This document defines recruitment and selection processes and discusses their key aspects. It defines recruitment as the initial stage of finding prospective employees, and selection as evaluating applicants' qualifications and experience to make a hiring decision. The document outlines internal and external sources of recruitment and their merits and demerits. It also discusses recruitment policies and the steps involved in selection procedures.

1. RECRUITMENT
&
SELECTION

2. DEFINATION OF RECRUITMENT
ACCORDING TO KEMPER- “RECRUITMENT
FORMS THE FIRST STAGE IN THE PROCESS
WHICH CONTINUOUS WITH SELECTION &
CEASES WITH THE PLACEMENT OF THE
CANDIDATE”
ACCORDING TO FIPPO- “RECRUITMENT IS A
PROCESS OF SEARCHING FOR PROSPECTIVE
EMPLOYES & STIMULATING & ENCOURAGING
THEM TO APPLY FOR JOBS IN AN
ORGANIZATION”

3. SOURCE OF RECRUITMENT
BASICALLY THE SOURCE OF RECRUITMENT
ARE OF TWO TYPES- A.INTERNAL SOURCE
B.EXTERNAL SOURCE

4. INTRODUCTION OF INTERNAL SOURCE
 INCLUDE PERSPNNEL ALREADY ON THE PAY ROLL OF AN
ORGANIZATION FILLING A VACANCY FROM INTERNAL
SOURCES BY PROMOTING PEOPLE HAS THE ADVANTAGES
OF INCREASING THE GENERAL LEVEL OF MORAL OF
EXISTING EMPLYEE & OF PROVIDING TO THE COMPANY
MORE RELIABLE INFORMATION ABOUT THE CANDIDATE
AMONG THE INTERNAL SOURCES THE FOLLOWING MAY
BE INCLUDE. A.PROMOTIONS , B.TRANSFERS ,
C. RESPONSE OF EMPLOYEE TO NOTIFIED VACANCY

5. MERITS OF INTERNAL SOURCE
COMPANY CULTURE
WE CAN DEPEND ON THEM
THIS HELP IN MAINTAINING THEIR
MOTIVATION
IT REDUCES LABOUR TURNOVER
JOB TRAINING CAN BE REDUCED

6. DEMERITS OF INTERNAL SOUCES OF
RECRUITMENT
A FEW EMPLOYEES ONLY
THE LIKES & DISLIKES OF THE SUPERIOR PLAY
AN IMPORTANT ROLE
FRUSTRATION AMONG THOSE EMPLOYEE

7. EXTERNAL SOURCE OF RECRUITMENT
ADVERTISMENT
EMPLOYMENT EXCHANGES
CAMPUS RECRUITMENT
UNSOLICITED APLICANTS
LABOUR CONSTRACTORS
EMPLOYEE REFERRALS
FIELD TRIPS

8. MERITS OF EXTERNAL SOURCES OF
RECRUITMENT
FRESH TALEN & SKILL COMES INTO THE
ORGANIZATION
NEW EMPLOYEE MAY TRY TO CHANGE OLD
HABITS
NEW EMPLOYEES MAY BE SELECTED AT THE
TERMS & CONDITIONS OF THE ORGANISATION
HIGHLY QUALIFIED & EXPERIENCED
EMPLOYEES MAY HELP THE ORGANIZATION TO
COME UP WITH BETTER PERFORMANCE

9. DEMERITS OF EXTERNAL SORCE OF
RECRUITMENT
EXTERNAL SOUCES OF RECRUITMENT
REDUCES THE MORAL OF EMPLOYEES
THE REDRUITER MAY NOT BE IN A POSITION
TO PROPERLY EVALUATE OUTSIDE
CANDIDATES
OTSIDERS ARE NOT FULLY ACQUAINTED WITH
THE POLICIES & PROCEDURES OF THE
ORGANIZATION

10. RECRUITMENT POLICY
A POLICY SHOULD BE DEFINITE POSITIVE &
CLEAR,IT SHOULD BE UNDERSTOOD BY EVERYONE
IN THE ORGANIZATION
A POLICY SHOULD BE TRANSLATABLE INTO
PRACTICE
A POLICY SHOULD BE FLEXIBLE & AT THE SOME
TIME HAVE A HIGH DEGREE OF PERMANANCY
A POLICY SHOULD BE FOUNDED UPON FACTS 7
SOUND JUDGMENT
A POLICY SHOULD BE GENERAL STATEMENT OF
THE ESTABLISHED RULE

11. DEFINATION OF SELECTION
HAVING IDENTIFIED THE PATENTIAL
APPLICANTS THE NEXT STEPS IS TO EVALUATE
THEIR EXPERIENCE & QUALIFICATION 7 MAKE
A SELECTION

12. STEPS IN SELECTIONN PROCEDURE
APPLICATION BANK
INTIAL INTERVIEW OF THE CANDIDATE
EMPLOYMENT TESTS
CHECKING REFERENCES
PHYSICAL OR MEDICAL EXAMINATION
FINAL INTERVIEW & INDUCTION

13. PRESENTED BY:-
INDRANIL DAS
2ND YEAR
4th SEMESTER
B.H.M.C.T