The document discusses the recruitment and selection process in human resource management. It begins by defining recruitment and selection, noting that recruitment involves finding potential applicants while selection involves choosing applicants with the right qualifications. It then outlines the importance of recruitment and selection in determining needs, increasing the applicant pool cost-effectively, reducing turnover, and facilitating contact with applicants. The document proceeds to describe the typical steps in the recruitment and selection process, from identifying vacancies to making a hiring decision. It concludes by comparing recruitment and selection and listing factors that can affect recruitment.
Recruitment : Meaning, Definition, Need,
Factors Affecting Recruitment, Internal and External
Sources of Recruitment and its Advantages and
Disadvantages,
Traditional and New Methods of Recruitment- ERecruitment, Talent Acquisition,
Difference between Recruitment and Talent Acquisition.
Selection: Meaning, Definition, Process, Difference
between Recruitment and Selection,
Great hiring doesn\'t happen by accident; it\'s the culmination of a series of thoughtfully planned and well executed events. At the beginning of hiring well is a sourcing strategy. This strategy outlines responsibilities, articulates the steps, plans for contingencies, and defines success.
Building this strategy can be difficult. To be effective, it should include a robust audit of source effectiveness, ROI measures, and cutting-edge methods. It is a toolkit that will address holistic sourcing approaches but be flexible enough to be tailored for unique needs.
Recruitment : Meaning, Definition, Need,
Factors Affecting Recruitment, Internal and External
Sources of Recruitment and its Advantages and
Disadvantages,
Traditional and New Methods of Recruitment- ERecruitment, Talent Acquisition,
Difference between Recruitment and Talent Acquisition.
Selection: Meaning, Definition, Process, Difference
between Recruitment and Selection,
Great hiring doesn\'t happen by accident; it\'s the culmination of a series of thoughtfully planned and well executed events. At the beginning of hiring well is a sourcing strategy. This strategy outlines responsibilities, articulates the steps, plans for contingencies, and defines success.
Building this strategy can be difficult. To be effective, it should include a robust audit of source effectiveness, ROI measures, and cutting-edge methods. It is a toolkit that will address holistic sourcing approaches but be flexible enough to be tailored for unique needs.
A presentation that throws light on the strategy that companies use when hiring an employee. This presentation is just for student base & for assignments.
Please Note : This is just a presentation & not an in-dept or accurate plan that is originally used by Google.
Impeccable HR Consulting Pvt. Ltd provides Top HR Consulting Services to BFSI, Automobile and Shipping industries in India. Through continuous effort in recruiting Top management profiles, Impeccable HR has gained the ‘Best HR Consulting’ recognition from Industry experts. They have successfully recruited over 18000 people in 4 different industry verticals so far and continue to empower all-sized businesses using a scientific Talent Mapping Technique. Contact Impeccable HR Consultants for all your recruitment and HR Advisory requirements.
By infusing human capital management processes with social, mobile, analytics and cloud technologies, companies can hire the right people at the right time — and then keep them.
A small ppt on the recruitment and selection practices @ yahoo with focus at the entry level as also how the process works in places which need constant creativity
Identify the key stages in the recruitment process.
Discuss the importance of developing a job analysis and job descriptions.
Outline the different types of recruitment strategies.
List the advantages and disadvantages of different recruitment strategies.
Research Paper Writing
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 . Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission
“To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer’s aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
A presentation that throws light on the strategy that companies use when hiring an employee. This presentation is just for student base & for assignments.
Please Note : This is just a presentation & not an in-dept or accurate plan that is originally used by Google.
Impeccable HR Consulting Pvt. Ltd provides Top HR Consulting Services to BFSI, Automobile and Shipping industries in India. Through continuous effort in recruiting Top management profiles, Impeccable HR has gained the ‘Best HR Consulting’ recognition from Industry experts. They have successfully recruited over 18000 people in 4 different industry verticals so far and continue to empower all-sized businesses using a scientific Talent Mapping Technique. Contact Impeccable HR Consultants for all your recruitment and HR Advisory requirements.
By infusing human capital management processes with social, mobile, analytics and cloud technologies, companies can hire the right people at the right time — and then keep them.
A small ppt on the recruitment and selection practices @ yahoo with focus at the entry level as also how the process works in places which need constant creativity
Identify the key stages in the recruitment process.
Discuss the importance of developing a job analysis and job descriptions.
Outline the different types of recruitment strategies.
List the advantages and disadvantages of different recruitment strategies.
Research Paper Writing
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 . Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission
“To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer’s aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
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.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
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Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
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This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
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June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
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2. Introduction
• Recruitment and Selection Process in HRM refers to the locating and
encouraging the potential applicants so as to pick that one who has
relevant qualifications and skills to fit for a job role in the organization. Its
simple purpose is to choose the most successful performing applicant from
the pool of Candidates. Both these process plays a very significant role in
finding the Best Fit of Employee for the organization. Recruitment is like a
Screening process to receive the Job Applications of Applicants and
conduct Interview so as to increase the Success rate of the Selection
Process. And in the Selection Process, the HR Manager matches the Exact
requirement of the Firm with the Skills and Ability of Candidates. There is
not any Fixed Recruitment and Selection process in HRM. It varies from
Organizations to Organizations.
3. Importance
• Determine the Present and Future Requirements of Firm-Recruitment
and Selection Process is to determine whether there is any Requirement of
any Applicant in Present and Future for firm. The HR Manager has to fulfil
both these needs.
• Increase the pool of Job Candidates at minimum cost- It is also done
to increase the pool of Job Candidates at the minimum cost. It’s because by
Recruitment and Selection process, firm can hire the Right Candidates from
the pool by conducting all the Required Selection tests and Interviews.
• Helps to reduce the probability of losing Candidates- It helps to
reduce the probability that the applicants once recruited and selected will
not leave the organization after a short period of time.
4. Importance
• Easier for applicants- Selection process is helpful for applicants to
better know about the Company which increases both Individual and
Organizational Effectiveness.
• Facilitates contact with Applicants- In conducting so many
Selection tests like Aptitude Test, Psychological Tests, Interviews and
more. It helps the HR Manager to have better contact with the
Applicants by knowing their skills. This helps in finding the Right
Applicant for a particular job.
• Better assure the Applicants- As an Applicant to crack or pass the
all the Interviews and Tests, it assures an Applicant about its Individual
Effectiveness. It also develops the Trust over the Company.
5. Steps in Recruitment and Selection Process in
HRM
• Recruitment and Selection Process starts from Identifying the Job
Vacancies, prepare the Job Preparation, advertising the Job Vacancies,
preliminary Interview. It involves so many Tests and Interviews which
Candidate has to pass to get the job. Those Applicants who clarifies all
these Tests and Interviews got selected for the Job. Those who don’t
clarifies are not selected. So, Let’s know all the steps in Detail.
• (i) Identify Job Vacancies- The Recruitment and Selection process starts with
the job vacancies. If there is any requirement of any Employee for the present
or future needs, then this process starts.
• (ii) Prepare Job Preparation and Job Specification- After identifying the
Vacancies, then the HR Manager prepare the Job Role and collect the Job
specifications like the required Qualifications, Skills, Years of experience etc.
to get that job
6. Steps in Recruitment and Selection Process in
HRM
• (iii) Advertising the Job Vacancy- Now HR Manager has prepared the Job
Preparation and Job Specification. After this, HR Manager advertise the Job
Vacancies to the various Job Portal Websites like Naukri.com, Indeed.com,
Monster.com, LinkedIn and various offline mediums like TV, Newspaper etc.
• (iv) Managing the Response- By Advertising the Job Vacancies, companies
receive a no. Of Resumes which HR Manager has to manage and shortlist
according to their appropriate qualifications and skills required for the
particular job.
• (v) Arrange the Interviews- Those candidates who has the relevant skills
required for the job are called for the scheduled Interviews.
• (vi) Reception- A Company is known by the Employees. To make a Good
Impression on the Candidate about the company so as to hire them it all
start from the reception.
7. Steps in Recruitment and Selection Process in
HRM
• (vii) Screening Interview- A Screening Interview is generally prepared by large
organizations to cut the cost of Selection by allowing only eligible candidates
to go through the further stages in Selection. This Interview is also known as
Courtesy Interview which is dependent on the suitability for a job such as Age,
Education, Experience, Pay Expectations, Location Choice etc.
• (viii) Application Blank- Application Blank is one of the Most Common
Method used to collect Information on various Aspects of the Applicants
academic, social, demographic, work related Background, Reference. It is a
Brief History Sheet of an Employee Background usually containing the
following information- Personal Data- Address, Sex, Family Occupation etc.
• Marital Data- Single/Married, Children etc. Physical Data- Height, Weight etc.
• Education Data- Educational Qualifications, Marks Obtained. Employment
Data- Past Experience, Nature, Promotion, reason for leaving Previous Job,
Salary Expectations etc.
8. Steps in Recruitment and Selection Process in
HRM
• Extra-Curricular Activities Data- Participation in other activities in College
Fest like Anchoring, Business Plan or any other Sports Participation.
References- If there is any Reference of Applicant from any Employee, then
they have to write their name.
• (ix) Selection Test- A Selection Test is a standardized objective
measure of a person’s behaviour performance or attitude. These tests
play a major role in Recruitment and Selection Process Some of the
Commonly used Selection Tests are-
• Intelligence Test- This test is conducted to know the Mental Ability of the
Candidate. In this, several questions are asked to know his Judgement Power,
Decision Making and other skills.
• Aptitude Test- In this Test, some Verbal, Reasoning, Numerical Questions are
asked to know the ability to perform the job.
9. Steps in Recruitment and Selection Process in
HRM
• Personality Test- In this, all the personality traits and Personality Development related questions are
observed by the External Checker. In this, the Checker asks the Candidate to give a presentation etc. so as to
check their presentation skills, public speaking skills, soft skills and lot more.
• PIP Test- PIP stands for Projective, Interest, Preference Test.
• In Projective Test, the team gives the different situations, problems according to their Attitudes, Motives and
Values.
• Interest Test is conducted to know the Interests of that Employee in the specific job. It is related to the areas
of the work in which he/she is specialized.
• In Preference Test, the Team compares the Individual effectiveness with the Organizational requirements to
know whether is a better choice for a Company or not.
• Graphology Test- This test is conducted to test the handwriting of the candidates because The Handwriting
also specifies the Nature of the Candidate which comes in psychology.
• Integrity Test- This test is conducted to predict the honesty of the employees by giving the different
situations so that to develop a trust in the company.
• Achievement Test- If an Applicant knows something, achievement test is conducted to measure how well
they know it i.e. Typing Test, Decision Making Test etc.
10. Steps in Recruitment and Selection Process in
HRM
• (x) Selection Interview-
• This is a very Important step in the Selection Process in HRM. Even for the Exams,
this question alone comes for 10 to 14 marks. So, Selection Interview is the oral
examination of candidates for employment. In this step, Interviewer tries to
obtain and synthesize information about the abilities of the interviewer and the
requirement of the job. Interview gives the Recruiter an opportunity to:
• Size up the Interviewee’s agreeableness.
• Ask Questions that are not covered in the Selection Test.
• Obtain as much pertinent information as possible.
• Access Subjective aspects of Candidate by their Facial Expression, Appearance, Nervousness
etc.
• Make judgements on Interviewee’s Enthusiasm and Intelligence.
• Give Facts to the Candidates regarding company policies, programmes and promotes the
goodwill of the Company.
11. Steps in Recruitment and Selection Process in
HRM
• Types of Interview
• The types of Interview are as following-
• Directive Interview- Directive Interview is a kind of pre-planned interview in which Interviewer
asks some predetermined questions from the Interviewee. This is also known as Structured
Interview. In this, the questions can be related to their Education, Personal Information etc.
• Non-Directive Interview- Non- Directive Interview is the opposite of Directive Interview. In this,
no planned questions are asked from the Interviewers and this is also known as Unstructured
Interview.
• Situational Interview- Situational Interview is the type of Interview where the Interviewer gives
some situation to the Interviewee and ask him how you will react or respond.
• Behavioural Interview- In this, Interviewer judge the behaviour of Interview by asking some
psychological questions like How you will feel if you will be dominated by the Female Candidate?
Do you feel women’s inferior from men? These are some of the examples and the count goes on.
• Panel Interview- In this type of Interview, a group of 3-4 Interviewers conducts the Interview and
ask the questions related to the job.
12. Steps in Recruitment and Selection Process in
HRM
• (xi) Medical Examination- Those applicants who have cleared the
Interview process go for Medical Examination. Every company wants
their Employee to have all the physical qualities like High Stamina,
Tolerance of Difficult Working Conditions, Clear Tone of Voice etc. It
reveals whether or not a Candidate possess these qualities.
• (xi) Reference Checks- Once the Interview and Medical Examination
of the Candidate is over, the HR Department engages in checking the
references. In this step, Candidates have to fill in the names of 2-3
references in their application form.
13. Steps in Recruitment and Selection Process in
HRM
• (xi) Hiring Decision- The Line Manager has to make the final decision
now whether to select or reject a candidate after getting the
information from different above techniques earlier.
• The Line Manager has to take adequate care in taking the final
decision because of Economic, Behavioural and Social Implications of
the Social Decision.
• (xii) Appointment Letter- After choosing the Hiring Decision, then
Line Manager gives the Appointment Letter to that candidate. So, this
ends to the Recruitment and Selection Process in HRM.
14. Difference between Recruitment and Selection
Process in HRM
Basis of
Difference
Recruitment Selection
Meaning It is the process of
locating and
encouraging potential
applicants to apply for
existing and anticipated
job openings.
It is the process of
picking those
individuals who have
the relevant
qualifications to fill the
jobs.
Objective Invite more and more
applications for the
vacancy
To Select that
employees who is
suitable according to
the skills,
qualifications.
Sequence First Second
Approach Positive Approach Negative Approach
15. Difference between Recruitment and Selection
Process in HRM
Basis of
Difference
Recruitment Selection
Process In this, vacancies are
advertised on various
Job Portal Websites and
Offline mediums by
which applicants get
notified.
It includes various
steps from Screening
Interview to various
Selection Tests,
Medical Examination, etc.
Dependent Recruitment is not
dependent upon the
Selection.
Selection is
dependent upon the
Recruitment.
Time
Consuming
It requires less time. It involves more time.
Method Economical Expensive
16. Factors Affecting Recruitment
• Recruitment is an important function of the Human Resource
Management in an organization, and it is governed by a mixture of
various factors. Proactive HR Professionals should understand these
factors influencing the recruitment and take necessary actions for the
betterment of the organization. When the market condition changes,
the organization also needs to monitor these changes and discover
how it affects the resources and analyse these functions for making
recruitment an effective process. We have Internal Factors as well as
External Factors that influence the recruitment process.
17. Internal Factor
• Size of organization
• Recruiting policy
• Image of organization
• Image of job
18. External Factor
• Demographic factors
• Labour market
• Unemployment rate
• Labour laws
• Legal considerations
• Competitors