Human resource planning Identify HR requirements surplus Retrench/layoffs demand Determine numbers, levels & Criticality of vacancies Choose the resources & Methods of Recruitment Analyze the cost & time involved Organizational Recruitment policy Job analysis Start implementing the Recruitment program Select and hire Evaluate the Program Process of recruitment
EVALUATION OF A RECRUTIMENT PROGRAM
The recruitment policies, sources & methods have to be evaluated from time to time
Successful recruitment program shows
No. of successful placements
No. of offers made
No. of applicants
Time taken for filling up the position
It is easier to go down a hill than up, but the view Is best from the top. Arnold Bennet
How crucial is selection process?
Its better not to select then selecting a bad candidate
SELECTION Selecting the right candidate Rejecting the wrong candidate Selecting the wrong candidate Rejecting the correct candidate POSITIVE OUTCOME NEGATIVE OUTCOME SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION
THE SELECTION PROCESS Resumes/CVs Review Analyze the Application Blank Conducting Tests and Evaluating performance Preliminary Interview Reference checks Job Offer Initial Screening Interview Medical Examination Placement Core and Departmental Interviews ACCEPT REJECTION Offer to the next suitable candidate
SELECTION METHOD STANDARDS
Reliability can be measured by using:
The repeat or test-retest approach
The alternate-form or parallel-form method
The split-halves procedure
Generalizability of a selection method is defined as the degree to which its validity, established in one context, can be extended to other “primary contexts”.
EVALUATION OF APPLICATION FORMS
In this method, all the information furnished by the applicant in the application form is analyzed and inferences are made about applicant's personality.
In this method, certain points or weights are assigned to each item in the application form.