4.
The process of assessing candidates
and appointing a post holder.
Applicants short listed, most suitable
candidates selected.
Selection process varies according to
organisation.
Selection
5.
Making a bad selection decision is costly
in terms of the cost of the recruitment and
selection process itself, salary,
management time and resources.
If you select someone unsuitable you
might need to spend time, managing their
performance and it might affect other
employees.
Importance of Selection to be
right
8.
In preliminary interview the applicant
is given the job details enabling him to
decide whether the job will suit him or
not.
In preliminary interview, interviewer
ask general question.
Preliminary Interview
10.
Aptitude Test
Mental Ability Test
Mechanical Aptitude Test
Psycho Motor Test
Performance test
Selection Tests
11.
Factual information about Candidate.
Encourages applicants to be honest.
Discourages applicants who hide
something.
Reference & Background
Analysis
12.
It includes medical examination ,or
clinical examination ( more popularly
as a check-up or medical ) is the process
by which a medical professional
investigates the body of a patient for a
signs of diseases . It generally follows
the taking of the medical history.
Physical Examination
13.
A job offer is an invitation for a
potential employee, whether he or she
has applied for a job, or not, to become
an employee in your organization. The
job offer contains the details of your
employment offer.
Job Offer
14.
An employment contract is a written
legal document that lays out binding
terms and condition of employment
between an employee and an employer.
Employment Contract
16.
Meaning of recruitment .
Recruitment organization .
Methods of recruitment.
Steps in recruitment process.
TABLE OF CONTENTS
17.
“Recruitment is the process of
searching for prospective employees
and stimulating and encouraging the to
apply for the job.” – (Flippo EB, 1980)
DEFINITION
19.
Recruitment needs are of three types:
Planned: Arises from changes in organization and
retirement policy.
Unexpected: Arises during resignations, deaths,
accidents and illness.
Anticipated: Refers to those movements in personnel
which an organization can predict by studying trends
in the internal and external environments.
RECRUITMENT NEEDS
20.
Requisitions contains the details about
the positions to be filled, no. of persons
to be recruited, etc.
Developing and location of sources, i.e
both internal and external.
Communicating the information of the
organization to acquire prospective
employees.
Steps in Recruitment
Process:
21. Encouraging the identified candidates to
apply for the job.
Analyzing and evaluating the
effectiveness of recruitment process by
candidate progression.
27.
General principles a recruitment policy
involves which reflect the employer’s
commitment are :
To find and employ the best qualified
persons for each job .
To retain the most promising of those
hired .
General Principles
28. To offer promising opportunities for
the life time working careers .
To provide facilities and opportunities
for personal growth on the job.
32.
Recruitment methods are the means by
which and organization attempts to
establishes contact with potential
candidates, provides them necessary
information and encourages them to
apply for jobs.
METHODS OF
RECRUITMENT
33.
Meaning of recruitment
Steps in recruitment process
Recruitment policy
Recruitment organization
Sources of recruitment
Methods of recruitment
SUMMARY
35.
A brain drain or human capital flight
is an,
emigration of trained and talented
individuals
(“human capital”) to other nation or
jurisdications.
INTRODUCTION