The document discusses recruitment and selection processes for big pharma jobs. It defines recruitment as attracting candidates to job openings, and selection as hiring the right person for the right job. The document outlines internal and external recruitment sources, factors affecting recruitment, standards for an effective recruitment policy and selection system, and methods for evaluating recruitment programs and ensuring selection standards.

1. BIG PHARMA JOBS

2. MAIN POINTS
 Recruitment and selection
 Recruitment System
 Factors affecting recruitment
 A good recruitment policy
 Evaluation of a recruitment program
 Selection system
 Selection method standards
 Recruitment and Selection Conclusion
BIG PHARMA JOBS

3. BIG PHARMA JOBS

4. RECRUITMENT
 Recruitment is a process of attracting candidates towards
a job in an organization. When a vacancy for a job exists
recruitment is initiated. Selection starts where
recruitment ends
Selection :
 Selection is a process of hiring right person for a right
job at a right time at a right cost. Selection follows
recruitment.
BIG PHARMA JOBS

5. RECRUITMENT SYSTEM
Internal Sources
 Promotion
 Demotion
 Reference.
External Sources
 Advertisement,
 Direct,
 Schools,colleges,training institutions
 Employment Exchange
 At the factory gate
 Labour contractor/Placement agencies
 Labour union.
BIG PHARMA JOBS

6. FACTORS AFFECTING RECRUITMENT
 Organizational / internal factors: Inner strength and
weakness that an organisation exhibits are internal factors.
Internal factors can strongly affect how well a company meets
its objectives, and they might be seen as strengths if they have
a favourable impact on a business, but as weaknesses if they
have a deleterious effect on the business.
 Environmental / external factors: These will affect the
main internal functions of the business and possibly the
objectives of the business and its strategies.
BIG PHARMA JOBS

7. A GOOD RECRUITMENT POLICY
 Complies with government policies
 Provides job security
 Provides employee development opportunities
 Flexible to accommodate changes
 Ensures its employees long-term employment
opportunities
 Cost effective for the organization
BIG PHARMA JOBS

8. EVALUATION OF A RECRUTIMENT
PROGRAM
The recruitment policies, sources & methods have to be
evaluated from time to time
Successful recruitment program shows
 No. of successful placements
 No. of offers made
 No. of applicants
 Cost involved
 Time taken for filling up the position
BIG PHARMA JOBS

9. SELECTION SYSTEM
 Preliminary Interview & Pre Interview Screening
 Formal Application
 Interview(s)
 Reference & Credit Check
 Testing
 Physical Examination
 Employment Offer
BIG PHARMA JOBS

10. SELECTION METHOD STANDARDS
Reliability
 Reliability can be measured by using:
 The repeat or test-retest approach
 The alternate-form or parallel-form method
 The split-halves procedure
Validity
 Criterion validity
 Content validity
 Construct validity
BIG PHARMA JOBS

11. RECRUITMENT AND SELECTION CONCLUSION
To fill a vacancy created in an organization it
should be filled by a right person at right time at
right cost. If recruitment and selection goes right
the goal is achieved. Also it includes cost so it
should be done at predetermined cost.
BIG PHARMA JOBS

12. BIG PHARMA JOBS