Learning Objectives   Explain     the     difference                   between     Recruitment & Selection   Understand bu...
Structure1.    What is recruitment?2.    What is Human Resource Planning?3.    What is Job Analysis?4.    What is the Job ...
2.1 What is recruitment?Recruitment:The activity that generates a pool of applicants, who have desire to be employed by th...
2.2 What is Human Resource Planning?HR plan can be defined as “ A plan showing the demand for labour over a period of time...
2.3 What is Job Analysis?“A job analysis is the process used to collect   information   about  the   duties, responsibilit...
2.3 What is Job Analysis?Main elements of   job analysis – 1. Job Description :     Title     Objectives     Responsibilit...
2.3 What is Job Analysis?Main elements of     job analysis -2. Person Specification:       Knowledge       Attitudes      ...
2.4 What is Job Description ?Job Descriptions are written statements that describe the duties, responsibilities, most impo...
2.4 What is Job Description ? The best job descriptions are living, breathing documents that are updated as responsibiliti...
Checklist for writing a Job Description .1. Basic Data     Job Title,         grade, location                  numbers in ...
Checklist for writing a Job Description .5. Responsibilities       Position in the                          organization s...
Checklist for writing a Job Description .8. Advancement            For promotion,   Opportunities          career advancem...
2.5 What is Person Specification ?“ A document that outlines the skills the   job candidate must have to complete the   ta...
2.6 What are Competencies ?Competencies are sets of behaviours, which   define how people use their knowledge and   skills...
2.6 What are Competencies ?Competency    based  recruitment   approach   focuses on actual behaviour    - what a   person ...
2.7 Weighting System.To facilitate   a comparative assessment among   candidates   and minimize biases, weighting   system...
2.7 Weighting System. Rodger’s seven headings are used to clarify               selection criteria.  .                Phys...
2.8 Summary“First   Things  First”   as  Steven   Covey   brilliantly describes in his book “ Seven   Habits of Highly Eff...
Thus we have come to an end to this session # 02      In the third session that follows              we learn             ...
“Like” us on Facebook:    p //                 /http://www.facebook.com/welearnindia “Follow” us on Twitter:http://twitter...
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Recruiting Overview

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In this presentation, we will understand the difference between recruitment and selection, building block of a good recruitment process. We will discuss job analysis process with particular importance on the recruitment process, developing a job description and person specification document for a given role. We will also talk about, competency based approach to recruitment.
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Recruiting Overview

  1. 1. Learning Objectives Explain the difference between Recruitment & Selection Understand building blocks of a good recruitment process. Describe the Job Analysis process, with particular emphasis to the recruitment process. Develop a Job Description and Person Specification document for a given role. Discuss competency based approach to recruitment. Chapter Two Recruitment – An Overview 1
  2. 2. Structure1. What is recruitment?2. What is Human Resource Planning?3. What is Job Analysis?4. What is the Job Description?5. What is Personal Specification?6. What are competencies?7. Weighting System.8. SummaryChapter Two Recruitment – An Overview 2
  3. 3. 2.1 What is recruitment?Recruitment:The activity that generates a pool of applicants, who have desire to be employed by the organization, from which those suitable can be selected.Recruitment is the phase that immediately precedes selection.The objective of recruitment process is to attract genuinely suitable candidates and to examine their credentials in order to produce a short list for selection.Chapter Two Recruitment – An Overview 3
  4. 4. 2.2 What is Human Resource Planning?HR plan can be defined as “ A plan showing the demand for labour over a period of time which incorporates assumptions about productivity and labour costs.”The supply of labour available within the organization and the shortfall that will need to be made good will be revealed.The plan will also incorporate key HR issues, pointers to resolve them, all set within a time frame and performance standards.Chapter Two Recruitment – An Overview 4
  5. 5. 2.3 What is Job Analysis?“A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes and work environment of a particular job.”It comprises of 1. Job Description. 2. Job Specification and 3. Person Specification.Job Description and Person Specification documents are essential for the recruitment process while Job Specification is used for training.Chapter Two Recruitment – An Overview 5
  6. 6. 2.3 What is Job Analysis?Main elements of job analysis – 1. Job Description : Title Objectives Responsibilities Competencies Key Result Areas [KRA] Reporting relationships Employment conditions Prospects.Chapter Two Recruitment – An Overview 6
  7. 7. 2.3 What is Job Analysis?Main elements of job analysis -2. Person Specification: Knowledge Attitudes Personal attributes Age Health Qualifications Experience Special conditionsChapter Two Recruitment – An Overview 7
  8. 8. 2.4 What is Job Description ?Job Descriptions are written statements that describe the duties, responsibilities, most important contribution and outcomes needed from a position, required qualifications of candidates and reporting relationships and co-workers of a particular job.JDs are based on objective information obtained through Job Analysis, an understanding of the competencies and skills required to accomplish needed tasks and the needs of the organization to produce work.Chapter Two Recruitment – An Overview 8
  9. 9. 2.4 What is Job Description ? The best job descriptions are living, breathing documents that are updated as responsibilities change. They do not limit employees , but rather , cause them to stretch their experience, grow their skills and develop their ability to contribute within organization.Chapter Two Recruitment – An Overview 9
  10. 10. Checklist for writing a Job Description .1. Basic Data Job Title, grade, location numbers in the job.2. Purpose Objective and relationship to the aim of the organization3. Tasks Main & occasional tasks, Key Result Areas.4. Standards For effective performance of tasks, Criteria and competencies for effective performance of jobs.Chapter Two Recruitment – An Overview 10
  11. 11. Checklist for writing a Job Description .5. Responsibilities Position in the organization structure, Managers to whom accountable, staff for whom responsible. Responsibilities for finance, materials , equipment. Classified information.6. Physical Particular job features.7. Training / Training planned for Education the job holder. Induction program, job rotation.Chapter Two Recruitment – An Overview 11
  12. 12. Checklist for writing a Job Description .8. Advancement For promotion, Opportunities career advancement.9. Conditions Salary and other of employment emoluments, benefits.10. Trade Union Appropriate association, Institution memberships11.Job Circumstances Pleasant or other aspects of the job.Chapter Two Recruitment – An Overview 12
  13. 13. 2.5 What is Person Specification ?“ A document that outlines the skills the job candidate must have to complete the tasks of the job offered by the company.” A person specification can outline the educational requirements , training experience as well as more personal qualifications that a candidate must possess.The person specification provides criteria for assessing effective performance and is the basis for job advertisements and candidate details.Chapter Two Recruitment – An Overview 13
  14. 14. 2.6 What are Competencies ?Competencies are sets of behaviours, which define how people use their knowledge and skills in different situations at work.They reflect work related personal attributes, knowledge, experience, skills and values that a person draws on to perform his work well.Certain set of competencies are seen as important across the organization such as team work, client care, communication, planning & organizing, managing relationships, gathering & analyzing data and decision making.Chapter Two Recruitment – An Overview 14
  15. 15. 2.6 What are Competencies ?Competency based recruitment approach focuses on actual behaviour - what a person has done, can do or needs to do, be able to do. In effect, this may allow for the fact that different individuals can achieve the same output, by using a rather different approach because of their different knowledge, skills and abilities.Competencies are a combination of Personality, Aptitude, Motivation, Values, Opportunities, Behaviour, Experience and Attainments.Chapter Two Recruitment – An Overview 15
  16. 16. 2.7 Weighting System.To facilitate a comparative assessment among candidates and minimize biases, weighting system is applied to the criteria and candidates are scored accordingly.Before start of interview process , marks desired under each criteria can be finalized to specify a “ goal post’; which candidates must reach to be short listed.Recruiters measure whether the candidate satisfies the essential criteria for the job. Thus a comparative analysis, devoid of any bias, is available for short listing.Chapter Two Recruitment – An Overview 16
  17. 17. 2.7 Weighting System. Rodger’s seven headings are used to clarify selection criteria. . Physical Attainments Make up General Circumstances Rodger’s Seven Intelligence Headings Special Disposition Aptitudes InterestsChapter Two Recruitment – An Overview 17
  18. 18. 2.8 Summary“First Things First” as Steven Covey brilliantly describes in his book “ Seven Habits of Highly Effective People”For effective recruitment and selection, the basis is the job description and the person specification. Developing these documents is one of the most dreaded tasks by any manager and is always the last in priorities.The quality of final candidate depends heavily on the quality of these documents. As the old adage goes, “Well begun is half done!”Chapter Two Recruitment – An Overview 18
  19. 19. Thus we have come to an end to this session # 02 In the third session that follows we learn “ Sources of Recruitment“ Chapter Three. Good Luck!Chapter Two Recruitment – An Overview 19
  20. 20. “Like” us on Facebook:  p // /http://www.facebook.com/welearnindia “Follow” us on Twitter:http://twitter.com/WeLearnIndiahttp://twitter com/WeLearnIndiaWatch informative videos on Youtube: http://www.youtube.com/WelingkarDLP

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