Recruitment and selection
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The document summarizes the recruitment and selection process at Reliable Data Services Pvt Ltd. It provides details about the company such as it was established in 2001 in Noida, Uttar Pradesh. It has 39 branches and is led by Director Anil Jha. The document then defines recruitment and selection and describes the internal and external recruitment trends as well as the recruitment process. It outlines the objectives of the research project on recruitment and selection practices at Reliable Data Services. Key findings from the research include that 66.66% of employees are male, 90% of employees prefer working at the company, and 73.33% of candidates are selected through interviews.
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Recruitment & selection
The presentation summarizes the recruitment and selection process at Methodex Systems Limited. It discusses the company introduction, products, objectives of studying the recruitment process, research methodology used involving primary and secondary data collection, analytical and exploratory research methods, data analysis tools including Microsoft Excel, charts, and interviews. The presentation recommends making the selection process less time consuming, conducting virtual screening tests, carefully evaluating candidates, and adopting technological changes. It finds that management is satisfied with the existing process, it is impartial and not lengthy.
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This document discusses recruitment and selection processes. It defines recruitment as discovering potential applicants for organizational vacancies. The recruitment process involves planning, searching, evaluation, and control. Key factors in recruitment include sources of applicants and challenges faced by HR like globalization and lack of motivation. Selection is picking qualified candidates from the applicant pool. The selection process involves matching organizational needs with candidate skills through steps like screening and evaluation. Recruitment encourages applications while selection attempts to reject unsuitable candidates. Selection follows and is more expensive than recruitment.
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This document discusses recruitment and selection processes. It defines recruitment as finding and attracting capable job applicants, and selection as choosing the most suitable candidates for employment. The importance of recruitment is to obtain high quality personnel while ensuring legal and social requirements are met. Sources of recruitment include internal options like current employees or external options like job advertisements. Selection aims to choose the best candidates by verifying information and assessing quality through tools like interviews, tests, and background checks. The key aspects and steps of both recruitment and selection processes are also outlined.
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Factors Affecting Recruitment
The document discusses internal and external factors that affect recruitment policies and processes. Internal factors include an organization's recruitment policy, human resource planning, size, costs, growth, reputation, job image, and age. External factors are outside an organization's control and include supply and demand, the labor market, reputation, political/legal environment, unemployment rates, and competitors. Both internal and external factors influence recruitment, but organizations can control internal factors by adjusting policies while having to adapt to external trends.
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This document provides an overview of the fertilizer industry in India and profiles of major fertilizer companies. It lists the nine public sector undertakings and two cooperative societies under the administrative control of the Department of Fertilizers. It also provides the names and websites of major fertilizer associations and companies in India, including public sector, cooperative sector and private sector players. The Nagarjuna Fertilizers and Chemicals Limited (NFCL) case study focuses on analyzing the recruitment and selection process at NFCL.
Recruitment and selection
CSD has rapidly expanded over the past 6 years and now has 6 zones, 126 shops, and 32 hire purchase centers. The recruitment and selection process plays an important role in hiring the right candidates for jobs. Previously, CSD had regular employees but now all employees are on contractual basis. While the management is satisfied with the current process, some employees have issues with unequal salaries and benefits for permanent and contractual staff, and postings to remote locations. CSD is working to improve the process by making it fully online and merit-based, offering competitive salaries, and preferring local hiring to increase retention.
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This document discusses recruitment and selection processes. It defines recruitment as finding and attracting capable job applicants, and selection as choosing the most suitable candidates for employment. The importance of recruitment is to obtain high quality personnel while ensuring legal and social requirements are met. Sources of recruitment include internal options like current employees or external options like job advertisements. Selection aims to choose the best candidates by verifying information and assessing quality through tools like interviews, tests, and background checks. The key aspects and steps of both recruitment and selection processes are also outlined.
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The document discusses internal and external factors that affect recruitment policies and processes. Internal factors include an organization's recruitment policy, human resource planning, size, costs, growth, reputation, job image, and age. External factors are outside an organization's control and include supply and demand, the labor market, reputation, political/legal environment, unemployment rates, and competitors. Both internal and external factors influence recruitment, but organizations can control internal factors by adjusting policies while having to adapt to external trends.
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CSD has rapidly expanded over the past 6 years and now has 6 zones, 126 shops, and 32 hire purchase centers. The recruitment and selection process plays an important role in hiring the right candidates for jobs. Previously, CSD had regular employees but now all employees are on contractual basis. While the management is satisfied with the current process, some employees have issues with unequal salaries and benefits for permanent and contractual staff, and postings to remote locations. CSD is working to improve the process by making it fully online and merit-based, offering competitive salaries, and preferring local hiring to increase retention.
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This document discusses recruitment, selection, placement, promotion, credentialing and retention of nurses. It defines each term and describes the processes involved. Recruitment involves finding and attracting job applicants, while selection is the process of choosing candidates that are the best fit. Placement and promotion moves involve internal changes in position or responsibilities. Credentialing verifies qualifications. Retention strategies aim to encourage nurses to remain in their organization and can include training, orientation, job satisfaction, trust-building, empowerment, and recognition.
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Recruitment is the process of hiring new employees. It involves defining job roles, generating applications, screening candidates, and making offers. The goals of recruitment are to determine current and future staffing needs, increase the pool of candidates at low cost, and improve hiring success rates. Recruitment strategies include investing in employee marketing, using technology and social media, and challenging traditional approaches. HR faces challenges in ensuring timely and cost-effective recruitment while adapting to globalization and technological change. Common recruitment methods include internal postings, referrals, job boards, agencies, campus recruiting and walk-ins. Evaluation of the recruitment process is important to assess candidate selection and job performance.
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Recruitment, selection, and induction are important processes for hiring and onboarding new employees. Recruitment involves finding potential candidates, selection determines the most suitable candidates through tests and interviews, and induction introduces new hires to the organization. The goal is to attract qualified applicants and choose individuals who are the best fit for open roles to improve organizational performance through scientific selection processes and proper placement of employees.
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The document discusses recruitment, defining it as the process of attracting, screening, and selecting qualified people for jobs in an organization. It notes the importance of recruitment is to attract candidates, create a talent pool for selection, and increase the candidate pool at minimum cost. The recruitment process involves application, shortlisting, preliminary assessment and final interview, and medical evaluation. A company's recruitment policy helps it respond to human resource needs and recruit the best talent quickly. Key components of a policy are recruitment services, hiring temporary employees, the selection process, and job descriptions. Recruitment strategies include identifying priority jobs, targeting candidates, recruitment sources, using trained recruiters, and evaluating candidates. Major challenges for HR in recruitment are adapting to global
The concept of recruitment
[1] The document discusses the concept and process of recruitment. It defines recruitment as the process of finding and attracting job applicants.
[2] The recruitment process involves identifying vacancies, advertising positions, short-listing candidates, interviewing, and making hiring decisions. The goal is to create a pool of candidates for selection.
[3] Recruitment sources can be internal through promotion or transfer, or external through methods like advertisements, employment agencies, and references. Factors like globalization, motivation, and strategic priorities present challenges to HR professionals in recruitment.
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This document provides an overview of the automobile industry in India. Some key points:
- India is poised to become one of the top 5 auto producers globally by 2015 due to rising incomes, expanding middle class, and large skilled workforce.
- Major automakers like Hyundai, Ford, and Hero MotoCorp are significantly investing in new plants in India.
- The government is taking initiatives like introducing fuel efficiency ratings and tax incentives/breaks for electric/hybrid vehicles to encourage industry growth.
- Foreign investment, exports, and domestic production are increasing, with passenger vehicle production expected to grow at a 13% CAGR from 2012-2021.
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The document discusses recruitment policies, methods, and procedures. It begins by outlining learning objectives around describing the purpose of recruitment, explaining recruitment policies and processes, identifying components of good policies, and familiarizing sources and methods. It then defines recruitment and discusses the purpose and importance of having recruitment policies. Key points made include attracting candidates, creating talent pools for selection, determining staffing needs, and meeting legal obligations. The document also outlines factors affecting policy, components of policies, the recruitment process, and methods of recruitment including internal and external approaches. It closes by discussing advantages and disadvantages of different recruitment methods.
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The document summarizes the modern recruitment process in 3 main steps:
1. The recruitment process typically begins with an initial screening of applicants and completion of an application form. Successful candidates then progress through a series of selection tests and interviews.
2. The selection process may include preliminary interviews, application submissions, selection tests, employment interviews, reference and background checks, and a company physical examination. Several factors influence the selection process.
3. The typical recruitment steps are initial screening, application completion, employment tests, job interviews, conditional job offers, background investigations, medical examinations, and permanent job offers. Onboarding new employees involves orientation, induction, and on-the-job training.
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The document discusses recruitment and selection processes used by organizations. It outlines the recruitment process which includes planning, strategy development, searching, screening, evaluation and control. The selection process includes preliminary interviews, selection tests, employment interviews, reference and background checks, making a selection decision, physical examinations, and job offers. The document also discusses advantages and disadvantages of internal and external recruitment. Graphs show that online job searches are most commonly used for finding jobs. Recruitment and selection usage has increased in Indian companies from 2010 to 2015. Psychometric testing is recommended to better understand candidates.
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Recruitment and selection
Recruitment involves searching for and obtaining applicants to fill organizational vacancies. It is the process of attracting candidates and creating a talent pool to select the best candidates. Recruitment helps link employers to employees and increases the candidate pool at low cost. The recruitment process involves planning, developing strategies, searching, screening, evaluating, and controlling. Factors like sources of recruitment and challenges faced by HR departments also influence recruitment. Selection is the process of choosing candidates with the required qualifications and competence to perform jobs effectively and remain with the organization. It aims to eliminate unqualified applicants through a matching process.
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Recruitment is a process of searching the most eligible and competent candidate for the organization. The whole process includes number of steps, after which the shortlisted candidates are confirmed to be employed.
A Study on Effective Recruitment Process by a Recruitment Consultancy in India
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The aim of the study is to find the average waiting time of the candidate who attends the selection process into the organization. The purpose of the study is to analyze how many rounds the candidates gone through for the specific job role and also to determine the hit rate of the specific job profile in the recruitment and selection process. It also helps to determine the effective process and result towards short listing the candidate through difference sources. This report analyses the level of satisfaction towards the recruitment process by the respondents.Recruitment Principles
- C-level executives need to get involved in building a strong recruitment culture and view talent as a strategic priority, especially during turbulent times.
- Recruitment strategies should be targeted and personalized to attract diverse talent globally. Social media and technology can help improve the hiring process and build relationships.
- It is important to maintain a positive outlook during difficult times and see challenges as opportunities for innovation and change.
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- The recruitment process
- Ways for effective recruiting
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- Recommendation
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The document discusses recruitment and selection at Metlife India Insurance. It begins by acknowledging the importance of internships and practical experience for students. It then thanks those who guided the author's project at Metlife.
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This document discusses recruitment, selection, placement, promotion, credentialing and retention of nurses. It defines each term and describes the processes involved. Recruitment involves finding and attracting job applicants, while selection is the process of choosing candidates that are the best fit. Placement and promotion moves involve internal changes in position or responsibilities. Credentialing verifies qualifications. Retention strategies aim to encourage nurses to remain in their organization and can include training, orientation, job satisfaction, trust-building, empowerment, and recognition.
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The audit report summarizes the recruitment process audit of Company Name in Chennai. The audit found several gaps and areas for improvement in the recruitment process, including a need to better educate recruiters. While management commitment was found to be good, the organization was suffering around 40% losses on investments. The performance of individual recruiters varied and some lacked clear targets. Overall, the audit identified opportunities to make the recruitment process more effective and improve returns.
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This document presents on the recruitment and selection process at Infosys and TCS. It discusses the company profiles of Infosys and TCS, as well as Infosys' recruitment sources like campus interviews and advertisements. The selection process at Infosys has initial screening, written tests, and personal interviews to evaluate candidates' learnability, academic excellence, skills, and problem solving abilities. The document also outlines the different hierarchy levels in the selection process like workforce level, frontline level, and middle management level. Recommendations are provided like maintaining a balance of experienced and new employees, using more internal recruitment, minimizing intermediaries, and optimizing a quicker decision making system.
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The document discusses the key aspects of recruitment, selection, induction and promotion processes in human resource management. It defines recruitment as the process of finding and attracting job applicants. The recruitment process involves identifying vacancies, developing job descriptions, advertising positions, managing responses, shortlisting, interviewing and making offers. Selection involves evaluating applicants to identify the best candidates. Induction helps new employees learn about their roles and integrate into the organization. Promotion involves moving employees to higher level roles with more responsibility.
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Recruitment is the process of hiring new employees. It involves defining job roles, generating applications, screening candidates, and making offers. The goals of recruitment are to determine current and future staffing needs, increase the pool of candidates at low cost, and improve hiring success rates. Recruitment strategies include investing in employee marketing, using technology and social media, and challenging traditional approaches. HR faces challenges in ensuring timely and cost-effective recruitment while adapting to globalization and technological change. Common recruitment methods include internal postings, referrals, job boards, agencies, campus recruiting and walk-ins. Evaluation of the recruitment process is important to assess candidate selection and job performance.
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Recruitment, selection, and induction are important processes for hiring and onboarding new employees. Recruitment involves finding potential candidates, selection determines the most suitable candidates through tests and interviews, and induction introduces new hires to the organization. The goal is to attract qualified applicants and choose individuals who are the best fit for open roles to improve organizational performance through scientific selection processes and proper placement of employees.
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The document discusses recruitment, defining it as the process of attracting, screening, and selecting qualified people for jobs in an organization. It notes the importance of recruitment is to attract candidates, create a talent pool for selection, and increase the candidate pool at minimum cost. The recruitment process involves application, shortlisting, preliminary assessment and final interview, and medical evaluation. A company's recruitment policy helps it respond to human resource needs and recruit the best talent quickly. Key components of a policy are recruitment services, hiring temporary employees, the selection process, and job descriptions. Recruitment strategies include identifying priority jobs, targeting candidates, recruitment sources, using trained recruiters, and evaluating candidates. Major challenges for HR in recruitment are adapting to global
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[1] The document discusses the concept and process of recruitment. It defines recruitment as the process of finding and attracting job applicants.
[2] The recruitment process involves identifying vacancies, advertising positions, short-listing candidates, interviewing, and making hiring decisions. The goal is to create a pool of candidates for selection.
[3] Recruitment sources can be internal through promotion or transfer, or external through methods like advertisements, employment agencies, and references. Factors like globalization, motivation, and strategic priorities present challenges to HR professionals in recruitment.
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This document provides an overview of the automobile industry in India. Some key points:
- India is poised to become one of the top 5 auto producers globally by 2015 due to rising incomes, expanding middle class, and large skilled workforce.
- Major automakers like Hyundai, Ford, and Hero MotoCorp are significantly investing in new plants in India.
- The government is taking initiatives like introducing fuel efficiency ratings and tax incentives/breaks for electric/hybrid vehicles to encourage industry growth.
- Foreign investment, exports, and domestic production are increasing, with passenger vehicle production expected to grow at a 13% CAGR from 2012-2021.
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The document discusses recruitment policies, methods, and procedures. It begins by outlining learning objectives around describing the purpose of recruitment, explaining recruitment policies and processes, identifying components of good policies, and familiarizing sources and methods. It then defines recruitment and discusses the purpose and importance of having recruitment policies. Key points made include attracting candidates, creating talent pools for selection, determining staffing needs, and meeting legal obligations. The document also outlines factors affecting policy, components of policies, the recruitment process, and methods of recruitment including internal and external approaches. It closes by discussing advantages and disadvantages of different recruitment methods.
Modern recruitment process
The document summarizes the modern recruitment process in 3 main steps:
1. The recruitment process typically begins with an initial screening of applicants and completion of an application form. Successful candidates then progress through a series of selection tests and interviews.
2. The selection process may include preliminary interviews, application submissions, selection tests, employment interviews, reference and background checks, and a company physical examination. Several factors influence the selection process.
3. The typical recruitment steps are initial screening, application completion, employment tests, job interviews, conditional job offers, background investigations, medical examinations, and permanent job offers. Onboarding new employees involves orientation, induction, and on-the-job training.
Recruitment and Selection
The document discusses recruitment and selection processes used by organizations. It outlines the recruitment process which includes planning, strategy development, searching, screening, evaluation and control. The selection process includes preliminary interviews, selection tests, employment interviews, reference and background checks, making a selection decision, physical examinations, and job offers. The document also discusses advantages and disadvantages of internal and external recruitment. Graphs show that online job searches are most commonly used for finding jobs. Recruitment and selection usage has increased in Indian companies from 2010 to 2015. Psychometric testing is recommended to better understand candidates.
Recruitment selection and process of top companies
PPT of Recruitment selection and process of top companies,
also Describes about the Types of Recruitment, Man Power Types Cost of Hiring and Quality
Recruitment and selection
Recruitment involves searching for and obtaining applicants to fill organizational vacancies. It is the process of attracting candidates and creating a talent pool to select the best candidates. Recruitment helps link employers to employees and increases the candidate pool at low cost. The recruitment process involves planning, developing strategies, searching, screening, evaluating, and controlling. Factors like sources of recruitment and challenges faced by HR departments also influence recruitment. Selection is the process of choosing candidates with the required qualifications and competence to perform jobs effectively and remain with the organization. It aims to eliminate unqualified applicants through a matching process.
Recruitment process
Recruitment is a process of searching the most eligible and competent candidate for the organization. The whole process includes number of steps, after which the shortlisted candidates are confirmed to be employed.
A Study on Effective Recruitment Process by a Recruitment Consultancy in India
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The aim of the study is to find the average waiting time of the candidate who attends the selection process into the organization. The purpose of the study is to analyze how many rounds the candidates gone through for the specific job role and also to determine the hit rate of the specific job profile in the recruitment and selection process. It also helps to determine the effective process and result towards short listing the candidate through difference sources. This report analyses the level of satisfaction towards the recruitment process by the respondents.Recruitment Principles
- C-level executives need to get involved in building a strong recruitment culture and view talent as a strategic priority, especially during turbulent times.
- Recruitment strategies should be targeted and personalized to attract diverse talent globally. Social media and technology can help improve the hiring process and build relationships.
- It is important to maintain a positive outlook during difficult times and see challenges as opportunities for innovation and change.
recruitment
recruitment. sources of recruitment. merits and de-merits of internal sources. merits and de- merits of external sources
Novartis Recruitment
Human resource PPP about Novartis Co.
outline:
- Introduction
- The recruitment process
- Ways for effective recruiting
- How Recruiting changed
- Recruiting Technology
- Recruiting in Novartis
- Sourcing Mix
- Implementation
- What do they do Right & Wrong
- Recommendation
- Conclusion
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This document presents a study on the recruitment and selection process of THICS Immigration. It finds that THICS uses both internal and external sources for recruitment, with a preference for direct recruitment approaches. Interviews are the primary selection method, with most conducted in-person. While most employees are satisfied overall with the recruitment and selection processes, the study concludes some modifications could help make the processes more objective and aligned with changing needs.
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Recruitment and selection process synopsis
This document provides an overview of a research synopsis on the recruitment and selection process of ICICI Life Insurance. It includes an introduction discussing the importance of recruitment and selection for organizations. It also outlines the objectives of the study, which are to understand ICICI Life Insurance's internal recruitment process and identify areas for improvement. The methodology discusses conducting surveys with 100 employees using a structured questionnaire. The literature review examines previous research on how technology has improved recruitment and the link between timely HR responses and applicant attraction.
ICFAI UNIVERSITY
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The document discusses recruitment and provides definitions, purposes, and factors affecting recruitment. It defines recruitment as the process of finding and attracting qualified job applicants. The purposes of recruitment include determining staffing needs, increasing the applicant pool at low cost, and reducing unqualified applicants. Factors like company policies, size, growth and external conditions like the job market affect recruitment. Effective recruitment provides quality applicants while ineffective recruitment increases costs. The recruitment process includes finding applicant sources, attracting candidates, and generating applications. Internal sources like current employees and external sources like job sites and ads are used.
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This document provides an overview of recruitment and selection processes. It defines recruitment as the process of finding and attracting qualified job applicants. The purposes of recruitment are to increase the candidate pool at low cost, improve selection success rates, and reduce new hire turnover. Sources of recruitment discussed include internal methods like promotions, transfers, and referrals, as well as external sources like outsourcing agencies. Advantages of internal recruitment are lower costs and training needs, while disadvantages include unfilled vacated positions and lack of new perspectives.
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This presentation talks about the HR Audit..Assume is HR Audit on one organization..Analysis & Conclusion is drawn accordingly
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Recruitment and selection
- 1. BY Saju Newar Roll No:16023 MBA 2ND
- 2. Company name: RELIABLE DATA SERVICES PVT LTD Established in : -2001 Place: Noida ,sector 2, U.P Director: Anil Jha. Deals in : various Banking, financial, Services and other manufacturing industries in the field of Back office processing, Front office follow ups, Assets Management Companies, Education and Healthcare, Agriculture, Real Estate, Travel and Management services. Branches: 39
- 3. According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation. Meaning of Recruitment It is the activity that links the employers and the job seeker. A process of finding and attracting capable applicants for employment.
- 4. INTERNAL RECRUITMENT EXTERNAL RECRUITMENT NEW TRENDS Outsourcing Poaching E-recruitment
- 6. According to Thomas stone “Selection is the process of differentiating between applicants in order to indentify and hire those with a greater likelihood of success on the jobs.” In simple words Selection is selecting the right employees at the right time After identifying the sources of human resources, searching for prospective employees and stimulating them to apply for jobs in an organization ,and to choose the individual who can most successfully perform the job.
- 7. 1. Preliminary Interview 2. Selection Tests 3. Employment Interview 4. Reference and Background Checks 5. Selection Decision 6. Physical Examinations 7. Job Offer 1. Contract Of Employment
- 8. RESEARCH OBJECTIVES To know about the Existing Recruitment procedure To know about the feedback of recruitment and selection To know about the efficiency of work of HR department. To address the association between recruitment & selection practices and organization; To identify the impact of recruitment & selection practices on organization.
- 9. Study of Recruitment and Selection Reliable data services pvt ltd by the manual provided by the HR department. Data observed or collected directly from firsthand experience. It is collected through with the help of self -administered Questionnaire. Web sites.
- 10. a) Sample unit: A Company Reliable data services pvt ltd Noida is considered as one entity and would be considered as a sample unit. b) Sample size: The study was done over sample size of 120. c) Sampling technique: Sampling technique here used is qualitative and quantitative research methodology. d) Sampling area: The research area given to me was Noida sector 2, where I have collected Data from Reliable data services pvt ltd.
- 11. Number of working male and female in Reliable data services pvt ltd. Do you prefer to work with this company? Male 66.66 % Female 33.33 % Yes 90% No 10%
- 12. 0-2 41.66% 2-4 25% 4-6 19.16% More than 6 14.16%
- 13. Yes 90% No 10%
- 15. Interview 73.33% Reference 15% Test 7.5% Any other 4.1%
- 16. There are 66.66% male employees are working and only 33.33% 0f female employees are working in that organisation. 90% employees of Reliable data service pvt ltd prefer to work with the organisation. 15% employees are engaged with that organisation since more than 6 years and 42% of employees are engaged since 2 years and less, 25% employees are working since 2-4 years in that organisation.
- 17. 90% of employees agreed that HR employees provide an adequate pooling of candidates. 93% employees agreed that HR person act as a consultant to enhance the quality of applicants. For the selection of candidates 73% of times interview technique is used, and 15% reference techniques and 5% of times other techniques are used
- 18. The Purpose and Importance of Recruitment and Selection Attract and encourage candidates. Create a talent pool. Determine present and future requirements. links the employers with the employees. Increase the pool of job candidates
- 19. THANK YOU