The power point focuses on recruitment and placement function of HRM

2. Recruitment
Recruitment is defined as a process that
provides the organization with a pool of
qualified job candidates from which to choose.

3. The Recruitment Process cont.

4. The Recruitment Process cont.
Job Analysis

5. The Recruitment Process cont.
Recruitment Strategies
Recruiters
Campus Recruiting
Professional Associations
Websites
Social Media
Events
Referrals

6. Recruitment Method Advantages Disadvantages
Outside recruiters, executive
search firms, and temporary
employment agencies
Can be time saving Expensive
Less control over final candidates
to be interviewed
Campus recruiting/educational
institutions
Can hire people to grow with the
organization
Time consuming
Plentiful source of talent Only appropriate for certain types
of experience levels
Professional organizations and
associations
Industry specific May be a fee to place an ad
Networking May be time-consuming to
network
Websites/Internet recruiting Diversity friendly Could be too broad
Low cost Be prepared to deal with
hundreds of résumés
Quick
Social media Inexpensive Time consuming
Overwhelming response
Events Access to specific target markets of
candidates
Can be expensive
May not be the right target
market
Referrals Higher quality people Concern for lack of diversity
Retention Nepotism

7. The Recruitment Process cont.
• Factors affecting recruitment
• Internal factors include the following:
• 1. Budget constraints
• 2. Expected or trend of employee separations
• 3. Production levels
• 4. Sales increases or decreases
• 5. Expansion plans
• External factors might include the following:
• 1. Changes in technology
• 2. Changes in laws
• 3. Unemployment rates
• 5. Shifts in urban, suburban, and rural areas
• 6. Competition

8. Selection
The Selection Process
The selection process refers to the steps
involved in choosing people who have the
right qualifications to fill a current or future
job opening.

9. The Selection Process cont.

10. The Selection Process cont.
1.Criteria development
By setting criteria ahead of time, the hiring team
has a clear picture of exactly what qualifications
they are looking for.
This process usually involves discussing which
skills, abilities, and personal characteristics are
required to be successful at any given job

11. The Selection Process cont.
Validity and Reliability
The validity refers to how useful the tool is to
measure a person’s attributes for a specific job
opening
Reliability refers to the degree in which other
selection techniques yield similar data over time.
Fit Issues
Fit includes not only the right technical expertise,
education, and experience but also fit in company
culture and team culture.

12. The Selection Process cont.
2.Reviewing Resumes
disparate impact and disparate treatment
Disparate impact is unintended discrimination
against a protected group as a whole through the
use of a particular requirement.
Disparate treatment in hiring might include not
interviewing a candidate because of one’s
perception about the candidate’s age, race, or
gender.
hiring of internal versus external candidates

13. The Selection Process cont.
3.Interviewing
• Situational interviews vs. behavior description
interviews
• Structured vs. Unstructured Interview
• Unethical interview questions
National origin, age, Martial status, religion, disabilities
etc.
4.Test administration
• These include cognitive ability, personality tests, job
knowledge tests, medical tests, reference checks
5.Making the offer

14. Selection Methods
• A clinical selection approach
The decision makers review the data and, based
on what they learn from the candidate and the
information available to them, decide who
should be hired for a job.
• Statistical method
assigns scores and gives more weight to specific
factors,