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Recruitment: process, goals, sources,
constraints, selection: methods
and difference between them
Ram Krishna Tiwari
MFC 2...
Definitions:
• Recruitment is the process of generating
a pool of people to apply for employment
to an organisation.
• Sel...
RECRUITMENT
The Process of generating a pool of qualified candidates for
a particular job.
The Process of discovering pote...
RECRUITMENT
BUSINESS OBJECTIVES
RECRUITMENT
HR PLANNING
JOB DESCRIPTION JOB SPECIFICATION
JOB ANALYSIS
RECRUITMENT GOALS/OBJECTIVES
1
Attract the Qualified Applicants.
2
Encourage Unqualified Applicants to self-
select themse...
RECRUITMENT IS OF TWO
WAY
RECR
UIT
MEN
T
Organization is
Looking for a
Qualified Applicants
Applicants are
Looking for the...
RECRUITMENT PROCESS
CANDIDATE
ORGANIZATION
Generate candidate pool via internal or
external recruitment methods
Vacant or ...
SOURCES OF RECRUITMENT
INTERNAL
SOURCES
EXTERNAL
SOURCES
SOURCES OF
RECRUITMENT
Internal Recruiting
Data base
Promotions and
Transfers
Job Posting &
Bidding
Employee
Referrals
Re-recruiting former
Emplo...
SOURCES OF RECRUITMENT Cont . . .
INTERNAL SOURCES
ADVANTAGES DISADVANTAGES
 Morale of Promotee
 Better assessment of ab...
SOURCES OF RECRUITMENT Cont . . .
Schools Colleges &
Universities
Labor
Unions
Media Sources
Employment Agencies
EXTERNAL
...
SOURCES OF RECRUITMENT Cont . . .
EXTERNAL SOURCES
ADVANTAGES DISADVANTAGES
 New “blood” brings new
perspectives
 Cheape...
INTERNET RECRUITING METHODS
INTERNET RECRUITING
METHODS
1. Job Boards
2. Employer Web
Sites
INTERNET RECRUITING
METHODS Cont . . .
ADVANTAGES DISADVANTAGES
 Cost savings
 Time savings
 Expanded pool of applicant...
CONSTRAINTS ON RECRUITMENT
Image of the
Company
Attractiveness of
Job
Internal
Organizational Policy
Recruitment Cost
BUSINESS OBJECTIVES
RECRUITMENT
HR PLANNING
JOB DESCRIPTION JOB SPECIFICATION
JOB ANALYSIS
SELECTION
SELECTION
1
• The Process of making a “Hire” or “No Hire”
decision regarding each applicant for a job.
2
• Selection is th...
BASIC SELECTION
CRITERIA
BASIC
SELECTION
CRITERIA
Formal Education
Experience and Past Performance
Physical Characteristic...
SELECTION METHODS
1. Testing
2. Gathering Information
3. Interviewing
The Three most Common Methods
used are:
SELECTION METHODS Cont . . .
Tests measure knowledge, skill,
and ability, as well as other
characteristics, such as person...
It measures the learning,
understanding, and ability
to solve problems. e.g.
Intelligence Tests.
1. Cognitive Ability
Test...
SELECTION METHODS Cont . . .
It is designed to assess
the likelihood that
applicants will be
dishonest or engage in
illega...
SELECTION METHODS Cont . . .
2. INFORMATION GATHERING:
Common methods for gathering information include
application forms ...
SELECTION METHODS Cont . . .
 Generally ask for information such as
address and phone number, education, work
experience,...
SELECTION METHODS Cont . . .
3.
INTERVIE
WS:
 The interview is the most frequently used
selection method.
 Interviewing ...
SELECTION METHODS Cont . . .
Types of
Interviews
2. Unstructured
Interviews
1. Structured
Interviews
Situational
Interview...
SELECTION METHODS Cont . . .
SITUATIONAL
INTERVIEW
• In which the
interviewer asks
questions about
what the applicant
woul...
Difference Between Recruitment And
Selection*
• Both recruitment and selection are the
two phases of the employment proces...
Difference Between Recruitment
And Selection
Recruitment
• Recruitment is the
process of searching
the candidates for
empl...
Difference Between Recruitment
And Selection
Recruitment
• The basic purpose of
recruitments is to create a
talent pool of...
Difference Between Recruitment
And Selection
Recruitment
• Recruitment is concerned
with tapping the sources
of human reso...
Refrences
• Adhikari, D. R. (2010 A. D.). Fundamentals of Human Resource
Management (3rd ed.). Kathmandu: Buddha Academic
...
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Recruitment process, goals, sources, constraints, selection methods and difference between them

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Recruitment process, goals, sources, constraints, selection methods and difference between them

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Recruitment process, goals, sources, constraints, selection methods and difference between them

  1. 1. Recruitment: process, goals, sources, constraints, selection: methods and difference between them Ram Krishna Tiwari MFC 2nd Semester Tribhuvan University
  2. 2. Definitions: • Recruitment is the process of generating a pool of people to apply for employment to an organisation. • Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements.
  3. 3. RECRUITMENT The Process of generating a pool of qualified candidates for a particular job. The Process of discovering potential candidates. OR
  4. 4. RECRUITMENT BUSINESS OBJECTIVES RECRUITMENT HR PLANNING JOB DESCRIPTION JOB SPECIFICATION JOB ANALYSIS
  5. 5. RECRUITMENT GOALS/OBJECTIVES 1 Attract the Qualified Applicants. 2 Encourage Unqualified Applicants to self- select themselves out.
  6. 6. RECRUITMENT IS OF TWO WAY RECR UIT MEN T Organization is Looking for a Qualified Applicants Applicants are Looking for the Potential Emplacement Opportunities
  7. 7. RECRUITMENT PROCESS CANDIDATE ORGANIZATION Generate candidate pool via internal or external recruitment methods Vacant or New position occurs Evaluate Candidates via Selection process Impress Candidates Make Offer Acquire Employment Experience Receive Education and choose Occupation Search for Job Openings Apply for jobs Impress Company during Selection process Evaluate Jobs and Companies Accept or Reject Job Offers
  8. 8. SOURCES OF RECRUITMENT INTERNAL SOURCES EXTERNAL SOURCES SOURCES OF RECRUITMENT
  9. 9. Internal Recruiting Data base Promotions and Transfers Job Posting & Bidding Employee Referrals Re-recruiting former Employees & Applicants INTERNAL SOURCES SOURCES OF RECRUITMENT
  10. 10. SOURCES OF RECRUITMENT Cont . . . INTERNAL SOURCES ADVANTAGES DISADVANTAGES  Morale of Promotee  Better assessment of abilities  Lower cost for some jobs  Motivator for good performance  Causes a succession of promotions  Have to hire only at entry level  Inbreeding  Possible morale problems of those not promoted “Political” infighting for promotions  Need for management- Development program
  11. 11. SOURCES OF RECRUITMENT Cont . . . Schools Colleges & Universities Labor Unions Media Sources Employment Agencies EXTERNAL SOURCES
  12. 12. SOURCES OF RECRUITMENT Cont . . . EXTERNAL SOURCES ADVANTAGES DISADVANTAGES  New “blood” brings new perspectives  Cheaper and faster than training  Professionals  No group of political supporters in company  Organization already  May bring new industry insights  May not select someone who will “fit” the job or organization  May cause morale problems for internal  Candidates not selected  Longer “adjustment” or orientation time
  13. 13. INTERNET RECRUITING METHODS INTERNET RECRUITING METHODS 1. Job Boards 2. Employer Web Sites
  14. 14. INTERNET RECRUITING METHODS Cont . . . ADVANTAGES DISADVANTAGES  Cost savings  Time savings  Expanded pool of applicants  More unqualified applicants  Additional work for HR staff members  Many applicants are not seriously seeking employment  Access limited or unavailable to some applicants
  15. 15. CONSTRAINTS ON RECRUITMENT Image of the Company Attractiveness of Job Internal Organizational Policy Recruitment Cost
  16. 16. BUSINESS OBJECTIVES RECRUITMENT HR PLANNING JOB DESCRIPTION JOB SPECIFICATION JOB ANALYSIS SELECTION
  17. 17. SELECTION 1 • The Process of making a “Hire” or “No Hire” decision regarding each applicant for a job. 2 • Selection is the process of choosing qualified individuals who are available to fill the positions in organization. Or
  18. 18. BASIC SELECTION CRITERIA BASIC SELECTION CRITERIA Formal Education Experience and Past Performance Physical Characteristics Personality Characteristics
  19. 19. SELECTION METHODS 1. Testing 2. Gathering Information 3. Interviewing The Three most Common Methods used are:
  20. 20. SELECTION METHODS Cont . . . Tests measure knowledge, skill, and ability, as well as other characteristics, such as personality traits. 1. TESTING TESTING TYPES Cognitive Ability Test Integrity Test Personality Test Drug Test Physical Ability Test Work Sample Testing
  21. 21. It measures the learning, understanding, and ability to solve problems. e.g. Intelligence Tests. 1. Cognitive Ability Testing It measures the patterns of thought, emotion, and behavior. e.g. Myers Briggs 3. Personality Testing It assesses muscular strength, cardiovascular endurance, and coordination. 2. Physical Ability Testing SELECTION METHODS Cont . . . TESTING TYPES
  22. 22. SELECTION METHODS Cont . . . It is designed to assess the likelihood that applicants will be dishonest or engage in illegal activity. 4. Integrity Testing Normally requires applicants to provide required sample that is tested for illegal substances. 6. Drug Testing Measures performance on some element of the job. 5. Work Sample Testing TESTING TYPES
  23. 23. SELECTION METHODS Cont . . . 2. INFORMATION GATHERING: Common methods for gathering information include application forms and résumés, biographical data, and reference checking.
  24. 24. SELECTION METHODS Cont . . .  Generally ask for information such as address and phone number, education, work experience, and special training.  At the professional-level, similar information is generally presented in résumés. Application Forms and Résumés  Historical events that have shaped a person’s behavior and identity. Biographical Data  Involves contacting an applicant’s previous employers, teachers, or friends to learn more about the applicant Issues with reference checking Reference Checking
  25. 25. SELECTION METHODS Cont . . . 3. INTERVIE WS:  The interview is the most frequently used selection method.  Interviewing occurs when applicants respond to questions posed by a manager or some other organizational representative (interviewer).  Typical areas in which questions are posed include education, experience, knowledge of job procedures, mental ability, personality, communication ability, social skills.
  26. 26. SELECTION METHODS Cont . . . Types of Interviews 2. Unstructured Interviews 1. Structured Interviews Situational Interview Behavioral Interview
  27. 27. SELECTION METHODS Cont . . . SITUATIONAL INTERVIEW • In which the interviewer asks questions about what the applicant would do in a hypothetical situation BEHAVIORAL INTERVIEW • In which the questions focus on the applicant’s behavior in past situations. Uses a list of predetermined questions. All applicants are asked the same set questions. There are two types of structured interviews. 1. Structured Interviews Interviews-open ended questions are used such as “Tell me about yourself” 2. Unstructured Interviews • This allows the interviewer to probe and pose different sets of questions to different applicants.
  28. 28. Difference Between Recruitment And Selection* • Both recruitment and selection are the two phases of the employment process. • The differences between the two are: • * (Retrieved from http://www.naukrihub.com/recruitment/recruitment-vs- selection.html)
  29. 29. Difference Between Recruitment And Selection Recruitment • Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Selection • selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.
  30. 30. Difference Between Recruitment And Selection Recruitment • The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organization. • Recruitment is a positive process i.e. encouraging more and more employees to apply. Selection • The basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation. • Selection is a negative process as it involves rejection of the unsuitable candidates.
  31. 31. Difference Between Recruitment And Selection Recruitment • Recruitment is concerned with tapping the sources of human resources. • There is no contract of recruitment established in recruitment . Selection • selection is concerned with selecting the most suitable candidate through various interviews and tests. • selection results in a contract of service between the employer and the selected employee.
  32. 32. Refrences • Adhikari, D. R. (2010 A. D.). Fundamentals of Human Resource Management (3rd ed.). Kathmandu: Buddha Academic Enterprises Pvt. Ltd. • Agrawal, G. R. Dynamics of Human Resource Management in Nepal . Kathmandu: M.K Publishers and Distributors. • David A. Decenzo & Stephen P. Robbins (2002) Human Resource Management. (7th ed). John Wiley and Sons, Inc. Online accessed on 2015/01/13 • Gary Dessler; Biju Varkkey. (2011 A. D.). Human Resource Management (12th ed.). Delhi, India: Pearson. • Kamoche, K. N. (2001). Understanding Human Resource Management . Open University Press. Online accessed on 2015/01/13 • S.Schuler, R. (2001). Human Resource in Developing Countries. (P. S. Budhwar, & Y. A. Debrah, Eds.) New Brunswick,New Jersey,USA: Cardiff University. Online accessed on 2015/01/13

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