Recruitment

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Recruitment

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Recruitment

  1. 1. 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. Meaning of recruitment Purpose of recruitment Importance of recruitment Sources of recruitment Realistic job previews (RJP) Alternatives to recruitment Recruitment process Method of recruitment Effectiveness of recruitment programme Meaning of selection Purpose Selection process
  2. 2. Meaning “Recruitment is the process of finding and attracting capable applicants for employment”. “Recruitment is the process of locating, identifying, and attracting capable applicants”.
  3. 3. Purpose 1. To minimize the shortage of human resource 2. To help in increasing success ratio of selection process 3. To help in reducing probability of turnover 4. Legal and social requirement 5. Identify potential candidates 6. Increase organizational effectiveness 7. Evaluate recruitment process
  4. 4. Importance 1. 2. 3. 4. 5. 6. High qualify personnel Increase the pool of job Help in increase success ratio of selection Ensure selected candidates stay long Increase org. and individual effectiveness Evaluate the effectiveness of various recruiting techniques 7. Diverse work force
  5. 5. Sources of recruitment 1.Internal source 2.External source • • • • • • • • • • • • Present employees Former employees Employee referrals Previous applicants Employment exchange Employment agencies Advertisement Labor contractor Head hunting Casual callers Campus recruitment Walk-ins and Talk-ins
  6. 6. Internal source Advantages Disadvantages • • • • • • • • • • • Low cost Low time Good relation Morale Low turnover Low job stress Low unity Rumour spread Create conflicts Limited source in selection Capable person leftout
  7. 7. External source Advantages Disadvantages • • • • • • • • • • Open process Decrease unionization Diversified work force Opportunity to select the best candidates • Provide healthy competition High cost More time taken High induction cost Cultural conflict High turnover Problem in co-ordination
  8. 8. Realistic job previews (RJP) • RJP provides complete job related information, both positive and negative, to the applicants. • RJPs can result in self selection process job applicants can decide whether to attend the interview and tests for final selection or withdraw themselves in the initial stage. • Research on realistic recruiting shows a lower rate of employee turnover in case of employees recruited through RJPs. • RJPs are more beneficial for organizations hiring at the entry level.
  9. 9. Alternatives to recruitment 1. Overtime 2. Employee leasing 3. Temporary employment
  10. 10. Recruitment process
  11. 11. Recruitment process 1. 2. 3. 4. 5. Recruitment planning Strategy development Searching Screening Evaluation and control
  12. 12. Method of Recruitment 1. Direct method 2. Indirect method 3. Third party method
  13. 13. Effectiveness of Recruitment programme • A well defined recruitment policy. • A proper organizational structure. • A well laid down procedure for locating potential job seekers. • A suitable method and technique for tapping and utilizing these candidates. • A continuous assessment of effectiveness of recruitment programme and incorporation of suitable modifications from time to time to improve the effectiveness of the programme.
  14. 14. Meaning of selection “Selection is the process by which candidates for employment are divided into class those who will be offered employment and those who will not.” “Selection is the process of choosing from among the candidates from within the organisation or from the outside the most suitable person for the current position or for the future position.”
  15. 15. Purpose/Objective/Importance/Need • To choose the best candidates out of the available candidates. • To verified the information which provided by the applicants. • To judge the candidate's quality. • To give the candidates essential fact about jobs and company. • To minimize the cost of selection and cost of induction. • To build rapport with candidates and to on hence company’s image.
  16. 16. Process / Methods of selection 1. Environment analysis 2. Organizational analysis 3. Preliminary interview 4. Application blank 5. Selection tests 6. Employment interview 7. Reference and background analysis 8. Selection decision 9. Physical examination 10. Job offer 11. Employment contract 12. Evaluation
  17. 17. Reference • Human Resource Management -S.S.Khanka • Human Resource Management - Aswathappa • Helping Hands : Mrs. Rudhri Purohit

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