Recruitment and selection process

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Recruitment and selection process

  1. 1. Recruitment And Selection process Chapter 6,7 7/11/2013 presented to Miss Faiza 1
  2. 2. Recruiting & Recruiter  The process of seeking sources for job candidates.  Represents employee to prospective application at colleges and job fairs. 7/11/2013 presented to Miss Faiza 2
  3. 3. Recruitment Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations. 7/11/2013 presented to Miss Faiza 3
  4. 4. Cont. . .  Recruitment process is to obtain the number and quality of the employees that can be selected in order to help the organization to achieve its goal and objectives.  Recruitment process helps to the management for select the right candidate for the right job from this pool. 7/11/2013 presented to Miss Faiza 4
  5. 5. The more applications received, the better the recruiter's chances of finding an individual best suited to the job requirement 7/11/2013 presented to Miss Faiza 5
  6. 6. Process of recruitment 7/11/2013 presented to Miss Faiza 6
  7. 7. 7/11/2013 presented to Miss Faiza 7 HR Planning Identify HR Requirements Determine numbers , levels, and criticality of vacancies Chose the resources and Recruitment method Analyze the cost and time involved Start implementing recruitment program Lay off Hire & selection Surplus Demand Organization recruitment policy Job analyze
  8. 8. Factors that affect recruiting efforts 7/11/2013 presented to Miss Faiza 8
  9. 9. Recruitment policy 7/11/2013 presented to Miss Faiza 9
  10. 10. Recruitment policy It specifies the objectives of recruitment and provides a frame work for the implementation of the recruitment programmed it involves; 1. Enriching the organization’s human resources by filling vacancies with the best qualified people. 2. Attitudes towards recruiting handicaps minoring groups women, friends and relatives of present employees 3. Promotion from with in 4. Development of organizational system for implementing the recruitment program and procedure to be employed. 7/11/2013 presented to Miss Faiza 10
  11. 11. Recruiting sources 7/11/2013 presented to Miss Faiza 11 • A promotion-from-within concept The internal search • A recommendation from a current employee regarding a job application • Employee referrals are an excellent means of locating potential employees for hard to fill positions Employee referrals and recommendation • Advertisements • Employment agencies assists in matching employees seeking work with employers seeking works External searches
  12. 12. Merits of internal sources 7/11/2013 presented to Miss Faiza 12
  13. 13. Demerits 7/11/2013 presented to Miss Faiza 13
  14. 14. Merits of external sources 7/11/2013 presented to Miss Faiza 14
  15. 15. Demerits 7/11/2013 presented to Miss Faiza 15
  16. 16. Effective recruiting  The most effective recruiting methods vary by the numbers of employees in the company and the industry the company is in. the most popular recruiting methods used by employers in a resent survey includes those 7/11/2013 presented to Miss Faiza 16
  17. 17. Sources of recruiting % of employers using the sources Company web site 87% Internet job sites 82% In-house referrals 78% Newspapers and magazines 73% Colleges and high school 60% Professional/industry associations 58% Job fairs 55% Internships 52% Headhunters 38% Radio TV ads 11% ___________________ _______________ 7/11/2013 presented to Miss Faiza 17
  18. 18. The Selection process 7/11/2013 presented to Miss Faiza 18
  19. 19. 7/11/2013 presented to Miss Faiza 19
  20. 20. When recruitment end selection starts 7/11/2013 presented to Miss Faiza 20
  21. 21. Selectionprocess 7/11/2013 presented to Miss Faiza 21 Initial screening Completed application Background examination if req. Medical Permanent job offer Reject application Failed Passed Passed Passed Passed Passed Passed Interview Employment test ConditionalJobOffer Failed Failed Failed Failed
  22. 22. 7/11/2013 presented to Miss Faiza 22 In detail
  23. 23. Cont. . . . Conditional job offer • A tentative job offer that becomes permanent after certain conditions are met. Background investigation • The process of verifying information job candidates provide Medical • An examination to determine an applicant’s physical fitness for essential job performance 7/11/2013 presented to Miss Faiza 23
  24. 24. To avoid negligent hiring following step may be undertaking • Making a systematic effort to gain relevant information about the applicants and verifying all documentation. • Scrutinizing all information supplied by the applicant, and following up on unexplained gaps in employment. • Rejecting applicants who make false statements of material facts or who have conviction records for offenses directly related and important to the job on question. 7/11/2013 presented to Miss Faiza 24
  25. 25. Basic testing concept  Reliability  Validity 7/11/2013 presented to Miss Faiza 25
  26. 26. Reliability: The consistency of scores obtained by the same person when retested with the identical test or with alternate forms of the same test. 7/11/2013 presented to Miss Faiza 26
  27. 27. Validity The accuracy with which a test, interview and so on measures what it purpose to measure or fulfills the function it was designed to fill. 7/11/2013 presented to Miss Faiza 27
  28. 28. Relation between reliability and validity 7/11/2013 presented to Miss Faiza 28
  29. 29. Questions ????????? 7/11/2013 presented to Miss Faiza 29
  30. 30. Prepared and designed by Irfan 7/11/2013 presented to Miss Faiza 30

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