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Recruitment

RECRUITMENT AND SELECTION PROCESS

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Recruitment & Selection
Recruitment
Meaning:
Recruitment is a process to discover the
sources of man power to meet the requirement
of staffing scheduled and to employee effective
measure for attracting man power in adequate
number to facilitate effective selection of an
efficient work force.
Definition:
According to Edvein B. Flippo
“Recruitment is the process of
searching for prospective employees and
stimulating them to apply for jobs in the
organisation”.
Process of Requirement:
i. Finding out and developing the sources
ii. Developing the suitable techniques
iii.Stimulating the candidates as many as
possible
Source of Recruitment
• Internal Source
a.Present Permanent employment
b.Present temporary / Casual employees
c.Dependents of deceased, displaced or retired
employees
d.Retrenched / retired Employees
e.Employee Referrals.
• External Source
a.Campus Recruitment e. Data banks
b.Private Employment Agencies f. Casual
Applicants
c.Public Employment Exchanges g. Similar
Organisations
Recruitment Techniques
Recruitment techniques are the means or
media by which management contacts
prospective employee or provides necessary
information or exchanges ideas or stimulates
them to apply for jobs.
Management uses different types of
techniques to simulate internal and external
candidates.
Internal Candidate
External Candidate

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Recruitment

  • 3. Meaning: Recruitment is a process to discover the sources of man power to meet the requirement of staffing scheduled and to employee effective measure for attracting man power in adequate number to facilitate effective selection of an efficient work force. Definition: According to Edvein B. Flippo “Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organisation”.
  • 4. Process of Requirement: i. Finding out and developing the sources ii. Developing the suitable techniques iii.Stimulating the candidates as many as possible
  • 5. Source of Recruitment • Internal Source a.Present Permanent employment b.Present temporary / Casual employees c.Dependents of deceased, displaced or retired employees d.Retrenched / retired Employees e.Employee Referrals. • External Source a.Campus Recruitment e. Data banks b.Private Employment Agencies f. Casual Applicants c.Public Employment Exchanges g. Similar Organisations
  • 6. Recruitment Techniques Recruitment techniques are the means or media by which management contacts prospective employee or provides necessary information or exchanges ideas or stimulates them to apply for jobs. Management uses different types of techniques to simulate internal and external candidates. Internal Candidate External Candidate
  • 7. Internal Candidate Promotion: It is the most of the internal candidate would be stimulated to take up higher responsibilities and express their willingness to be engaged in the higher level jobs if management gives them the assurance that they will be promoted to the next higher level. Transfers: employees will be stimulated to work in the new sections or places if management wishes to transfer them to the places of their choice.
  • 8. External Candidates Recommendation of Present Employee Management can contact, persuade the outsiders to apply for job in the organisation through the recommendation to the candidate by the present employee, trade union leaders, etc., Scouting Scouting means sending the representation of the organisation to various sources of recruitment with a view to persuading or stimulating the candidates to apply for jobs.
  • 9. Create Employee Brand Positive and highly reputable employer brands inspire the job seekers to apply for a position even without an advertisement or scouting. So firms have been creating and developing employer’s brand. Advertisement This is widely accepted technique of recruitment, though it mostly provides one way communication. It provides the candidate in different sources, the information about the job and company and stimulate them to apply for jobs. It includes advertising through different media like newspaper, magazines of all kinds, radio, television etc.,
  • 11. Meaning: selection means choosing the most appropriate candidate and offer them jobs. The selection procedure is a system of functions and devices adopted in given company to ascertain weather the candidate specification are matched with job specification and recruitment or not. Selection Procedure It means the process that an organisation follows to select the candidates for various job. Company may follow different techniques depending upon size, nature of business, kind, number of persons to be employed, Govt
  • 13. Steps  Job analysis  Recruitment  Application form  Written examination  Preliminary interview  Group decision/ Business games  Test  Final interview  Medical examination  Reference check  Line manager decision  Employment
  • 14. Job Analysis A job is a group of positions that are similar as to kind to level of work The organisation should find out the right man for the right job at right time. According to U.S. Department of Labour “Job analysis is the process of determining by observation and study, and reporting pertinent information relating to the nature of a specific job”.
  • 15. Recruitment Recruitment is a process to discover the sources of man power to meet the requirement of staffing scheduled and to employee effective measure for attracting man power in adequate number to facilitate effective selection of an efficient work force. Definition: According to Edvein B. Flippo “Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organisation”.
  • 16. Application Form It includes persona; background information, educational attainment work experience, salary, personal items reference. Information is generally required on the following items in the application forms: 1.Personal Background Information 2.Educational Attainments 3.Work Experience 4.Personal Items 5.references
  • 17. Written Exam The organisation have to conduct written examination for the qualified candidates after they are screened on the basis of application blanks so as to measure candidate’s ability in arithmetical calculations, to know the candidates’ attitude towards job, and also measure the candidate aptitude, reasoning, knowledge in various disciplines, general knowledge and English language.
  • 18. Preliminary Interview The preliminary interview is to find out necessary information from the prospective applicants and to assess the applicant’s suitability to the job. Preliminary interviews are short and known as stand-up interviews or sizing-up of the applicants or screening interviews. This interview is also useful to provide the basic information about the company to the candidate.
  • 19. Group Discussion/ Business Games The technique of group discussion is used in order to secure further information regarding the suitability of the candidate for the job. It is a method were selected candidates are brought around a table and are asked for discuss either a case study or a subject matter. A selection panel then observes the candidates in the areas of initiating the discussion, explaining the problem, soliciting unrevealing information based in the given information. The selection panel based on its observation, judges the candidates, skill and ability and ranks them according to their merit.
  • 20. Tests There are different types of tests: 1. Aptitude Test These test measures weather an individual has the capacity or ability learn a given job if given adequate training. 2. Achievement Test These tests are coundected when applicants claim to know something these tests are concerned with what one has accomplished these tests are more useful to measure the value of specific achievement when an organisation wishes to employee experience
  • 21. 3. Situational Test These test evaluates a candidate in a similar real life situation. In this test the candidate is asked either to cope with situation or solve critical situations of the job 4. Interest Test These tests are inventories of the likes and dislikes, job, occupations, hobbies and recreational activities. The purpose of these test is to find out weather the candidate is interested or disinterested in the job and find out in which area of candidate is interested
  • 22. 5. Personality Test These test prove deeply to discover clues to an individuals value system, emotional reactions and characteristics mode. They are expressed in such trades like self confidence, emotional control optimism, sociability, objectivity, patience initiative, sympathy judgement dominance, integrity and stability etc.,
  • 23. Final Interview In this step the interviewer matches the information obtained about the candidate through various means to the job requirement and information obtained through his own observation during interview. I. Informal Interview II. Formal Interview III. Planned Interview IV. Patterned Interview V. Non-directive Interview VI. Depth Interview VII. Stress Interview VIII.Group Interview IX. Panel Interview
  • 24. Medical Examination Certain jobs require certain physical qualities like clear vision, perfect hearing, unusual tolerance of hard working conditions, clear tone, etc., medical examination reveals whether or not a candidate possess these qualities.
  • 25. Reference Check After completion of the final interview and medical examination, the personal department will engage inn checking references. Candidate are required to give the names of reference in the application forms.
  • 26. Line Manager Decision The line manager concerned has to make the final decision whether to select or reject a candidate after soliciting the required information through different techniques discussed earlier.
  • 27. Employment. Thus, after taking final decision the organisation has to intimate this decision as well as unsuccessful candidates. The organisation sends the appointment orders to successful candidates either immediately or after sometime depending upon its time schedule.