0


It is a process of searching for prospective
employees . Organizational activities that
provide a pool of applicants fo...
Recruitment fulfills the following objectives

1. It reviews the list of objectives of the company and tries
to achieve th...
Companies can adopt different methods of
recruitment for selecting people in the company.
These methods are:


Internal s...
Internal sources of recruitment refer to obtaining people for job from
inside the company.

Advantages of internal recruit...
External sources of recruitment refer to methods of recruitment to
obtain people from outside the company.



Advantages ...
The process through which an organization recruit
the best people is called recruitment process.
A job description sets out the purpose of a job, where the
job fits into the organization structure, the main
accountabili...
The person specification is the key document in the
recruitment and selection process. It should be used for :
Identifying...
The process of choosing from a group of
applicants the individual best suited for a
particular position and for the organi...
The process of selection is different in different companies however a
general procedure of selection can be framed, it in...
Written test :

The applications which have been received are screened by
the HR department and those applications which a...
There are further two types of interviews…


Structured interviews



Unstructured interviews:
Recruiting people who are wrong for the organization
means they are likely discontented, unlikely to give of their
best , ...
RECRUITMENT
Searching for and attracting
applicants qualified to fill
vacant positions.

SELECTION
Analyzing the qualifica...
Most organizations keep at least minimum statistical information on their
recruitment and
hiring processes. You will want ...
Recruitment & Selection
Recruitment & Selection
Recruitment & Selection
Recruitment & Selection
Recruitment & Selection
Recruitment & Selection
Recruitment & Selection
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Recruitment & Selection

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  • STARTING WITH THE NAME OF ALLAH
  • Transcript of "Recruitment & Selection"

    1. 1.  It is a process of searching for prospective employees . Organizational activities that provide a pool of applicants for the purpose of filling job openings.
    2. 2. Recruitment fulfills the following objectives 1. It reviews the list of objectives of the company and tries to achieve them by promoting the company in the minds of public. 2. It forecasts how many people will be required in the company. 3. It enables the company to advertise itself and attract talented people.
    3. 3. Companies can adopt different methods of recruitment for selecting people in the company. These methods are:  Internal sources  External sources
    4. 4. Internal sources of recruitment refer to obtaining people for job from inside the company. Advantages of internal recruitment 1.Internal methods are time saving. 2. This method is less expensive. Disadvantages of internal recruitment 1. There is no opportunity to get new talent in this method. 2. The method involves selecting people from those available in the company so there is limited scope for selection.
    5. 5. External sources of recruitment refer to methods of recruitment to obtain people from outside the company.  Advantages of external recruitment 1. There is influx of new talent in the method. 2. The method encourages more and more competition.  Disadvantages of external recruitment 1. The method is costly because it involves recruitment cost, training cost. 2. The method is time consuming. 3. The method reduces loyalty to the company. selection,
    6. 6. The process through which an organization recruit the best people is called recruitment process.
    7. 7. A job description sets out the purpose of a job, where the job fits into the organization structure, the main accountabilities and responsibilities of the job and the key tasks to be performed.
    8. 8. The person specification is the key document in the recruitment and selection process. It should be used for : Identifying the minimum (essential) qualities necessary for the job to be performed to an adequate standard. Identifying the ideal (desirable) qualities for outstanding performance in the post forming the basis of a job advertisement. Enabling prospective applicants to self-select by assessing themselves against the requirements for the post
    9. 9. The process of choosing from a group of applicants the individual best suited for a particular position and for the organization is called selection. SELECTION TEST: Any instrument used to make a decision about a potential employee in selection test.
    10. 10. The process of selection is different in different companies however a general procedure of selection can be framed, it includes : Job analysis : The very first step in the selection procedure is the job analysis. The HR department prepares the job description and specification for the jobs which are vacant. Advertisement : Based on the information collected in step 1, the HR department prepares an advertisement and publishes it in a leading news papers. The advertisement conveys details about the last date for application, the address to which the application must be sent etc. Application form : Application blank is the application form to be filled by the for a job in the company. candidate when he applies
    11. 11. Written test : The applications which have been received are screened by the HR department and those applications which are incomplete are rejected. The other candidates are called for the written test. Interview : Candidates who have successfully cleared the test are called for an interview. The entire responsibility for conducting the interview lies with the HR department i.e. they look after the panel of interviewers, refreshments, informing candidates etc..
    12. 12. There are further two types of interviews…  Structured interviews  Unstructured interviews:
    13. 13. Recruiting people who are wrong for the organization means they are likely discontented, unlikely to give of their best , and end up leaving voluntarily or involuntarily when their unsuitability become evident.
    14. 14. RECRUITMENT Searching for and attracting applicants qualified to fill vacant positions. SELECTION Analyzing the qualifications of applicants and deciding upon those who show the most potential.
    15. 15. Most organizations keep at least minimum statistical information on their recruitment and hiring processes. You will want to evaluate the processes to ensure that it is costeffective, timely and, most importantly, that you hired the right person! Some things to think about:  Were your methods cost-effective?  Did you stay within budget? Did your recruitment generate a large enough applicant pool to make a good selection   decision?  Were your applicants qualified for the job?  How many applicants must you generate to get a good hire?  How long did it take to fill the position?  How long does it take for a new employee to “get up to speed?”  What about turnover? Do your new employees stay with the organization?
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