STAFFING ,RECRUITMENT

AND SELECTION

Prepared by
S.SELVAPRAKASH
STAFFING
Definition:

• filling and keeping filled , positions in the

organisation structure .

• It includes identifying work force requirements ,

inventorying the people available and recruiting
, selection , placing promoting , appraising and
training developing doth candidates and current
job holders to accomplish their tasks effectively
and efficiently.
ROLE OF STAFFING
• Massive increase in the number of employee

• Technological innovations that require more

skilled and experienced staff

• Changing employee role and values

• Increasing the % of women employees

Cont…

• Widening the functions of the management

• Effective attainment of organisation goals

• Effective utilization of skills and potential of the

work force

• Development and maintenance of quality of

work life
FACTORS AFFECTING STAFFING
• External factors

▫ Political factors
▫ Economical factors
▫ Social factors
▫ Legal factors
▫ Customers

• Internal factors

▫ Size of the organisation

▫ Organisational image
▫ Technological factors
▫ Changes in employee roles
▫ education
RECRUITMENT
• Definition:

“ a process to discover the sources of

manpower to meet the requirements of the
staffing schedule and to employ effective
measures for attracting that manpower in
adequate numbers to facilities effective selection
of an efficient work force”
Sources of recruitment

Sources of recruitment

External Internal
sourcer sourcer
Internal sources
• Present permanent employees

• Present temporary/casual employees

• Retired employees

• Dependents of deceased , disabled , retired and

present employees
External sources
• Educational and training institution

• Private employment agencies

• Public employment exchange

• Data banks

• Casual applicants

• Trade unions
SELECTION

SCREENING MEDIACL
PRELIMINARY
OF TESTS EXAMINATI
INTERVIES
APPLICATION ONS

PLACEMENT FINAL
APPROVAL INTERVIES
SCREENING OF APPLICATIONS
The received applications in the
organisation have variety of information about
the applicants like their personal bio data ,
application .who are found to be qualified for
the consideration of employment . Based on the
screening of applications only those candidates
are called for further process of selection
SELECTION TEST
• Generally tests are to measure the intelligence ,
ability , aptitude , physical and mental abilities
of an individual application

• Type of tests
 Personality test
 Aptitude test
 Interest test
Preliminary interview
• It is a short interview used to size up the
candidate. Thus preliminary interview is useful
as a process of eliminating the undesirable and
unsuitable candidates
Reference check
• The persons named by the candidate in the
applications form are contacted to cross check
the candidate character , performance and
behaviour . Reference check used sincerely will
fetch a useful and reliable information to the
organisation.
Medical examination
• Certain jobs require certain physical qualities
like clear vision , perfect hearing , clear tone ,
tolerance of hard working conditions etc. It
reveals whether the candidate is fit for the job.
Final interview
• final interview is the most essential step in the
process of selection. Its purpose is to cross check
the information already obtained and to collect
additional information about the candidate.
THANK U