RECRUITMENT AND SELECTION

Presented
By:
SHERA PANT
SARITA SHAH
SHAREEN GOLE
SAPANA
BASUKALA
MOHIT RAJ
 ACKNOWLEDGEMENT

It’s a great pleasure to present this presentation to our

Respected teachers and my dear friends. We have been able
to prepare this presentation by receiving comments from our
respected teachers and friends regarding the text to which
they are referred and therefore attempted to approach with
their insight into the problem.
Our sincere thanks goes to Mr.Binod Bista and our
co-ordinator Mr. Tulsi Ram Shrestha for motivating us to
present this presentation.
“ Our philosophy is simple
– if you have the best
people in the industry to
fit into your culture and
you motivate them
properly, then you are
going to be a leader”
-JOHN CHAMBERS
Introduction
What is Recruitment?
Methods of Recruitment
What is Selection?
Selection Process
 Difference between Recruitment
and Selection
 Reliability and Validity in
Selection Test
 Employee Socialization
 Purpose of Socialization
 Process of Socialization
Conclusion
Bibliography
 INTRODUCTION

KEY POINTS:-
1. HR is important and active resources of an organization
2. Initial phase of employment process
3. Finding and Attracting capable applicants for
employment
4. More suitable sources
5. Right person for the right job
WHAT IS RECRUITMENT?

 Initial step of selection

 Development of pool of qualified candidates
 Different sources of manpower:-
I) Internal Sources
II) External Sources
 Process begins after HR planning
 Direct relationship with HRM activities
Methods of Recruitment
 Internal Sources and Internal Methods

Internal Source:
a) Promotion
b) Transfer
c) Job Rotation
d) Rehire and Recall
CONTD…
Internal Methods:
a) Job Posting
b) Skill inventories-HRIS/HRI
 CONTD…
 EXTERNAL SOURCES AND EXTERNAL
METHODS:

External Sources:-

a) Walk-ins
b) Job Center
c) Employee referral program
d) Trade Unions and Associations
e) School, Colleges and Universities
 External Methods:
Radio and Television

Notice Board

Window Notice

Newspapers, Trade Journals

 WHAT IS SELECTION???

Decision-making
Acquiring manpower
Comparison with job description and
specification
Right person for the right job
To achieve the required performance
 CONTD...

Accept Reject

Successful
CORRECT DECISION REJECT ERROR

Unsuccessful ACCEPT ERROR CORRECT DECISION

o Application Form/ Letter
of Application
o Selection Interview
o Selection Test
o Reference Check
o Physical Examination
o Final Selection Decision
 Difference between
recruitment and selection
RECRUITMENT SELECTION

 It is a positive process  It is a negative process

It’s aim is to attract more and  It’s
aim is to reject
more candidates for vacant posts unsuitable candidates
 It is a short process  It is a lengthier process

 It bears low costs  It bears high costs

 It provides information for  It matches candidates with
vacancies the organizational jobs
 Reliability and Validity of Selection
Test

 RELIABILITY:
 Purpose of selecting
 Reliable and Vacant

 VALIDITY:
 Content Validity
 Concurrent Validity
 Predictive Validity
 Organization itself is the meaning to
society
 Begins with very early stage to
retirement
 Socialized in order to achieve the goal
 Necessary to examine the organization
 To ensure predictability of employee behaviour
 To substitute for rules guiding employee behaviour
Acceptable
 To increase employee performance and satisfaction
Unacceptable
 To reduce anxiety
 To provide leadership skills
Future
Prediction
 Process of
Socialization
 Pre-arrival stage
 Encounter

}
 Metamorphosis
i) Career
ii) Performance
Real Career Begins
iii) Turnover
Orientation program
 CONCLUSION
What is it???
Two faces

Vase

Stream

?????
BIBLIOGRAPHY
 www.wikihow.com
 www.wikipedia.com
 www.investopedia.com
 HRM BOOK II YEAR (DEV
RAJ ADHIKARI)
 Presenters:

Mohit

Sarita Shera

Presentation

Shareen Sapana