This document discusses recruitment and selection processes. It defines recruitment as attracting prospective candidates to apply for jobs. The recruitment process includes planning, developing strategies, searching, screening, and evaluating. Sources of recruitment can be internal, such as promotions or referrals, or external like advertisements or agencies. Selection is the process of determining a job applicant's qualifications and suitability. The selection process involves interviews, tests, reference checks, and making a job offer. Different types of interviews and tests are used to evaluate candidates. Barriers to effective selection include perception, fairness, validity, reliability, and pressure.

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