RECRUITMENT AND SELECTION

1. RECRUITMENT AND
SELECTION

2. RECRUITMENT
• DEFINITION:- Recruitment is the process of searching the places
where required prospective candidates will be available for attracting
and stimulating them to apply for jobs in the organization.
• STEPS IN RECRUITMENT PROCESS:-
• Recruitment planning
• Strategy development
• Searching
• Screening
• Evaluation and control.

3. SOURCES OF RECRUITMENT
INTERNAL SOURCES
• Promotions
• Transfers
• Internal advertisements
• Retired employees
• Present temporary or casual
employees
• Disabled, retired, dependents of
deceased and present employees
• Employee referrals.
EXTERNAL SOURCES
• Private employment agencies
• Public advertisements
• Campus recruitment
• Professional organizations
• Recommendations
• Casual applicants
• Mergers and acquisitions

4. INTERNAL SOURCES
• MEANING:- Recruitment of employees from within the organization.
• ADVANTAGES:-
• Less risk of selection of personnel
• Increase in morale
• Use of past experience
• Easy selection and placement
• DISADVANTAGES:-
• Prevents entry of new candidates
• Limited scope
• Vacancy cannot filled immediately
• Expensive
• Possibility of partiality
• Negligence of ability.

5. EXTERNAL SOURCES
• MEANING:- Recruitment of employees from the outside the organization.
• ADVANTAGES:-
• Brings new ideas
• Wide scope
• Expertise from other organizations
• Less possibility of partiality and nepotism
• No needs to maintain confidential records
• Reflection of new outlook
• DISADVANTAGES:-
• Costly
• Time consuming
• Attitude of dissatisfaction
• Leaving the organizations.

6. SELECTION
• MEANING:- the process of discovering the qualifications &
characteristics of the job applicant in order to establish their likely
suitability for the job position.
A good selection requires a methodical approach to the problem
of finding the best matched person for the job

7. Selection Process
• Preliminary Interview Selection Tests
Employment Interview
• Reference and Background Analysis
• Physical Examination
• Job Offer
• Employment Contract

8. Selection Process
After a pool of applicants are identified, qualifications related to the job
requirements are determined:
• Background Information: includes education, prior employment,
college major, etc.
• Interview: One of the most widely used selection techniques which are
face-to-face conversations or online interview between prospective job
applicants and representative of the organization.

9. Types of Interviews
• Structured employment interview the interviewer either prepares or is given by others a
list of standard questions to be asked during the interview. All interviewers ask the same
questions of each candidate to achie
• ve consistency across interviews.
• Semi-structured employment interview the interviewer may have a general idea about
the job applicant, but has a few or no advance questions that are formally constructed and
ready to be asked.
• Unstructured employment interview: the interviewer may have a general idea about
what s/he wants to learn about the applicant but has few or no advance questions
prepared.
• Situational interview: the interviewer asks the applicant questions about a specific
situation to see how the s/he will react.

10. • Physical Ability Test: measure strength & endurance.
Good for physically demanding jobs.
• Ability test: assess if applicant has right skills for the job.
• Personality test: seek traits relevant to job performance.
Be sure test is a good predictor of job performance.
• Performance Tests: measure job performance.
Typing speed test is one example.
• Assessment Center: candidates assessed on job-related activities over a period of
a few days.
• References: outside people provide candid information about candidate.
Can be hard to get accurate information

11. BARRIERS TO
EFFECTIVE
SELECTION
• Perception
• Fairness
• Validity
• Reliability
• Pressure
USES OF TESTS
• Evaluation of right candidate
• Proper selection of candidate
• Identifying the candidates personality

12. Basic Diff. Between Recruitment and
Selection:
Recruitment- searching for and attracting applicants qualified
to fill vacant positions
Selection- Analyzing the qualifications of applicants and
deciding upon those who show the most potential