Recruitment Recruitment is a possible step which aims at attracting a number of candidates to apply for the given job. The higher the number of people who apply for a job the higher will be the possibility of getting a suitable employee. HR planning Identify job vacancy Prepare job description and job specification Advertising the job vacancy Short-listing Selection is the process of identifying and choosing the best person out of a number of prospective candidates for a job. The management goes through the qualification and experience of all the candidates and matches them with the job roles in order to decide on the most suitable ones for the job.

1. PRESENTATION ON
Presented by
AjitMajumder
ABMFT 1601
DEPTT. OF ABMFT

2. What is recruitment
Recruitment is a possible step which aims at
attracting number of candidates to apply for the
given job.
The higher the number of people who apply for a
job the higher will be the possibility of getting a
suitable employee.

3. Importance of recruitment
 Attract more candidates to apply in the
organization.
 Process which links employers with employees.
 Increase the pool of candidates for job at
minimum cost.
 Determine present and future requirements of the
organization with proper planning.
 To provide good quality people to the
organization.

4. Recruitment process
 HR planning
 Identify job vacancy
 Prepare job description and job specification
 Advertising the job vacancy
 Short-listing

6. Transfer
Promotion
s
Re-
employme
nt of ex-
employee
s
Internal sources

7. Transfers
 Transfer means shifting an employee from one
job to another, one department to another or from
one shift to another without any change in his
rank and responsibility.

8. Promotions
Promotion is vertical movement of an employee
within the organisation. In other
words, promotion refers to the upward
movement of an employee from one job to
another higher one, with increase in salary, status
and responsibilities.

9. Re-employment of ex-
employees
Business organizations invite and appoint ex-
employees to fill existing vacancies.

11. Internal vs External
recruitment

12. Selection
Selection is the process of identifying and choosing
the best person out of a number of prospective
candidates for a job.
The management goes through the qualification and
experience of all the candidates and matches them
with the job roles in order to decide on the most
suitable ones for the job

13. Selection process
Preliminary screening
Selection tests
Employment interview
Reference and
background checks
Selection decision
Job offer
Medical examination
Contract of employment

14. Screening is the process of checking
the contents of the applications by an
organisation to ensure that the
minimum eligibility conditions in
respect of age, experience,
necessary qualifications and skills
are fulfilled by the candidates.
The purpose of these tests is to
measure skills and abilities of the
candidates e.g. Intelligence tests,
aptitude tests, personality tests
Preliminary
screening
Selection tests

15. Face to face in depth conversation
to evaluate the applicants
suitability for the job
Addition quality assessment e.g.
Balance temperament, honesty,
loyalty etc.
Final decision on who pass the
tests, interviews, and reference
Employment
interview
Reference and
background checks
Selection decision

16. Physical fitness is examined for job
like police, army etc.
Job offer contains a date by which the
appointee must report on duty,
details regarding salary, terms of
employment etc
Documents verification and Contract
of employment
Medical examination
Job offer
Contract of
employment

17. Conclusion
“if an HR person is trying to choose people for an
organization, knowing their values is very
important-if they are not consistent with the
organization’s values they are not likely to stay
very long.”
Professor, Roger Collins.

18. Thank
You