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ANSH KHANDELWAL SELECTION AND RECRUITMENT (1).PPTX

This presentation covers recruitment and selection in human resource management. It defines recruitment as the process of finding prospective job candidates, and discusses the purpose and importance of recruitment, as well as internal and external factors that influence it. The presentation outlines common recruitment sources and processes, including identifying openings, job postings, screening resumes, interviews, assessments, background checks, and making a job offer. It also defines the selection process as choosing the right candidate for a position and describes the typical steps, from initial application to assessing qualifications and checking references, in order to make the final hiring decision.

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HUMAN RESOURCE
MANAGEMENT PRESENTATION
RECRUITMENT AND SELECTION
PRESENTED BY : - ANSH KHANDELWAL
CONTENT
• INTRODUCTION
• RECRUITMENT
• PURPOSE AND IMPORTANCE
• SOURCE OF RECRUITMENT
• FACTORS AFFECTING RECTRUITMENT
• PROCESS OF RECRUITMENT
• METHOD OF RECRUITMENT
• SELECTION
• SELECTION PROCESS
RECRUITMENT
• Edwin Flippo defined” Recruitment as the process of searching for prospective employees
and stimulating them to apply for jobs in the Organization.” Recruitment involves
estimating the available vacancies and making suitable arrangements for their selection
and appointment.
• In order to attract people for the jobs, the Organization must communicate the position
in such a way that job seekers respond.
• To be cost effective, the recruitment process should attract qualified applicants and
provide enough information for unqualified persons to self-select themselves out.
• Thus, the recruitment process begins when new recruits are sought and ends when their
applications are submitted. The result is a pool of applicants from which new employees
are selected
PURPOSE & IMPORTANCE
• Determines the Present & Future Requirements
• Prevents Disruption of Business Activities
• Increases Success Rate of Hiring
• Expands Talent Pool
• Cost-Effective
• Improves the Credibility of the Organization
FACTORS INFLUENCING RECRUITMENT
There are various factors that affect recruitment. These are classified into two categories-
• Internal Factors – also known as “endogenous factors” are the factors within the organization that affect recruiting
personnel in the organization. These include :
1. Recruitment Policy
2. Size of Organization
3. Human Resource Planning
4. Cost of Recruitment
5. Growth & Expansion
• External Factors – these are the factors which cannot be controlled by the organization. These include :
1. Supply & Demand
2. Labor Market
3. Image/ Goodwill
4. Unemployment Rate
5. Competitors
SOURCES OF RECRUITMENT
• Internal Sources –
1. Promotions and Transfers
2. Job Posting
3. Employee Referrals
• External Sources –
1. Campus Recruitment
2. Advertisements
3. Private Employment Search Firms
4. Gate Hiring and Contractors
5. Unsolicited Applicants / Walk-ins

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ANSH KHANDELWAL SELECTION AND RECRUITMENT (1).PPTX

  • 1. HUMAN RESOURCE MANAGEMENT PRESENTATION RECRUITMENT AND SELECTION PRESENTED BY : - ANSH KHANDELWAL
  • 2. CONTENT • INTRODUCTION • RECRUITMENT • PURPOSE AND IMPORTANCE • SOURCE OF RECRUITMENT • FACTORS AFFECTING RECTRUITMENT • PROCESS OF RECRUITMENT • METHOD OF RECRUITMENT • SELECTION • SELECTION PROCESS
  • 3. RECRUITMENT • Edwin Flippo defined” Recruitment as the process of searching for prospective employees and stimulating them to apply for jobs in the Organization.” Recruitment involves estimating the available vacancies and making suitable arrangements for their selection and appointment. • In order to attract people for the jobs, the Organization must communicate the position in such a way that job seekers respond. • To be cost effective, the recruitment process should attract qualified applicants and provide enough information for unqualified persons to self-select themselves out. • Thus, the recruitment process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected
  • 4. PURPOSE & IMPORTANCE • Determines the Present & Future Requirements • Prevents Disruption of Business Activities • Increases Success Rate of Hiring • Expands Talent Pool • Cost-Effective • Improves the Credibility of the Organization
  • 5. FACTORS INFLUENCING RECRUITMENT There are various factors that affect recruitment. These are classified into two categories- • Internal Factors – also known as “endogenous factors” are the factors within the organization that affect recruiting personnel in the organization. These include : 1. Recruitment Policy 2. Size of Organization 3. Human Resource Planning 4. Cost of Recruitment 5. Growth & Expansion • External Factors – these are the factors which cannot be controlled by the organization. These include : 1. Supply & Demand 2. Labor Market 3. Image/ Goodwill 4. Unemployment Rate 5. Competitors
  • 6. SOURCES OF RECRUITMENT • Internal Sources – 1. Promotions and Transfers 2. Job Posting 3. Employee Referrals • External Sources – 1. Campus Recruitment 2. Advertisements 3. Private Employment Search Firms 4. Gate Hiring and Contractors 5. Unsolicited Applicants / Walk-ins
  • 7. RECRUITMENT PROCESS • Identifying Job Openings: The process typically begins when a department within the organization identifies the need for a new employee or a replacement for an existing position. This can result from growth, turnover, or restructuring. • Job Analysis and Description: Before recruiting, the organization creates a detailed job description, outlining the roles, responsibilities, qualifications, and expectations for the position. This helps in defining the ideal candidate. • Posting the Job: The organization advertises the job opening through various channels, which can include their website, job boards, social media, professional networks, and in some cases, print media. • Application Submission: Candidates interested in the position submit their applications, which typically include a resume or curriculum vitae (CV) and a cover letter. • Resume Screening: HR professionals or recruiters review the received applications to shortlist candidates who meet the basic qualifications and skills outlined in the job description. • Interviewing: Shortlisted candidates are invited for interviews, which can take various forms, such as phone interviews, video interviews, or in-person interviews. Interview panels or individual interviewers assess candidates' skills, qualifications, and cultural fit.
  • 8. • Assessment and Testing: Some organizations conduct skills tests, personality assessments, or other evaluations to ensure that candidates meet the required criteria for the position. • Background Checks: Employers may perform background checks to verify the information provided by the candidate, including references, criminal history, and educational qualifications. • Reference Checks: Checking references from previous employers and colleagues to learn more about the candidate's work history and character. • Job Offer: The organization extends a job offer to the chosen candidate, specifying details like salary, benefits, start date, and other terms and conditions of employment. • Acceptance and Onboarding: If the candidate accepts the offer, they become a new employee, and the onboarding process begins. This includes paperwork, orientation, training, and integration into the company. • Rejection: Unsuccessful candidates are informed of the outcome, and feedback may be provided to help them in their job search. • Talent Pool or Pipeline: In some cases, organizations maintain a talent pool of suitable candidates for future job openings, reducing the need to start the recruitment process from scratch each time.
  • 9. METHOD OF RECRUITMENT Dunn and Stephen have broadly classified methods of recruitment into three categories – 1. Direct Method: Direct recruitment involves an organization conducting the recruitment process entirely on its own, without involving external parties. In this method, the organization's HR department or hiring managers handle all aspects of the recruitment process. 2. Indirect Method: Indirect recruitment, also known as employee referrals, involves current employees of an organization referring potential candidates for open positions. These candidates may be known to the referring employees or may be part of their personal or professional networks. 3. Third Party Method: Third-party recruitment involves engaging external agencies or recruiters to assist in the hiring process. These agencies or recruiters act as intermediaries between the organization and potential candidates.
  • 10. SELECTION • The selection process refers to selecting the right candidate with the required qualifications and capabilities to fill the vacancy in the organization. • The selection process is quite a lengthy one and also complex. It involves a series of steps before the final selection. The procedure of selecting the employees may vary from industry to industry according to their own needs. • Every organization designs their selection process while keeping in mind the urgency of hiring the people and the requisites for the vacancy of the job
  • 11. SELECTION PROCESS • Application – After the job opening has been announced, the candidates apply for the respective jobs which suit them. • Screening and Pre-selection – The goal of this second phase is to reduce the number of candidates from a large group to a manageable group of between 3-10 people that can be interviewed in person. The selection is based on their selection technique and according to the company’s needs. • Interview – The interview gives insight into a person’s verbal accuracy and how sociable they are. This also provides the opportunity to ask the candidate job-related queries. • Assessment – The full assessment usually is more accurate as this helps the organization to check the candidate well. Assessments include work sample tests, integrity tests, and related job knowledge tests. • Reference And Background Check – An essential step is the reference check, which is to confirm about the candidate. The candidates are asked to give references and he follows up on these. • Decision – The next step is to decide to choose the correct candidate who promises the greatest future potentiality for the organization. • Job Offer and Contract – After the decision-making process, the candidate needs to accept the offer which is known as the contract