What is recruitment?
Recruitment is the process that organisations use to source, attract and identify candidates for
their open positions. The goal of recruitment is to gather as many suitable candidates for the role
as possible (through as many fitting recruitment methods as possible).
Broadly speaking, there are two types of recruitment:
● External recruitment: This is when recruiters search for candidates from outside of their
organisation. They might do this by posting on job sites, using social media or posting job
descriptions on their own career site. External recruitment can also involve contacting passive
candidates — those who aren’t actively looking for work.
● Internal recruitment: This involves looking for candidates who already work for the organisation
in a different role. Many companies choose to advertise the job internally before opening up the
search from external candidates. This can allow them to save money since it typically costs less
to promote someone than to hire a new candidate.
What is selection?
Selection is the process of assessing candidates’ qualities, expertise and experience to narrow
down the pool of applicants until you’re left with the best person for the role. This process
usually involves conducting interviews and using various tests and assessments to evaluate each
candidate.
Why does recruitment and selection matter?
An effective recruitment and selection process allows companies to source, attract and identify
the best candidates for every open role. This can help to reduce attrition, increase productivity
and even improve the company’s bottom line.
What is the difference between recruitment and selection?
Recruitment and selection are two different stages in the hiring process. Recruitment involves
getting the job description in front of as many potential candidates as possible.
Selection is about narrowing down the pool of applicants until you’re left with the strongest
candidate. Here are some of the main differences between recruitment and selection:
Recruitment Selection
First stage introduces the role to suitableThis is a second stage with in depth
candidates understanding of the candidates
Positive process — the aim is to attract asNegative process — the aim is to reject
many candidates as possible candidates from the list until you’re left with
just a few
A simpler process — recruiters must simply More complex process involving various tests
create an appropriate job description and and phases — recruiters must carefully
publish it in the right places scrutinise each application to identify the best
candidates
Usually not time-consuming or expensive Can be time-consuming and expensive
Only involves communication of vacancies — Involves the creation of a contractual
no contractual relationship is established agreement between the company and the
successful candidate
Why optimal recruitment and selection is important
Here are four reasons why an optimal recruitment and selection process is key to an
organisation’s success:
1. Allows you to attract the best talent
An effective recruitment process connects you with top candidates. This is particularly important
when you remember that around 70% of the workforce is made up of passive candidates, who
probably wouldn’t come across your job openings without active engagement from your
recruitment team.
And it’s not just about finding the right candidates: a 2019 study found that almost half of
jobseekers in high-demand industries had turned down a job offer because of a poor recruitment
experience. A solid recruitment and selection process can help convince top candidates that
you’re the right company for them.
2. Reduces turnover and absenteeism
When it’s done right, a strong recruitment and selection process can improve employee
engagement, reduce absenteeism and even increase retention. After all, when you find the right
person for a role, there’s a much better chance that they’ll perform to the best of their ability and
stick around for the long term (especially if you have great employee induction practices in
place).
3. Saves your organisation money
Leaving a role sitting empty for too long can be a big drain on a company’s finances. But
according to a 2017 Harris Poll, the average cost of a bad hire is almost £15,000. This means that
both recruitment (which allows companies to find candidates for each open position) and
selection (which ensures they choose the right candidate) help companies to save money in the
long run.
4. Creates a level playing field
By formalising the recruitment and selection process, you can ensure that it doesn’t leave room
for unconscious bias on the part of hiring managers. This gives everyone with the right skills and
experience the same opportunity to land a role, regardless of their background.
Steps in the recruitment and selection process
The recruitment and selection process can be broken down into six key steps:
1. Create meaningful job descriptions
The first step in the process is to put together a clear and detailed job description for each role.
This is the candidate’s first introduction to the role — and often to your organisation — so it’s
important to get it right.
To ensure that you only receive applications from candidates with the right skills and experience,
make sure your job description is as clear as possible about your requirements for the role.
2. Advertise postings in the right places
Next, the company need to publish a job description. For generalist roles, it could post it on
general job sites, social media platforms like LinkedIn and the company careers site. For more
specialist roles, company might want to investigate more specialised job boards.
If a company want to advertise the position internally, it could also publish a job description in
your employee newsletter, send it out by email or even post it on a physical notice board.
3. Screen resumes thoroughly
Companies will begin screening candidates against the requirements of the role so the company
can eliminate those who aren’t suitable. Many companies use blind screening to assess
candidates at this stage.
This is when the companies view CVs or applications with identifying information removed so
that characteristics like the candidate’s race, age, gender or socioeconomic background don’t
affect your decisions.
4. Schedule, host and evaluate interviews
When companies have narrowed down the initial pool of applicants, the next stage is usually to
interview the strongest ones. An interview is an opportunity to meet the candidates and get a
better understanding of their capabilities. It also allows to determine whether they’re a good fit
for a specific company culture.
Depending on the seniority of the position, the company might conduct several rounds of
interviews with various stakeholders, eliminating the weakest candidates after each round.
5. Run various tests and assessments
The companies need to determine whether the remaining candidates have the right skills and
qualities for the role. Depending on the nature of the role, might decide to use:
● Personality tests: These are designed to test a candidate’s soft skills and determine how they will
behave in certain situations.
● Knowledge tests: These present candidates with specific situations or questions that assess their
expertise, training and experience.
● Psychometric tests: These are designed to assess candidates’ intelligence, and usually involve
solving problems within a time limit.
● Technical skills assessments: These provide an objective assessment of candidates’ technical
skills, making it easy to compare one candidate to another.
6. Select and hire the ideal candidate
The final stage is to review the candidates based on the results of their interviews and any tests or
assessments they have completed. This allows to hone down the pool until the company have the
best person for the job.
At this stage, the company can extend a job offer to the chosen candidate. If they accept it, the
company can sign an employment contract together and begin working for the company after
they’ve completed their notice period in their current role.
Now, the company can begin onboarding. Don't forget to build and run a process that keeps in
mind the big-picture (like access to the right technology) with the smaller nuances (like sending
an automated introduction email).
Training and Development
Dr. Swapna Joshi
Training and Development is the continuous process of improving skills, gaining knowledge,
clarifying concepts and changing attitude through structured and planned education by which
the productivity and performance of the employees can be enhanced. Training and
Development emphasize on the improvement of the performance of individuals as well as
groups through a proper system within the organization which focuses on the skills,
methodology and content required to achieve the objective. Good & efficient training of
employees helps in their skills & knowledge development, which eventually helps a company
improve its productivity leading to overall growth.
Training and Development Process
Training and development is a continuous process as the skills, knowledge and quality of
work needs constant improvement. Since businesses are changing rapidly, it is critical that
companies focus on training their employees after constantly monitoring them & developing
their overall personality.
Steps for training and development processes are:
1. Determine the need of training and development for individuals or teams
First of all the need has to be seen for training and development. it has to align with the
company's goals and objectives. If a company is trying to start a new department or
strengthen existing sales team in new products, then an appropriate training is needed.
2. Establish specific objectives & goals which need to be achieved
The goals and objectives of the training and development have to be established. Whether the
goal is awareness about new products or even installation is required to be learnt.
3. Select the methods of training
The training can be done as a :
a. Classroom Training
b. Online Self paced courses
c. Course with certification
d. Instructor led online training
4. Conduct and implement the programs for employees
After the plan and methods are finalized, the training and development programs have to be
executed where courses, instructions are taught to the employees, partners or vendors.
5. Evaluate the output and performance post the training and development sessions
Training and Development is incomplete without proper monitoring. Monitoring can be done
through evaluation of the instructor as well as attendees. Instructor evaluation can be done
through feedback or ratings but attendees can be evaluated through internal or external
certifications or scores.
6. Keep monitoring and evaluating the performances and again see if more training is
required
Based on the evaluation results in the previous step, management needs to ascertain that if the
training and development program was sufficient for now or more training and enablement
would be required. Also, if future trainings are to be planned.
Methods of Training: On-the-job Training Method and Off-the-Job Methods
Management development is a systematic process of growth and development by which the
managers develop their abilities to manage. It is concerned with not only improving the
performance of managers but also giving them opportunities for growth and development.
There are two methods through which managers can improve their knowledge and skills. One
is through formal training and other is through on the job experiences. On the job training is
very important since real learning takes place only when one practices what they have studied
1. On-the-job Training (OJT) Methods:
This is the most common method of training in which a trainee is placed on a specific job and
taught the skills and knowledge necessary to perform it.
The advantages of OJT are as follows:
1. On the job method is a flexible method.
2. It is a less expensive method.
3. The trainee is highly motivated and encouraged to learn.
4. Much arrangement for the training is not required.
On-the-job training methods are as follows:
1. Job rotation:
This training method involves movement of trainee from one job to another gain knowledge
and experience from different job assignments. This method helps the trainee understand the
problems of other employees.
2. Coaching:
Under this method, the trainee is placed under a particular supervisor who functions as a
coach in training and provides feedback to the trainee. Sometimes the trainee may not get an
opportunity to express his ideas.
3. Job instructions:
Also known as step-by-step training in which the trainer explains the way of doing the jobs to
the trainee and in case of mistakes, corrects the trainee.
4. Committee assignments:
A group of trainees are asked to solve a given organizational problem by discussing the
problem. This helps to improve team work.
5. Internship training:
Under this method, instructions through theoretical and practical aspects are provided to the
trainees. Usually, students from the engineering and commerce colleges receive this type of
training for a small stipend.
2. Off-the-job Methods:
On the job training methods have their own limitations, and in order to have the overall
development of employee’s off-the-job training can also be imparted. The methods of
training which are adopted for the development of employees away from the field of the job
are known as off-the-job methods.
The following are some of the off-the-job techniques:
1. Case study method:
Usually case study deals with any problem confronted by a business which can be solved by
an employee. The trainee is given an opportunity to analyse the case and come out with all
possible solutions. This method can enhance analytic and critical thinking of an employee.
2. Incident method:
Incidents are prepared on the basis of actual situations which happened in different
organizations and each employee in the training group is asked to make decisions as if it is a
real-life situation. Later on, the entire group discusses the incident and takes decisions related
to the incident on the basis of individual and group decisions.
3. Role play:
In this case also a problem situation is simulated asking the employee to assume the role of a
particular person in the situation. The participant interacts with other participants assuming
different roles. The whole play will be recorded and trainee gets an opportunity to examine
their own performance.
4. In-basket method:
The employees are given information about an imaginary company, its activities and
products, HR employed and all data related to the firm. The trainee (employee under training)
has to make notes, delegate tasks and prepare schedules within a specified time. This can
develop situational judgments and quick decision making skills of employees.
5. Business games:
According to this method the trainees are divided into groups and each group has to discuss
about various activities and functions of an imaginary organization. They will discuss and
decide about various subjects like production, promotion, pricing etc. This gives result in
co-operative decision making process.
6. Grid training:
It is a continuous and phased programme lasting for six years. It includes phases of planning
development, implementation and evaluation. The grid takes into consideration parameters
like concern for people and concern for people.
7. Lectures:
This will be a suitable method when the numbers of trainees are quite large. Lectures can be
very much helpful in explaining the concepts and principles very clearly, and face to face
interaction is very much possible.
8. Simulation:
Under this method an imaginary situation is created and trainees are asked to act on it. For
e.g., assuming the role of a marketing manager solving the marketing problems or creating a
new strategy etc.
9. Management education:
At present universities and management institutes gives great emphasis on management
education. For e.g., Mumbai University has started bachelors and postgraduate degree in
Management. Many management Institutes provide not only degrees but also hands on
experience having collaboration with business concerns.
10. Conferences:
A meeting of several people to discuss any subject is called conference. Each participant
contributes by analyzing and discussing various issues related to the topic. Everyone can
express their own view point.
Training and Development as competitive advantage to the company/ Advantages of
Training and Development
1. Higher Capacity for the Adoption of New Methods and Technologies
The advantages of employee training and development for an organization can be
tremendous, especially when it comes to adopting new technologies, processes, and models.
However, in today's ever-changing business landscape, one-off employee training is not
enough. To reap the full benefits of employee training and development, organizations need
to upskill the workforce consistently. This enables employees to quickly adopt the latest
technological developments, which they can use to speed up innovations in processes and
products.
2. Employee Training and Development Helps Companies Keep Pace With Changes in
the Industry
Modern companies need to develop continuously, which is why training is essential for
employees. The importance of employee training is paramount, particularly when you are
trying to keep up with industry changes, rules, and regulations. Having up-to-date knowledge
about your industry will help you stay ahead of the competition.
3. Employee Training and Development Increase Job Satisfaction and Morale
There are many advantages of training and development for an organization, but the benefits
of employee training and development also impact employee career growth as well. When
employees sense that their employer is helping them to improve their skills and knowledge
base, they feel motivated, and this increases their job satisfaction and morale.
4. Lower Employee Turnover Is One of the Main Benefits of Training to Employers
Getting an opportunity to learn new skills and gain knowledge is why training is important
for employees. Still, for an organization, employee training is worth the investment because it
translates into decreased employee turnover. Continuous employee training and development,
experts agree, is the key to retaining skilled employees, which saves thousands of dollars.
5. The Ability to Attract High-Calibre Talent Is One of the Prime Advantages of
Training and Development for an Organization
An organization that prioritizes employee training and development sets a benchmark, which
draws in top-level talent. According to various surveys, job seekers consider employee
training and development as a major benefit. From a company's viewpoint, retaining a skilled
workforce and attracting quality talent are the two main advantages of employee training and
development.
6. Employee Training and Development Helps Maintain Skill and Knowledge
Every skill requires regular practice. Otherwise, mastery over it is lost. Periodic employee
training programs serve as refresher courses for your employees, which not only helps them
sharpen the skills they have already learned, but it also enables your organization to maintain
a high level of skill and knowledge.
7. Employee Training Gives Your Company the Much-needed Competitive Edge
In the present-day business environment, innovations, industry trends, and technologies are
always changing. In this scenario, to stay ahead of your competitors, you must recognize the
importance of training your employees. When you have robust employee training and
development programs in place, your employees will better adapt to the changes, giving your
organization the much-needed competitive advantage.
8. Employee Training and Development Create Scope for Internal Promotions
The advantages of training and development for an organization are varied. One of the
major benefits of training to employers is that employee training helps fill internal promotion
positions. This is a cost-effective solution, as hiring new talent is an expensive affair. Plus,
your existing employees are well acquainted with the organization's operations and work
culture, so they can start working instantly.
Training Needs Analysis (TNA)
Definition
Training Needs Analysis (TNA), or Training Needs Assessment, is the process organizations use
to identify the gap between current and desired knowledge, skills, and abilities of employees.
The process provides an overview of workforce capabilities and highlights areas requiring
learning and development to improve overall performance.
It aligns employee competencies with organizational goals and helps in designing effective
development plans.
Key Questions Addressed by TNA
● Which employees require training?
● What type of training is necessary?
● How should the training program be designed?
● What impact will training have on employee performance?
● What level of investment and resources will be required?
Best Practices in Conducting TNA
● Use workplace profiles to map knowledge and skills needed for specific roles.
● Identify performance gaps between current outcomes and desired standards.
● Collect employee feedback and suggestions on skills, barriers, and learning objectives.
● Consider compliance requirements and ensure training programs meet legal standards.
● Align training needs with both present requirements and future organizational goals.
● Address not only skill gaps but also enhance existing skills to boost performance.
● Prioritize training that supports majority goals and benefits larger teams, especially when
budgets are limited, to maximize business impact.