Recruitment & selection

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  • 1. RECRUITMENT & SELECTION
  • 2. DEFINATION OF RECRUITMENT ACCORDING TO KEMPER- “RECRUITMENT FORMS THE FIRST STAGE IN THE PROCESS WHICH CONTINUOUS WITH SELECTION & CEASES WITH THE PLACEMENT OF THE CANDIDATE” ACCORDING TO FIPPO- “RECRUITMENT IS A PROCESS OF SEARCHING FOR PROSPECTIVE EMPLOYES & STIMULATING & ENCOURAGING THEM TO APPLY FOR JOBS IN AN ORGANIZATION”
  • 3. SOURCE OF RECRUITMENT BASICALLY THE SOURCE OF RECRUITMENT ARE OF TWO TYPES- A.INTERNAL SOURCE B.EXTERNAL SOURCE
  • 4. INTRODUCTION OF INTERNAL SOURCE  INCLUDE PERSPNNEL ALREADY ON THE PAY ROLL OF AN ORGANIZATION FILLING A VACANCY FROM INTERNAL SOURCES BY PROMOTING PEOPLE HAS THE ADVANTAGES OF INCREASING THE GENERAL LEVEL OF MORAL OF EXISTING EMPLYEE & OF PROVIDING TO THE COMPANY MORE RELIABLE INFORMATION ABOUT THE CANDIDATE AMONG THE INTERNAL SOURCES THE FOLLOWING MAY BE INCLUDE. A.PROMOTIONS , B.TRANSFERS , C. RESPONSE OF EMPLOYEE TO NOTIFIED VACANCY
  • 5. MERITS OF INTERNAL SOURCE COMPANY CULTURE WE CAN DEPEND ON THEM THIS HELP IN MAINTAINING THEIR MOTIVATION IT REDUCES LABOUR TURNOVER JOB TRAINING CAN BE REDUCED
  • 6. DEMERITS OF INTERNAL SOUCES OF RECRUITMENT A FEW EMPLOYEES ONLY THE LIKES & DISLIKES OF THE SUPERIOR PLAY AN IMPORTANT ROLE FRUSTRATION AMONG THOSE EMPLOYEE
  • 7. EXTERNAL SOURCE OF RECRUITMENT ADVERTISMENT EMPLOYMENT EXCHANGES CAMPUS RECRUITMENT UNSOLICITED APLICANTS LABOUR CONSTRACTORS EMPLOYEE REFERRALS FIELD TRIPS
  • 8. MERITS OF EXTERNAL SOURCES OF RECRUITMENT FRESH TALEN & SKILL COMES INTO THE ORGANIZATION NEW EMPLOYEE MAY TRY TO CHANGE OLD HABITS NEW EMPLOYEES MAY BE SELECTED AT THE TERMS & CONDITIONS OF THE ORGANISATION HIGHLY QUALIFIED & EXPERIENCED EMPLOYEES MAY HELP THE ORGANIZATION TO COME UP WITH BETTER PERFORMANCE
  • 9. DEMERITS OF EXTERNAL SORCE OF RECRUITMENT EXTERNAL SOUCES OF RECRUITMENT REDUCES THE MORAL OF EMPLOYEES THE REDRUITER MAY NOT BE IN A POSITION TO PROPERLY EVALUATE OUTSIDE CANDIDATES OTSIDERS ARE NOT FULLY ACQUAINTED WITH THE POLICIES & PROCEDURES OF THE ORGANIZATION
  • 10. RECRUITMENT POLICY A POLICY SHOULD BE DEFINITE POSITIVE & CLEAR,IT SHOULD BE UNDERSTOOD BY EVERYONE IN THE ORGANIZATION A POLICY SHOULD BE TRANSLATABLE INTO PRACTICE A POLICY SHOULD BE FLEXIBLE & AT THE SOME TIME HAVE A HIGH DEGREE OF PERMANANCY A POLICY SHOULD BE FOUNDED UPON FACTS 7 SOUND JUDGMENT A POLICY SHOULD BE GENERAL STATEMENT OF THE ESTABLISHED RULE
  • 11. DEFINATION OF SELECTION HAVING IDENTIFIED THE PATENTIAL APPLICANTS THE NEXT STEPS IS TO EVALUATE THEIR EXPERIENCE & QUALIFICATION 7 MAKE A SELECTION
  • 12. STEPS IN SELECTIONN PROCEDURE APPLICATION BANK INTIAL INTERVIEW OF THE CANDIDATE EMPLOYMENT TESTS CHECKING REFERENCES PHYSICAL OR MEDICAL EXAMINATION FINAL INTERVIEW & INDUCTION
  • 13. PRESENTED BY:- INDRANIL DAS 2ND YEAR 4th SEMESTER B.H.M.C.T