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Recruitment & selection strategies at help withassignment


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Recruitment & selection strategies at help withassignment

  1. 1. Recruitment & Selection Strategies at<br />
  2. 2. Recruitment:<br />Recruitment is the process of finding possible candidates for a job or a function. Advertising is commonly part of the recruiting process and can occur through several means.<br />Through newspapers, through professional publications, using advertisements placed in windows, through a job center, through campus interviews, etc.<br />
  3. 3. Selection:<br />The process used to identify and hire individuals or groups of individuals to fill vacancies within an organization. Often based on an initial job analysis.<br />The ultimate goal of personnel selection is to ensure an adequate return on the investment – to make sure the productivity of the new hire warrants the cost spent on recruiting and training that hire.<br />
  4. 4. Both Recruitment and Selection deal with all those activities associated with attracting candidates, work assessment and the design of selection criteria through to the actual selection activity. <br />It is the attempt to provide a more strategic, systematic and objective approach to ensure more effective selection against subsequent job performance indices.<br />An important theme is fairness in selection particularly in relation to equality of opportunity.<br />
  5. 5. Recruitment is a positive process where more and more candidates are encouraged to apply. Selection is a negative process where unsuitable candidates are rejected.<br />Recruitment is concerned with tapping the sources of human resources where as selection is concerned with selecting the most suitable candidate through various interviews and tests.<br />Recruitment does not result in contract of service where as selection results in a contract of service between the employer and the selected employee.<br />
  6. 6. Criteria for a successful Recruitment and Selection process<br />Effective<br />Efficient<br />Fair and legal<br />Perceived to be fair<br />
  7. 7. Stages in Recruitment and Selection<br />Stage1, Determination of job roles: The organization must determine the job roles for a particular job. <br />This shall include the type of work, the number of processes, the protocols that have to be followed and whether there are any targets associated with the job.<br />This is called job analysis or job description.<br />
  8. 8. Stage2, Determination of required attributes: In order to determine the required attributes, a number of plans are followed. One of them is Rodger’s 7 point plan, competency profiles are utilized.<br />Stage3, Finding and attracting applicant: Labor market analysis must take place in order to attract new applicants for the job. <br />A number of recruitment sources like advertising with newspapers, advertising with recruitment agencies and consultancies, job centers, campus interviews, etc should be taken up.<br />
  9. 9. Stage4, Choosing the right people: Even a large recruitment process is futile when the right persons capable of executing the job in the right manner are not selected.<br />Selection of candidates must take place under a good framework using appropriate selection techniques.<br />
  10. 10. Recruitment and Selection<br />Person Specification Frameworks, Rodgers’s 7 point plan, physical make-up, attainments, general intelligence, special aptitudes, interests, disposition, circumstances.<br />