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Recruitment & selection


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Recruitment & selection

  2. 2. RECRUITMENT  Recruitment is a process of  searching for prospective employees and  stimulating them to apply for jobs.  Recruitment refers to the process of  attracting,  screening,  selecting -----a qualified person for a job. 2PREJI.M.P, UGC-NET, prejimp@gmailcom
  3. 3. Contd:-  The recruitment and selection is the major function of the human resource department  Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and it requires many resources and time. 3PREJI.M.P, UGC-NET, prejimp@gmailcom
  4. 4. A general recruitment process is as follows:  Identifying the vacancy: The recruitment process begins with the human resource department receiving requests for recruitment from any department of the company.These contain: • Posts to be filled • Number of persons • Duties to be performed • Qualifications required 4PREJI.M.P, UGC-NET, prejimp@gmailcom
  5. 5. Contd:-  Preparing the job description and Job specification.  Locating and developing the sources of required number and type of employees (Advertising etc).  Short-listing and identifying the prospective employee with required characteristics.  Arranging the interviews with the selected candidates.  Conducting the interview and decision making 5PREJI.M.P, UGC-NET, prejimp@gmailcom
  6. 6. Objectives of recruitment It reviews the list of objectives of the company and tries to achieve them by promoting the company in the minds of public. It forecasts how many people will be required in the company. It enables the company to advertise itself and attract talented people. It provides opportunities to procure human resource. 6PREJI.M.P, UGC-NET, prejimp@gmailcom
  7. 7. Process of Employment Process  Identify vacancy  Prepare job description and person specification  Advertising the vacancy  Managing the response  Short-listing  Arrange interviews  Conducting interview and decision making  The recruitment process is immediately followed by the selection process  the final interviews and the decision making, conveying the decision and the appointment formalities. 7PREJI.M.P, UGC-NET, prejimp@gmailcom
  8. 8. Methods  Every organisation has the option of choosing the candidates for its recruitment processes from two kinds of sources:  internal and external sources.  The sources within the organisation itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment.  Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment. 8PREJI.M.P, UGC-NET, prejimp@gmailcom
  9. 9. INTERNAL SOURCES  Internal Sources Promotion Departmental exam Transfer  Retirement Internal advertisement  Employee recommendation 9PREJI.M.P, UGC-NET, prejimp@gmailcom
  10. 10. PROMOTION Companies can give promotion to existing employees. This method of recruitment saves a lot of time, money and efforts because the company does not have to train the existing employee. Since the employee has already worked with the company. He is familiar with the working culture and working style. It is a method of encouraging efficient workers. 10PREJI.M.P, UGC-NET, prejimp@gmailcom
  11. 11. Departmental exam This method is used by government departments to select employees for higher level posts. The advertisement is put up on the notice board of the department. People who are interested must send their application to the HR department and appear for the exam. Successful candidates are given the higher level job. The method ensures proper selection and impartiality. 11PREJI.M.P, UGC-NET, prejimp@gmailcom
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  13. 13. Transfer  Many companies adopt transfer as a method of recruitment.  The idea is to select talented personnel from other branches of the company and transfer them to branches where there is shortage of people. 13PREJI.M.P, UGC-NET, prejimp@gmailcom
  14. 14. Retired Hands Many companies call back personnel who have already retired from the organization. This is a temporary measure. The method is beneficial because it gives a sense of pride to the retired when he is called back and helps the organization to reduce recruitment, selection and training cost. 14PREJI.M.P, UGC-NET, prejimp@gmailcom
  15. 15. Internal advertisement In this method vacancies in a particular branch are advertised in the notice board. People who are interested are asked to apply for the job. The method helps in obtaining people who are ready to shift to another branch of the same company and it is also beneficial to people who want to shift to another branch. 15PREJI.M.P, UGC-NET, prejimp@gmailcom
  16. 16. Employee recommendation/ Networking with Employees In this method Superiors/ Supervisors are asked to recommend people for jobs. Since the employee is aware of the working conditions inside the company he will suggest people who can adjust to the situation and those employees who are performing over the years. 16PREJI.M.P, UGC-NET, prejimp@gmailcom
  17. 17. Internal Mobility  The movement of employees from one job to another either vertically or laterally within an organizational structure.  Internal mobility is a cluster comprising of promotion, transfer and separations.  Such movements may take place between positions in specific areas, departments, divisions or establishments for employers with multiple establishments 17PREJI.M.P, UGC-NET, prejimp@gmailcom
  18. 18. Advantages of internal recruitment Internal methods are time saving. No separate induction program is required. The method increases loyalty and reduces labour turnover. This method is less expensive. 18PREJI.M.P, UGC-NET, prejimp@gmailcom
  19. 19. Disadvantages of internal recruitment There is no opportunity to get new talent in this method. The method involves selecting people from those available in the company so there is limited scope for selection. There are chances of partiality. Chances of employee discontent are very high. 19PREJI.M.P, UGC-NET, prejimp@gmailcom
  20. 20. Externalmethods/sources of recruitment  External sources of recruitment refer to methods of recruitment to obtain people from outside the company. These methods are  Employment agencies  Campus recruitment  News paper advertisement  Internet advertisement  Walk in interview 20PREJI.M.P, UGC-NET, prejimp@gmailcom
  21. 21. Employment agencies  Companies may give a contract to employment agencies that search, interview and obtain the required number of people.  The method can be used to obtain lower level and middle level staff. 21PREJI.M.P, UGC-NET, prejimp@gmailcom
  22. 22. 22PREJI.M.P, UGC-NET, prejimp@gmailcom
  23. 23. Campus recruitment  When companies are in search of fresh graduates or new talent they opt for campus recruitment.  Companies approach colleges, management or technical institutes, make a presentation about the company and the job and invite applications.  Interested candidates who have applied are made to go through a series of selection test and interview before final selection. 23PREJI.M.P, UGC-NET, prejimp@gmailcom
  24. 24. News paper advertisement  This is one of the oldest and most popular methods of recruitment. Advertisements for the job are given in leading news papers; the details of the job and salary are also mentioned.  Candidates are given a contact address where their applications must be sent and are asked to send their applications within a specified time limit. The method has maximum reach and most preferred among all other methods of recruitment. 24PREJI.M.P, UGC-NET, prejimp@gmailcom
  25. 25. Internet advertisement :- With increasing importance to internet, companies and candidates have started using the internet as medium of advertisement and search for jobs. There are various job sites like and etc. candidates can also post their profiles on these sites. This method is growing in popularity. 25PREJI.M.P, UGC-NET, prejimp@gmailcom
  26. 26. 26PREJI.M.P, UGC-NET, prejimp@gmailcom
  27. 27. Walk in interview Another method of recruitment which is gaining importance is the walk in interview method. An advertisement about the location and time of walk in interview is given in the news paper.  Candidates require to directly appearing for the interview and have to bring a copy of their C.V. with them. 27PREJI.M.P, UGC-NET, prejimp@gmailcom
  28. 28. Advantages of external recruitment There is influx of new talent in the method. The method encourages more and more competition. There is lesser chance of partiality through this method. 28PREJI.M.P, UGC-NET, prejimp@gmailcom
  29. 29. Disadvantages of external recruitment The method is costly because it involves recruitment cost, selection, training cost. The method is time consuming. The method reduces loyalty to the company. 29PREJI.M.P, UGC-NET, prejimp@gmailcom
  30. 30. CHANNELS  When all that is through, the aspirants will be shortlisted based on merit and worth.  The shortlisted candidates may be titled for an interview on an allotted day.  The candidates may be examined for their talent and aptitude in the relevant areas by the experts concerned. 30PREJI.M.P, UGC-NET, prejimp@gmailcom
  31. 31. ALTERNATIVES TO RECRUITMENT  Over time  Employee leasing  Temporary employment 31PREJI.M.P, UGC-NET, prejimp@gmailcom
  32. 32. RECRUITMENT Vs SELECTION. Both recruitment and selection are the two phases of the employment process  Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation  selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. 32PREJI.M.P, UGC-NET, prejimp@gmailcom
  33. 33.  The basic purpose of recruitment is to create a pool of candidates to enable the selection of best candidates for the organisation.  The basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation. 33PREJI.M.P, UGC-NET, prejimp@gmailcom
  34. 34. RECRUITMENT AND SELECTION  Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates.  Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests.  There is no contract of recruitment established in recruitment WHEREAS selection process results in a contract of service between the employer and the selected employee. 34PREJI.M.P, UGC-NET, prejimp@gmailcom
  35. 35. SUMMING UP  Recruitment is the process of identifying and receiving human resource from the labour market for given vacant positions  Selection is the process of choosing from the eligible human resource. 35PREJI.M.P, UGC-NET, prejimp@gmailcom
  36. 36. SELECTION  Selection can be defined as process of choosing the right person for the right job. 36PREJI.M.P, UGC-NET, prejimp@gmailcom
  37. 37. EMPLOYMENT PROCESS JobAnalysis Job Description Job Specification Sourcing and then screening ContactingTestingInterviewing Offer Letter/ Offer for appointment Acceptance of offer Appointment Letter Joining Formalities Induction 37PREJI.M.P, UGC-NET, prejimp@gmailcom
  39. 39. CONTACTING  Contacting is getting in touch with the shortlisted candidates about  Time , date and venue of written test/ interview  Such contact can be made over telephone, email or letter 39PREJI.M.P, UGC-NET, prejimp@gmailcom
  40. 40. TYPES OF SELECTION / TESTING  Different selection tests are adopted by different organization depending upon their requirements.  It is a way to ensure that a candidate has knowledge, skills and aptitude and to ensure that candidate is competent enough for the job 40PREJI.M.P, UGC-NET, prejimp@gmailcom
  41. 41. Aptitude test Aptitude tests are test which assess the potential and ability of a candidate. It enables to find out whether the candidate is suitable for the job. Aptitude tests measure candidates abilities and talents 41PREJI.M.P, UGC-NET, prejimp@gmailcom
  42. 42. 42PREJI.M.P, UGC-NET, prejimp@gmailcom
  43. 43. Work Sample Test  These evaluate skills.  A cook may be asked to prepare three- course menu, a server to lay out a table cover. 43PREJI.M.P, UGC-NET, prejimp@gmailcom
  44. 44. Extempore Speaking  It evaluates oral communication and stress. The stress is created by making the candidate pick a topic and speak instantly.  Topic can be deliberately vague to create the pressure. In stress, even a simple topic can be daunting. 44PREJI.M.P, UGC-NET, prejimp@gmailcom
  45. 45. Personality test In this test the emotional ability or the emotional quotient is tested. This test judges the ability to work in a group, inter personal skills, ability to understand handle conflicts judge motivation levels. This test is becoming very popular now days. 45PREJI.M.P, UGC-NET, prejimp@gmailcom
  46. 46. Performance test :- This test judges and evaluates the acquired knowledge and experience of the individual and candidates speed and accuracy in performing a job. It is used to test the performance of typist, data entry operators etc 46PREJI.M.P, UGC-NET, prejimp@gmailcom
  47. 47. TESTING BASED ON Interviews  Directed or Structured  Undirected or Unstructured Interview  Preliminary Interview  Panel Interview  Board Interviews  Stress Interview  Situational Interview 47PREJI.M.P, UGC-NET, prejimp@gmailcom
  48. 48. Directed/ Structured Interview  The questions are so framed to solicit an answer – either “YES” or “ NO”  Eg: are you presently employed? 48PREJI.M.P, UGC-NET, prejimp@gmailcom
  49. 49. Un Directed or Un Structured Interview  The candidate is obliged to give an expanded explanation and the intention is to make the candidates talk more. 49PREJI.M.P, UGC-NET, prejimp@gmailcom
  50. 50. Panel Interview  Panel interview includes all those involved in the hiring decision.  They meet together to question a candidate from their respective perspectives and later discuss the candidature and give their decision then and there. 50PREJI.M.P, UGC-NET, prejimp@gmailcom
  51. 51. Board Interview  These are normally held at the final stage or for senior appointments.  The board consists of senior members of the organization who brings collective experiences to ascertain the candidate’s suitability for the organization. 51PREJI.M.P, UGC-NET, prejimp@gmailcom
  52. 52. Medical examination  The candidates who have successfully cleared the interview are asked to take a medical exam.  This medical exam may be arranged by the organization itself.  The organization may have a tie up with the hospital or the candidate may be asked to get a certificate from a registered doctor. 52PREJI.M.P, UGC-NET, prejimp@gmailcom
  53. 53. BACK GROUND CHECKS COMMON BACK GROUND CHECKS INCLUDES Verification of academic credentials Verification of prior employment Discussions with personal references Criminal background checks 53PREJI.M.P, UGC-NET, prejimp@gmailcom
  54. 54. Reference Checks  Will send cleverly designed questionnaires seeking opinions on performance of the candidates to all referees. They will compare the ratings of the various referees.  This approach makes good sense as past performance and is a strong predictor of future performance 54PREJI.M.P, UGC-NET, prejimp@gmailcom
  56. 56. Initial job offer/ Offer Letter Candidates who successfully clear the medical exam are given an initial job offer by the company stating the details regarding salary, terms of employment, employment bond if any etc. The candidate is given some time to think over the offer and to accept or reject. It shows the intent of an organisation to provide the employment to a candidate in writing. 56PREJI.M.P, UGC-NET, prejimp@gmailcom
  57. 57. OFFER LETTER  It consists of  Job title  Reporting relationship  Date of Joining  Salary and Benefits  Probationary period 57PREJI.M.P, UGC-NET, prejimp@gmailcom
  58. 58. Acceptance/ rejection  Candidates who are happy with the offer send their acceptance within a specified time limit to show that they are ready to work with the company. 58PREJI.M.P, UGC-NET, prejimp@gmailcom
  59. 59. Letter of appointment/final job offer Candidates who send their acceptance are given the letter of appointment. The letter will state the name of the job. The salary and other benefits, number of medical leaves and casual leaves, details of employment bond if any etc. It will also state the date on which the employee is required to start duty in the company. 59PREJI.M.P, UGC-NET, prejimp@gmailcom
  60. 60. To Sum up- Appointment letter briefs about  JobTitle  Reporting relationship  Joining date  Salary and benefits  Probationary period  Other Clauses  provisions  Job description 60PREJI.M.P, UGC-NET, prejimp@gmailcom
  61. 61. Joining formalities and follow Ups  Copies of original certificates  Medical certificate  Copies of references  Issue of an Identity Card  Information to accounts for the payment of salary 61PREJI.M.P, UGC-NET, prejimp@gmailcom
  62. 62. Induction:-  On the date of joining the employee is introduced to the company along with the newly recruited through an elaborate induction program. 62PREJI.M.P, UGC-NET, prejimp@gmailcom
  63. 63. Contents of induction programme Provide information about following…  Brief history and operations of the company.  Company’s organizational structure.  Benefits & services of the company.  Terms & conditions of service including wages, working hours, holiday’s etc…  Opportunities for training promotions, transfers etc.. 63PREJI.M.P, UGC-NET, prejimp@gmailcom
  64. 64. Contd:-  To give basic introduction of job.  To welcome employee in an organisation.  To make them familiar with working culture.  To understand the goals & values… 64PREJI.M.P, UGC-NET, prejimp@gmailcom