e., the candidate will be aware about the conscientiousness. Finally, it can be stated that
dates and timings of the interview well in advance organizations are required to put into practice
and the interviewer plans and prepares the recruitment and selection processes with accuracy,
questions for the interview. Also called as a precision and truthfulness.
planned interview. In this case, the interviewee is
supposed to provide accurate answers to all the
questions asked by the interviewer.
Panel Interview - conducted by a group of
people. In this type of interview, three to five
members of the selection committee will be asking
questions to the candidates on various concepts.
The final decision of selection of the candidates will
be taken by all the members of the panel
collectively.
Exit Interview - conducted for those
employees who want to leave the organization. The
significance of the exit interview is to ascertain the
reasons behind leaving the job.

Conclusion
Human resources are stated to be an
integral part of any organization. The jobs,
functions, tasks and operations can be adequately
performed by proficient and skilled personnel.
Therefore, within the organizational structure, it is