The document discusses the selection process for hiring employees. It describes the importance of getting the selection process right to avoid hiring unsuitable candidates. The selection process typically involves preliminary interviews, selection tests, employment interviews, reference and background checks, physical examinations, job offers, and employment contracts. Tests may assess aptitude, mental ability, mechanical skills, and performance. Reference checks provide factual information about candidates and discourage those trying to hide things. The physical examination evaluates a candidate's health. The job offer and employment contract formalize the terms of employment if accepted.

2. 
Selection Process

3. 
Introduction
 What is selection process?
 Why is it important to get right?

4. 
 The process of assessing candidates
and appointing a post holder.
 Applicants short listed, most suitable
candidates selected.
 Selection process varies according to
organisation.
Selection

5. 
 Making a bad selection decision is costly
in terms of the cost of the recruitment and
selection process itself, salary,
management time and resources.
 If you select someone unsuitable you
might need to spend time, managing their
performance and it might affect other
employees.
Importance of Selection to be
right

6. 
 Preliminary Interview
 Selection Tests
 Employment Interview
 Reference and Background Analysis
 Physical Examination
 Job Offer
 Employment Contact
Selection process

7. 
Preliminary Interview

8. 
 In preliminary interview the applicant
is given the job details enabling him to
decide whether the job will suit him or
not.
 In preliminary interview, interviewer
ask general question.
Preliminary Interview

9. 
Selection Tests

10. 
 Aptitude Test
 Mental Ability Test
 Mechanical Aptitude Test
 Psycho Motor Test
 Performance test
Selection Tests

11. 
 Factual information about Candidate.
 Encourages applicants to be honest.
 Discourages applicants who hide
something.
Reference & Background
Analysis

12. 
 It includes medical examination ,or
clinical examination ( more popularly
as a check-up or medical ) is the process
by which a medical professional
investigates the body of a patient for a
signs of diseases . It generally follows
the taking of the medical history.
Physical Examination

13. 
 A job offer is an invitation for a
potential employee, whether he or she
has applied for a job, or not, to become
an employee in your organization. The
job offer contains the details of your
employment offer.
Job Offer

14. 
 An employment contract is a written
legal document that lays out binding
terms and condition of employment
between an employee and an employer.
Employment Contract

15. 
RECRUITMENT

16. 
 Meaning of recruitment .
 Recruitment organization .
 Methods of recruitment.
 Steps in recruitment process.
TABLE OF CONTENTS

17. 
“Recruitment is the process of
searching for prospective employees
and stimulating and encouraging the to
apply for the job.” – (Flippo EB, 1980)
DEFINITION

18. 
RECRUITMENT NEEDS

19. 
 Recruitment needs are of three types:
 Planned: Arises from changes in organization and
retirement policy.
 Unexpected: Arises during resignations, deaths,
accidents and illness.
 Anticipated: Refers to those movements in personnel
which an organization can predict by studying trends
in the internal and external environments.
RECRUITMENT NEEDS

20. 
 Requisitions contains the details about
the positions to be filled, no. of persons
to be recruited, etc.
 Developing and location of sources, i.e
both internal and external.
Communicating the information of the
organization to acquire prospective
employees.
Steps in Recruitment
Process:

21.  Encouraging the identified candidates to
apply for the job.
 Analyzing and evaluating the
effectiveness of recruitment process by
candidate progression.

22. 
Recruitment Policy

23. 
 It specifies the objectives of
recruitment and provides a framework
for the implementation of the
recruitment programe.
Recruitment Policy

24. 
Elements of Recruitment
process

25. 
Elements of Recruitment
process
 Recruitment Policy
 Recruitment organization
 Developing sources of recruitment
 Methods of recruiting

26. 
General principal

27. 
General principles a recruitment policy
involves which reflect the employer’s
commitment are :
 To find and employ the best qualified
persons for each job .
 To retain the most promising of those
hired .
General Principles

28.  To offer promising opportunities for
the life time working careers .
 To provide facilities and opportunities
for personal growth on the job.

29. 
Factors affecting recruitment
policy

30. 
 Organizational objectives
 Personnel policies of the Organization and
its competitors.
 Government policies on reservations .
 Preferred sources of recruitment .
 Organization’s recruitment needs .
 Recruitment costs .
 Financial implications.
 Selection criteria and preferences etc.
Factors affecting recruitment
policy

31. 
Recruitment Organization
 Centralized recruitment
 Decentralized recruitment

32. 
 Recruitment methods are the means by
which and organization attempts to
establishes contact with potential
candidates, provides them necessary
information and encourages them to
apply for jobs.
METHODS OF
RECRUITMENT

33. 
 Meaning of recruitment
 Steps in recruitment process
 Recruitment policy
 Recruitment organization
 Sources of recruitment
 Methods of recruitment
SUMMARY

34. 
Brain drain

35. 
 A brain drain or human capital flight
is an,
emigration of trained and talented
individuals
(“human capital”) to other nation or
jurisdications.
INTRODUCTION

36. 
History of brain drain

37. 
Example of brain drain

38. 
Example of brain drain

39. 
EXAMPLE OF BRAIN
DRAIN

40. 
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