Presentation on selection
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Selection involves screening candidates for vacant positions and choosing those with the required abilities and qualifications. This leads to hiring competent employees with higher efficiency and lower absenteeism, turnover, and accidents, improving job satisfaction and morale. However, selection requires expertise, time, multiple rooms, and costs to develop and administer, especially for large organizations. Factors considered include physical and personal characteristics, skills, competency, temperament, and interests. Companies may follow different selection procedures depending on their size, nature of business, number of candidates, and regulations. External factors like supply/demand, the labor market, unemployment, and laws affect selection, as do internal factors such as company image, policies, HR planning, and hiring costs.
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2) The goal is to reject unsuitable candidates at each stage through a "successive hurdles technique" until the best candidates remain.
3) An effective selection process reduces errors in hiring by accurately predicting who will and won't succeed in a role.
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3) Searching for candidates through various internal and external sources.
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The document discusses recruitment and selection processes. Recruitment involves attracting qualified candidates and can utilize strategies like recruiters, campus recruiting, professional associations, websites, social media, events, and referrals. The selection process refers to choosing candidates with the right qualifications and may involve job analysis, developing criteria, reviewing resumes, interviews, testing, and making an offer. Factors like the budget, market conditions, laws and competition can influence recruitment while selection aims to avoid discrimination and ensure fit with the role and company culture.
Recruitment
This document discusses recruitment processes and strategies. It defines recruitment as searching for and obtaining job applicants. Benefits of recruitment for organizations include determining workforce needs, increasing the candidate pool at low cost, improving selection success, and meeting legal obligations. Factors influencing recruitment are both external (labor market, politics) and internal (personnel planning, growth). The recruitment process involves planning job vacancies, analyzing jobs, sourcing applicants, evaluating candidates, and controlling costs. Common recruitment sources are present/former employees, agencies, advertisements, campus recruiting, and social media. Metrics like yield ratios help evaluate recruitment effectiveness. Realistic job previews can improve retention by managing expectations.
Mba ii hrm u-2.3 recruitment
Recruitment involves attracting job applicants and obtaining as many as possible. It is an ongoing process influenced by both external factors like supply/demand and internal factors like a firm's recruitment policy. The recruitment process has five stages: planning, strategy development, searching, screening, and evaluation/control. Sources of recruitment can be internal through current/former employees or external through advertisements, agencies, and websites. Both internal and external recruitment have advantages and disadvantages such as cost and ability to find new skills.
Recruitment and Selection in WGEO 1.pptx
This document summarizes the recruitment and selection process at WGEO, a UAE-based company. It identifies strengths like a strong employer brand and clear job descriptions, as well as weaknesses such as a limited candidate pool and lengthy hiring process. Recommendations are provided to expand sourcing channels, enhance employer branding, streamline hiring, provide interviewer training, collaborate with educational institutions, stay updated on legal requirements, and monitor performance. The summary aims to assess compliance with UAE HR law and identify opportunities to improve recruitment and selection practices.
Talent acquisition
Talent acquisition is the process of finding and acquiring skilled human labor for organizational needs and to meet any labor requirement. When used in the context of the recruiting and HR profession, talent acquisition usually refers to the talent acquisition department or team within the Human Resources department. The talent acquisition team within a company is responsible for finding, acquiring, assessing, and hiring candidates to fill roles that are required to meet company goals and fill project requirements.
Lesson 3 the_acquisition_process_employee_selection_techniques
The document provides an overview of the employee recruitment and selection process, including the typical steps an applicant goes through. It discusses recruitment methods like internal postings, referrals, and advertisements. It also examines selection tools such as application forms, interviews, tests, and assessment centers. The purpose is to understand how organizations attract and evaluate candidates for jobs.
Lesson 3 the_acquisition_process_employee_selection_techniques
The document provides an overview of the employee recruitment and selection process, including the typical steps an applicant goes through. It discusses recruitment methods like internal postings, referrals, and advertisements. It also examines selection tools such as application forms, interviews, tests, and assessment centers. The purpose is to understand how organizations attract and evaluate candidates for jobs.
HRM process.pptx
The document discusses the HRM processes of recruitment, selection, and induction. It defines recruitment as searching for prospective job candidates and stimulating them to apply. Selection is the process of choosing the best candidate for a role. Induction, also called orientation, is the process of welcoming new employees and providing them essential information about the organization, their role, and workplace. The document outlines various recruitment methods like campus recruitment, internships, and advertisements. It also describes the selection steps of application screening, interviews, tests, reference checks, and making a final hiring decision. The objectives and types of induction processes are explained as well.
recruitment
The document discusses recruitment and e-recruitment. It defines recruitment as attracting potential employees and stimulating them to apply for jobs in an organization. It discusses factors affecting recruitment like internal factors such as company size and external factors like labor market conditions. It also discusses the recruitment process which includes identifying vacancies, advertising, screening applications, interviews and making offers. Sources of recruitment include internal sources like promotions and external sources like job boards. The document also discusses trends in e-recruitment like using it to improve company image and reduce costs, and how organizations evaluate e-recruitment success based on metrics like time to hire and cost savings.
RSTD
This document summarizes key aspects of recruitment, selection, training, and development processes. It defines recruitment as the process of finding and attracting job candidates, and outlines the main stages in the recruitment process. It also discusses different sources of recruitment and factors that affect recruitment. Selection methods like interviews, tests, and assessments are described. The importance and objectives of training and development are explained. Different training models like the systems model and instructional systems development model are summarized. The roles of training consultants and HR professionals in training are highlighted.
Group_6.pptx
A staffing model considers factors like organization size, industry, workforce demographics and business objectives to determine appropriate staffing levels and employee types. It involves evaluating goals, identifying factors affecting the model, analyzing the current state, developing a solution, recruiting accordingly, prioritizing retention. Common factors to consider are job requirements, goals/culture, budget, workload, future growth, recruitment channels, training. Staffing includes recruitment from internal and external sources, selection through application screening, testing, interviews, and hiring the best candidates.
4 staffing activities
The document discusses various staffing activities including recruitment, selection, and onboarding processes. It covers topics such as determining hiring needs, attracting candidates, screening applicants, interviewing, assessing skills, and integrating new employees. Recruitment sources include internal referrals, job boards, agencies, and campus recruiting. The use of electronic recruiting and talent management systems is also addressed.
RECRUITMENT & SELECTION.pptx
The document discusses the recruitment and selection process. It begins by outlining the key steps in recruitment, including analyzing job requirements, advertising vacancies, managing responses, shortlisting candidates, and appointing employees. Both internal and external recruitment sources are discussed. Selection involves identifying qualified candidates through screening applications, conducting interviews, checking references, and making a hiring decision. The goals are to recruit and select the most suitable candidates who are qualified and capable of fulfilling the job responsibilities.
recruitmentandselection-170313045824 (1).pdf
The document provides an overview of recruitment and selection processes within an organization. It discusses key topics such as the importance of recruitment, factors influencing recruitment, sources of recruitment, recruitment methods, the selection process, and barriers to effective selection. The recruitment process involves job analysis, planning, developing strategies, searching for candidates, screening applicants, and evaluating the process. Selection methods include preliminary interviews, tests, employment interviews, reference checks, making a selection decision, and extending job offers. The document also compares and contrasts recruitment and selection.
Recruitment and selection
The document provides an overview of recruitment and selection processes within an organization. It discusses key topics such as the importance of recruitment, factors influencing recruitment, sources of recruitment, recruitment methods, the selection process, and barriers to effective selection. The recruitment process involves job analysis, planning, developing strategies, searching for candidates, screening applicants, and evaluating the process. Selection involves differentiating among applicants using tools like interviews, tests, background checks, and making offers to the most qualified candidates.
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Presentation on selection
- 2. Meaning of Selection • Selection involves a series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. • The process of selection leads to employment of persons who possess the ability and qualifications to perform the jobs which have fallen vacant in an organization.
- 3. Significance of selection • Keep the rates of absenteeism and labour turnover low. • Competent employees show higher efficiency. • Rate of industrial accidents will be low. • Higher job satisfaction. • High morale.
- 4. Disadvantage Of Selection • Require expertise to develop • Require high ratio of rates to participate • Require multiple rooms for administrative • Developmental time can be lengthy • Time consuming • Cost more ( time & dollars) • Involves more people • Difficult to administer for large • Still some what removed from the job
- 5. FACTORS TO BE CONSIDERED FOR SELECTING • Physical Characteristics • Personal characteristics • Proficiency or skill and ability • Competency • Temperament and character • Interest
- 6. SELECTION PROCEDURE • There is no standard selection process that can be followed by all the companies in all the areas. Companies may follow different selection techniques or methods depending upon the size of the company, nature of the business, kind and number of persons to be employed, government regulations to be followed etc. Thus each company may follow any one or the possible combinations of methods of selection in the order convenient or suitable to it.
- 7. Steps in scientific selection process Job analysis recruitment Application form Written examination Preliminary interview Business games
- 8. Selection tests Final interview Medical examination Reference check Line manager decision Job offer Employment
- 9. Environment Factor Affecting Selection (1) External Factor I. Supply & Demand II. Labour Market III. Unemployment rate IV. Legal & Political Consideration (2) Internal factor I. Company Image II. Company Policies III. Human Resource Planning IV. Cost Of Hiring