RECRUITMENT & SELECTION

MAIN POINTS COVERAGE

Concept of Recruitment Factors Affecting Recruitment Recruitment Policy Sources of Recruitment Need for Flexible and Proactive Recruitment Policy Evaluation of a Recruitment Program

Recruitment
Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations. Organizational activities that provide a pool of applicants for the purpose of filling job openings. It is a process of searching for prospective employees . Stimulating & Encouraging them to apply for jobs in the org. Selection starts where recruitment ends

FACTORS AFFECTING RECRUITMENT

Internal Factors
Recruitment Policy of the Org Size of the org & the Number of Employees Employed Cost Involved in Recruitment Growth & Expansion Plans of the Org.

External Factors
Supply & Demand of Specific Skills in the Market Political & Legal considerations such as Reservations of jobs for reserved Categories Companys Image Perception by the Job Seekers.

SOURCES OF RECRUITMENT
Transfer Personal References
Promotion
Job Rotation

Internal Sources

SOURCES OF RECRUITMENT
Advertisements Educational institutions Employment agencies Interested applications Employee referrals

External Sources

Process of recruitment

Human resource planning surplus

Identify HR requirements

Retrench/layoffs

Organizational Recruitment policy Choose the resources & Methods of Recruitment Job analysis Start implementing the Recruitment program

demand Determine numbers, levels & Criticality of vacancies

Analyze the cost & time involved

Select and hire Evaluate the Program

It is easier to go down a hill than up, but the view Is best from the top.
Arnold Bennet

Thank You

How crucial is selection process?

SELECTION
Selecting the right candidate
POSITIVE OUTCOME

Rejecting the wrong candidate

Selecting the wrong candidate

NEGATIVE OUTCOME

Rejecting the correct candidate

SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION

Selection:
Is the process of discovering the qualifications & characteristics of the job applicant in order to establish their likely suitability for the job position. A good selection requires a methodical approach to the problem of finding the best matched person for the job

THE SELECTION PROCESS

Resumes/CVs Review Analyze the Application Blank Conducting Tests and Evaluating performance Core and Departmental Interviews Initial Screening Interview

Preliminary Interview

Reference checks
Offer to the next suitable candidate REJECTION Job Offer ACCEPT

Medical Examination

Placement

APPLICATION FORMS Personal information Educational qualifications Work experience Salary Personality items Reference checks

SELECTION TESTS
Intelligence tests
Aptitude tests Achievement tests

Interest tests
Personality tests

Situational tests

INTERVIEWS
Interviews

Preliminary Interview

Selection Interview

Decision-making Interview

Formal & Structured Interview

Unstructured Interview

Stress Interview

Group Interview Method

Panel Interview

In-depth Interview

Preparation

THE INTERVIEW PROCESS

Conduct of Interview

Setting

Closing an Interview
Evaluation Reference Checks Medical Examination

PLACEMENT
The determination of the job to which an accepted candidate is to be assigned and his assignments to the job.

Questions?

Thank You