The document discusses the recruitment and selection process. It defines recruitment as the process of searching for prospective employees and stimulating them to apply for jobs. The selection process involves choosing the most appropriate candidates through various steps like job analysis, application forms, interviews, tests, and medical examinations. The goal is to find the right candidate that matches the job requirements. If selected, the final step is making a job offer to the successful candidate.

1. Recruitment & Selection

2. Recruitment

3. Meaning:
Recruitment is a process to discover the
sources of man power to meet the requirement
of staffing scheduled and to employee effective
measure for attracting man power in adequate
number to facilitate effective selection of an
efficient work force.
Definition:
According to Edvein B. Flippo
“Recruitment is the process of
searching for prospective employees and
stimulating them to apply for jobs in the
organisation”.

4. Process of Requirement:
i. Finding out and developing the sources
ii. Developing the suitable techniques
iii.Stimulating the candidates as many as
possible

5. Source of Recruitment
• Internal Source
a.Present Permanent employment
b.Present temporary / Casual employees
c.Dependents of deceased, displaced or retired
employees
d.Retrenched / retired Employees
e.Employee Referrals.
• External Source
a.Campus Recruitment e. Data banks
b.Private Employment Agencies f. Casual
Applicants
c.Public Employment Exchanges g. Similar
Organisations

6. Recruitment Techniques
Recruitment techniques are the means or
media by which management contacts
prospective employee or provides necessary
information or exchanges ideas or stimulates
them to apply for jobs.
Management uses different types of
techniques to simulate internal and external
candidates.
Internal Candidate
External Candidate

7. Internal Candidate
Promotion:
It is the most of the internal candidate would
be stimulated to take up higher responsibilities and
express their willingness to be engaged in the higher
level jobs if management gives them the assurance that
they will be promoted to the next higher level.
Transfers:
employees will be stimulated to work in the
new sections or places if management wishes to transfer
them to the places of their choice.

8. External Candidates
Recommendation of Present Employee
Management can contact, persuade the
outsiders to apply for job in the organisation through the
recommendation to the candidate by the present
employee, trade union leaders, etc.,
Scouting
Scouting means sending the representation
of the organisation to various sources of recruitment with
a view to persuading or stimulating the candidates to
apply for jobs.

9. Create Employee Brand
Positive and highly reputable employer brands
inspire the job seekers to apply for a position even
without an advertisement or scouting. So firms have
been creating and developing employer’s brand.
Advertisement
This is widely accepted technique of recruitment,
though it mostly provides one way communication. It
provides the candidate in different sources, the
information about the job and company and stimulate
them to apply for jobs.
It includes advertising through different media like
newspaper, magazines of all kinds, radio, television etc.,

10. Selection

11. Meaning:
selection means choosing the most
appropriate candidate and offer them jobs. The
selection procedure is a system of functions and
devices adopted in given company to ascertain
weather the candidate specification are matched
with job specification and recruitment or not.
Selection Procedure
It means the process that an organisation
follows to select the candidates for various job.
Company may follow different techniques
depending upon size, nature of business, kind,
number of persons to be employed, Govt

12. Scientific Selection
Procedure

13. Steps
 Job analysis
 Recruitment
 Application form
 Written examination
 Preliminary interview
 Group decision/ Business games
 Test
 Final interview
 Medical examination
 Reference check
 Line manager decision
 Employment

14. Job Analysis
A job is a group of positions that are similar
as to kind to level of work
The organisation should find out the right
man for the right job at right time.
According to U.S. Department of Labour
“Job analysis is the process of
determining by observation and study, and
reporting pertinent information relating to the
nature of a specific job”.

15. Recruitment
Recruitment is a process to discover the
sources of man power to meet the requirement
of staffing scheduled and to employee effective
measure for attracting man power in adequate
number to facilitate effective selection of an
efficient work force.
Definition:
According to Edvein B. Flippo
“Recruitment is the process of
searching for prospective employees and
stimulating them to apply for jobs in the
organisation”.

16. Application Form
It includes persona; background information,
educational attainment work experience, salary,
personal items reference.
Information is generally required on the
following items in the application forms:
1.Personal Background Information
2.Educational Attainments
3.Work Experience
4.Personal Items
5.references

17. Written Exam
The organisation have to conduct written
examination for the qualified candidates after
they are screened on the basis of application
blanks so as to measure candidate’s ability in
arithmetical calculations, to know the candidates’
attitude towards job, and also measure the
candidate aptitude, reasoning, knowledge in
various disciplines, general knowledge and
English language.

18. Preliminary Interview
The preliminary interview is to find out
necessary information from the prospective
applicants and to assess the applicant’s
suitability to the job.
Preliminary interviews are short and known
as stand-up interviews or sizing-up of the
applicants or screening interviews. This
interview is also useful to provide the basic
information about the company to the candidate.

19. Group Discussion/ Business
Games
The technique of group discussion is used in
order to secure further information regarding the
suitability of the candidate for the job. It is a method
were selected candidates are brought around a
table and are asked for discuss either a case study
or a subject matter.
A selection panel then observes the candidates
in the areas of initiating the discussion, explaining
the problem, soliciting unrevealing information
based in the given information.
The selection panel based on its observation,
judges the candidates, skill and ability and ranks
them according to their merit.

20. Tests
There are different types of tests:
1. Aptitude Test
These test measures weather an individual
has the capacity or ability learn a given job if
given adequate training.
2. Achievement Test
These tests are coundected when applicants
claim to know something these tests are
concerned with what one has accomplished
these tests are more useful to measure the
value of specific achievement when an
organisation wishes to employee experience

21. 3. Situational Test
These test evaluates a candidate in a similar
real life situation. In this test the candidate is
asked either to cope with situation or solve
critical situations of the job
4. Interest Test
These tests are inventories of the likes and
dislikes, job, occupations, hobbies and
recreational activities. The purpose of these test
is to find out weather the candidate is interested
or disinterested in the job and find out in which
area of candidate is interested

22. 5. Personality Test
These test prove deeply to discover clues to
an individuals value system, emotional reactions
and characteristics mode. They are expressed in
such trades like self confidence, emotional
control optimism, sociability, objectivity, patience
initiative, sympathy judgement dominance,
integrity and stability etc.,

23. Final Interview
In this step the interviewer matches the information
obtained about the candidate through various means to
the job requirement and information obtained through his
own observation during interview.
I. Informal Interview
II. Formal Interview
III. Planned Interview
IV. Patterned Interview
V. Non-directive Interview
VI. Depth Interview
VII. Stress Interview
VIII.Group Interview
IX. Panel Interview

24. Medical Examination
Certain jobs require certain physical qualities
like clear vision, perfect hearing, unusual
tolerance of hard working conditions, clear tone,
etc., medical examination reveals whether or not
a candidate possess these qualities.

25. Reference Check
After completion of the final interview and
medical examination, the personal department
will engage inn checking references. Candidate
are required to give the names of reference in
the application forms.

26. Line Manager Decision
The line manager concerned has to make
the final decision whether to select or reject a
candidate after soliciting the required information
through different techniques discussed earlier.

27. Employment.
Thus, after taking final decision the
organisation has to intimate this decision as well
as unsuccessful candidates. The organisation
sends the appointment orders to successful
candidates either immediately or after sometime
depending upon its time schedule.