1. Recruitment methods InFashion Industry Submitted By, Karthika U
2. Recruitment•Recruitment refers to the process ofattracting, screening, and selecting a qualified person fora job.•All companies in any industry can benefit from contingencyor retain professional recruiters or outsourcing the processto recruitment agencies.
3. By Industry •Apparel/Clothing •Dyes/Chemicals •Fashion •Jewellery •Retail/Stores •Import-Export •Textile •Home Textiles •Logistic/Warehouse
4. By Functional Area •Designer •Coordinator •Business Assistant •Top Management •HRD/HR •Research/Development •Marketing •Merchandise •Quality Control
5. Demography Of Job seeker’s
6. Recruitment Methods• Internal recruitment: is when the business looks to fillthe vacancy from within its existing workforce.• External recruitment: is when the business looks to fillthe vacancy from any suitable applicant outside thebusiness.•Traditional recruitment: candidates receiveinformation only on most positive organizationalfeatures.•Realistic job previews: candidates receive all pertinentinformation.•Electronic recruiting: through internet.
7. Internal and External Recruitment Advantages Disadvantages Cheaper and quicker to recruit. Limit the number of potential applicants. People already familiar with the No new ideas can be introduced from business and how it operates. outside the business.InternalRecruitment Provides opportunities for promotion May cause resentment amongst with in the business-can be candidates not appointed. motivating. Business already knows the strengths Creates another vacancy which needs and weakness of candidates. to be filled. Outside people bring in new ideas . Longer process Larger pool of workers from which to More expensive process due toExternal find the best candidate. advertisements and interviewsRecruitment required. People have a wider range of Selection process may not be experience. effective enough to reveal the best candidate.
9. Electronic recruiting•Recruitment thru internet•Advantage is wide publicity and a chance for a largenumber of applicants to choose•Best method to be assessed depends upon:- Cost per hire- Number of resumes- Time-lapse between recruitment and placement ratio- Applicant performance and turnover
10. Retention of employees•Planning ahead•Clarity in job requirements•Identify a good source of recruitment•Screening and interviewing•Providing challenging work•Focus on compensation and working conditions
11. SELECTION Selection – Choosing from a pool of applicants the person or persons who offer the greatest performance potential. Selection Steps – Completion of a formal application form. – Interviewing. – Testing. – Reference checks. – Physical examination. – Final analysis and decision to hire or reject.
12. Steps In The Selection Process
13. Steps In The Selection Process Step 1—application forms – Declares individual to be a job candidate. – Documents applicant’s personal history and qualifications. – Personal résumés may be included. – Applicants lacking appropriate credentials are rejected at this step.
14. Steps In The Selection Process Step 2—interviews – Exchange of information between job candidate and key members of the organization. – Opportunity for job candidate and organizational members to learn more about each other.
15. Steps In The Selection Process Step 3 — employment tests – Used to further screen applicants by gathering additional job-relevant information. – Common types of employment tests: • Intelligence • Aptitude • Personality • Interests
16. Steps In The Selection Process Criteria for selection devices: – Reliability • The selection device is consistent in measurement. – Validity • There is a demonstrable relationship between a person’s score or rating on a selection device and his/her eventual job performance.
17. Steps In The Selection Process Behaviorally-oriented employment tests: – Assessment center • Evaluates a person’s performance in simulated work situations. – Work sampling • Evaluates a person’s performance on actual job tasks.
18. Steps In The Selection Process Behaviorally-oriented employment tests: – Assessment center • Evaluates a person’s performance in simulated work situations. – Work sampling • Evaluates a person’s performance on actual job tasks.
19. Steps In The Selection Process Step 5 — physical examinations – Ensure applicant’s physical capability to fulfill job requirements. – Basis for enrolling applicant in life, health, and disability insurance programs. – Drug testing is done at this step.
20. Steps In The Selection Process Step 6 — final decision to hire or reject – Best selection decisions will involve extensive consultation among multiple parties. – Selection decision should focus on all aspects of the candidate’s capacity to perform the designated job.
21. Steps In The Selection Process Step 6 — final decision to hire or reject – Best selection decisions will involve extensive consultation among multiple parties. – Selection decision should focus on all aspects of the candidate’s capacity to perform the designated job.
22. Introduction of employee to theorganization •Welcomes the newcomer •Explains the overall objectives of the company and his role •Shows the location or place of work •Hands over the rule book or job descriptions •Provides details about training and promotional advancements •Discusses working conditions •History of that company •Layout and physical facilities •Products/services offered •Overview of the company procedures •Disciplinary procedures •Probationary period