RECRUITMENT &

SELECTION PROCESS
RECRUITMENT
It is the discovering of potential applicants
for actual or anticipated organizational
vacancies.
Yoder- Recruitment is the process to
discover the sources of manpower to meet
the requirements of the staffing schedule
and to employ effective selection of an
efficient working force
FACTORS AFFECTING
RECRUITMENT
Broadly divided as internal factors & external
factors
Internal factors:
1. Recruiting policy of the organization
2. Human resource planning strategy of the company
3. Size of the organization and the number of
employees employed
4. Cost involved in recruiting employees
5. Growth and expansion plans of the organisation
 External factors:
1. Supply and demand of specific skills in
the labor market
2. Political and legal considerations such as
reservations of jobs for SCs,STs,etc
3. Companys image-perception of the job
seekers and about the company
 RECRIUTMENT PROCESS
SELECTING PLACING NEW
RECRUITING NEEDED QUALIFIED
PERSONNEL HRP PERSONNEL EMPLOYEES
PERSONNEL ON JOB

DEVELOPING SEARCH FOR EVALUATING

SOURCES OF POTENTIAL RECRUITING
POTENTIAL EMPLOYEES EFFECTIVENESS
EMPLOYEES
PERSONNEL UPGRADING IN
RESEARCH SAME POSITION
TRANSFERRING TO
INTERNAL JOB
NEW JOB
SOURCES POSITIONING

PROMOTING TO
HIGHER RESP.
EMPLOYEE
REFERRALS
ADVERTISING
EXTERNAL EVALUATING FOR
SOURCES SCOUTING SELECTION
 The process comprises of 5 interrelated
stages
1. Planning
2. Strategy development
3. Searching
4. Screening
5. Evaluation and control
RECRUITMENT POLICY
According to YODER- the recruitment policy is
concerned with quantity and qualifications of
manpower
It involves a commitment by the employer to such
general principles as:
1. To find and employ the best qualified persons for each job
2. To retain the best and most promising of those hired
3. To offer promising opportunities for life time working careers
4. To provide programmes and facilities for personal growth on
the job
SOURCES OF RECRUITMENT
INTERNAL SOURCES
Personnel already on the payroll of the
organization
Whenever any vacancy occurs,somebody
from within he organization is
upgraded,transferred,promoted or
sometimes demoted
MERITS OF INTERNAL
SOURCES
Improves he morale of employees
Evaluation of present employees is easier
than outside candidates
Little training is required as they are
already acquainted with the organization
Higher reliability and less expensive
DEMERITS OF INTERNAL
Leads to inbreeding and discourages new
SOURCES
blood from entering the organization
It may be difficult to find requisite
personnel within the organization
No innovations
Really capable hands may not be chosen
High probability of unfair biasing
EXTERNAL SOURCES
Sources that lie outside the organization
New entrants to the labor force
The unemployed
Retired experienced personnel
Women and minority group
MERITS & DEMERITS
Merits requisite type of personnel can be
obtained;the best selection devoid of any
biases can be made due to the large
availability of manpower
Demerits this system suffers from
BRAINDRAIN ie;experienced personnel
are raided or hunted by competitors
TECHNIQUES OF
RECRUITMENT
Broadly classified into 3- direct,indirect &
third party
Direct method:
Sending travelling recruiters to educational
and professional
institutions,seminars,conventions;
employees contacts with the public, and
manned exhibits
 Indirect method:
Advertising in newspaper,radio,trade and
professional journals,technical magazines
and brochures
Its highly effective in recruiting both blue
collar workers as well as
scientific,technical and professionals
 Third party method:
Use of commercial or private employment
agencies,state agencies,placement offices of
schools,colleges and professional
associations,recruiting firms,management
consulting firms,indoctrination seminars for
college professors and friends and relatives.
SELECTION
According to YODER, the hiring process
is of one or many go,no-go
gauges.Candidates are screened by the
application of these tools.Qualified
applicants go on to the next hurdle while
the unqualified are eliminated.
STEPS IN SELECTION
PROCEDURE
Reception or preliminary interview or screening
Application blank
A well conducted interview
A physical examination
Physiological testing
A reference check
Final selection,approval by manager &
communication of the decision to the candidate
THANK YOU!!

BY
MERLYN EAPAN
K.ROHINI RAO
AKHILA .N