Recruitment And Selection Presentation
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Prepare thoroughly for interviews by dressing professionally, speaking clearly, bringing your resume, and planning what you will say. Be on time, polite, and display a good sense of humor. Maintain eye contact with the interviewer and ask questions about the job. Employers may use aptitude, medical, work sample, and IQ tests in addition to interviews to assess skills. Assessment centers involve a series of extended selection procedures over one or two days to evaluate candidates fairly. Internal recruitment has lower costs but a smaller candidate pool, while external recruitment allows new skills and a wider pool but is more expensive and risky.
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Recruitmentandselection presentation
Recruitment and Selection
Recruitment :
Recruitment is a process of attracting candidates towards a job in an organization.
Selection :
Selection is a process of hiring right person for a right job at a right time at a right cost.
Selection follows recruitment.
Recruitment and Selection of Workers
This document discusses recruitment and selection processes. It outlines 8 main stages of recruitment including job analysis, description, specification, advertisement, application, interviewing and selection. It also discusses internal and external recruitment methods and their advantages and disadvantages. Examples are provided of job descriptions for various roles like shop assistant, office junior, and factory supervisor to illustrate recruitment considerations.
Recruitment And Selection Summary
Tests and assessments are used in the recruitment and selection process to evaluate candidates. Ability and aptitude tests measure specific skill sets through multiple choice questions under exam conditions. Psychometric and personality tests assess preferences and values through un-timed tests with multiple answers related to personality traits like teamwork and leadership. Assessment centers last 1-2 days and include social events, information sessions, and exercises to measure competencies. Internal recruitment is cheaper and faster but lacks new ideas, while external recruitment casts a wider net but costs more and takes longer.
Recruitment & Selection Process
The document provides tips for job interviews, including dressing professionally, bringing copies of your resume and questions, arriving 10 minutes early, shaking hands firmly, making eye contact, speaking clearly, knowing about the company, asking questions, and thanking the interviewer. It also discusses personality tests, aptitude tests, medical tests, and assessment centers that are used in the recruitment and selection process. Finally, it lists advantages and disadvantages of internal and external recruitment.
Recruitment
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. A scientific selection procedure follows steps like written exams, preliminary interviews, discussions, reference checks to select the most suitable individual for employment.
Recruitment and selection presentation
A comprehensive presentation on Recruitment and Selection, which i prepared essentially for my students for Human Resource Management.
Approaches to Recruitment
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Approaches to Recruitment".
The Role of Recruitment and Selection in Managing Change
The document discusses the role of recruitment and selection in managing organizational change. It defines recruitment, selection, and change management. Recruitment and selection can directly contribute to change by bringing in new employees with different skills and perspectives. A case study is presented on an insurance company that implemented changes to its recruitment and selection processes to address issues like low staff retention. New selection methods and competency frameworks were introduced. Recruitment champions were also appointed to help lead the changes and meet recruitment objectives, demonstrating how recruitment and selection can be developed to effectively manage organizational change.
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Recruitmentandselection presentation
Recruitment and Selection
Recruitment :
Recruitment is a process of attracting candidates towards a job in an organization.
Selection :
Selection is a process of hiring right person for a right job at a right time at a right cost.
Selection follows recruitment.
Recruitment and Selection of Workers
This document discusses recruitment and selection processes. It outlines 8 main stages of recruitment including job analysis, description, specification, advertisement, application, interviewing and selection. It also discusses internal and external recruitment methods and their advantages and disadvantages. Examples are provided of job descriptions for various roles like shop assistant, office junior, and factory supervisor to illustrate recruitment considerations.
Recruitment And Selection Summary
Tests and assessments are used in the recruitment and selection process to evaluate candidates. Ability and aptitude tests measure specific skill sets through multiple choice questions under exam conditions. Psychometric and personality tests assess preferences and values through un-timed tests with multiple answers related to personality traits like teamwork and leadership. Assessment centers last 1-2 days and include social events, information sessions, and exercises to measure competencies. Internal recruitment is cheaper and faster but lacks new ideas, while external recruitment casts a wider net but costs more and takes longer.
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The document provides tips for job interviews, including dressing professionally, bringing copies of your resume and questions, arriving 10 minutes early, shaking hands firmly, making eye contact, speaking clearly, knowing about the company, asking questions, and thanking the interviewer. It also discusses personality tests, aptitude tests, medical tests, and assessment centers that are used in the recruitment and selection process. Finally, it lists advantages and disadvantages of internal and external recruitment.
Recruitment
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. A scientific selection procedure follows steps like written exams, preliminary interviews, discussions, reference checks to select the most suitable individual for employment.
Recruitment and selection presentation
A comprehensive presentation on Recruitment and Selection, which i prepared essentially for my students for Human Resource Management.
Approaches to Recruitment
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Approaches to Recruitment".
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The document discusses the role of recruitment and selection in managing organizational change. It defines recruitment, selection, and change management. Recruitment and selection can directly contribute to change by bringing in new employees with different skills and perspectives. A case study is presented on an insurance company that implemented changes to its recruitment and selection processes to address issues like low staff retention. New selection methods and competency frameworks were introduced. Recruitment champions were also appointed to help lead the changes and meet recruitment objectives, demonstrating how recruitment and selection can be developed to effectively manage organizational change.
5. recruitment & selection
The document discusses recruitment and selection processes. It defines recruitment as seeking and attracting job applicants, and selection as choosing the most suitable candidate. It covers recruitment factors, policies and sources. Internal sources include promotions, while external sources are advertisements, agencies, referrals, and educational institutions. Selection methods aim to be reliable, valid, generalizable and legal. Methods include application forms, tests of intelligence, aptitude, achievement, interests and personality. Interviews and reference checks are also used. Organizations evaluate selection programs based on placements, hires, offers, applicants and costs.
Recruitment, Selection, Process, Methods And Steps
The document discusses various aspects of the recruitment and selection process, including:
1) It describes the key steps in recruitment such as developing job descriptions, advertising openings, screening applicants, interviewing candidates, and making a job offer.
2) It also discusses the selection process, including using tests and interviews to evaluate a candidate's qualifications and determining their suitability for the role.
3) The roles of recruitment consultants, types of advertisements, and challenges in recruitment are also covered. The document provides an overview of best practices and considerations in recruiting and selecting new employees.
Recruitment and selection.
PPT Project of Recruitment and Selection.
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MBA Healthcare Management.
Southern New Hampshire University, USA
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This document discusses recruitment and selection. Recruitment is defined as attracting job applicants and involves determining an organization's present and future needs, increasing the candidate pool at low cost, and meeting legal obligations. The recruitment process has five stages: planning, strategy development, searching, screening, and evaluation. Selection is differentiating between applicants to identify those most likely to succeed, and involves preliminary interviews, tests, references, employment interviews, decisions, exams, and contracts. Sources of recruitment include current employees, referrals, former employees, applications, ads, walk-ins, consultants, and e-recruiting.
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This document discusses the recruitment, selection, training, and employment of workers. It begins by outlining the key functions of workforce planning and the human resources department in recruiting and selecting employees. The recruitment process and types of recruitment (internal vs. external) are defined. Contracts of employment, types of employment (part-time vs. full-time), and different types of training programs (induction, on-the-job, off-the-job) are also described. The document concludes by discussing redundancy, legal controls over employment issues, and advantages and disadvantages of minimum wage laws.
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The document discusses the costs of making a bad hire for companies and some common selection methods used by organizations. It notes that the biggest costs come from lost productivity, training new employees, and impact on morale. Effective selection methods like testing, gathering applicant information, and interviewing can help organizations reduce costs by ensuring the right people are hired for the right jobs and culture fits.
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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 policy presentation
The document outlines a proposed recruitment policy for Enter that includes 3 phases: 1) Job Requisition which defines the job description and requirements using a Job Description form. 2) Recruitment Cycle which states the interview process and rounds using Interview Panel and Mode of Selection forms. 3) Recruitment Process which is the active sourcing, shortlisting, interviewing and offering process using Candidate Details, Candidates Tracker, and Interview Evaluation forms.
What is Recruitment & Selection?
The document discusses the processes of recruitment and selection. Recruitment is the process of identifying potential job candidates from internal sources like transfers, promotions, layoffs, or external sources like waiting lists, campus recruiting, or third-party recruiters. Selection is the process of evaluating candidates to choose the most suitable one, and involves screening applications, preliminary interviews, specialized application forms, testing, interviews, reference checks, medical exams, and final selection.
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The document discusses the recruitment and selection process. It defines recruitment as searching for and obtaining job applicants, and selection as differentiating between applicants to identify those most likely to succeed. It describes the various steps in recruitment, including sources like internal referrals and external advertising. Factors influencing recruitment include internal policies and external market forces. The selection process involves application screening, tests, interviews, reference checks, a selection decision, physical exams, a job offer, employment contract, and evaluation. The goal is to hire candidates that are the right fit for organizational culture and success in the job.
Employment and selection process by Arthur Marshall
Employment and selection process by Arthur Marshall. By using these slides we get ideas for Employment and selection process with easy and fast method of recruitment.
Human recruitment process
The document outlines the 8 step human resources recruitment process:
1. Identify the vacancy and evaluate the need.
2. Develop a position description to attract the best candidates.
3. Create a recruitment plan with timelines and advertising strategies.
4. Select a diverse search committee.
5. Post the position and implement the recruitment plan.
6. Conduct interviews using prepared questions.
7. Make a selection decision based on qualifications.
8. Finalize the recruitment by making a job offer.
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The document discusses the recruitment and selection process. It defines recruitment as searching for prospective employees and encouraging them to apply. The goals of recruitment are to obtain a sufficient number and quality of candidates to help the organization achieve its goals. The selection process involves screening applicants through methods like interviews, tests and background checks to choose the best candidate for hire. Common recruitment sources mentioned include referrals, job sites, newspapers and career fairs. The document also discusses reliability and validity in employee testing during selection.
ppt on Recruitment & Selection Process
Sprylogic Technologies is a private software company established in 2006 that follows a defined recruitment and selection process. The process begins with recruitment to acquire qualified applicants, followed by screening and selection tests to identify the best candidates. Selection involves preliminary interviews, tests to assess abilities, employment interviews, background and reference checks, and making a final selection decision. The company has an opportunity to adopt additional assessment tools like psychometric testing to better understand candidates. Overall, Sprylogic Technologies has sound recruitment and selection policies to acquire skilled employees and expand its business operations.
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This document discusses recruitment and selection of employees. It begins by outlining the objectives of understanding approaches to matching labor supply and demand, weighing the advantages and disadvantages of internal and external recruiting, distinguishing major selection methods, and understanding legal constraints. It then defines key terms related to labor supply and demand, human resource planning, recruitment, selection and socialization. The document goes on to discuss forecasting methods, the hiring process, challenges in hiring, and approaches to effective recruitment and selection.
Recruitment costs
The document discusses the various costs associated with recruiting and hiring employees for companies and consultants. It outlines internal and external recruitment costs for companies, which include the costs of recruiters, hiring managers, candidate screening, testing and travel. It also discusses recruitment costs ratios, bad hire costs including lost productivity, training costs and termination costs. Bad hire costs can be substantial and include the initial recruitment costs plus lost knowledge and customers. The document provides formulas for calculating many of these costs as a percentage of compensation.
International employee hiring
The document defines recruitment and selection processes. Recruitment involves finding and attracting job applicants, while selection differentiates between applicants to identify the most qualified candidate. Recruitment is positive and stimulates applications, while selection is negative and involves rejecting unsuitable candidates through interviews and tests. The document also discusses internal and external recruitment methods and their advantages/disadvantages.
Recruitment and selection
Recruitment is the first stage in hiring and involves finding prospective job candidates. It ensures the continued operations of an organization by acquiring the necessary number and types of employees. Recruitment sources can be internal, like current employees, or external, such as media advertisements. The selection process chooses qualified candidates by obtaining information about applicants and eliminating unsuitable ones. Key steps include application reviews, interviews, tests, supervisor approval, medical exams, and final placement. The goal is to match candidates' qualifications to open positions.
Recruitment and Selection (Comprehensive) PowerPoint Presentation 151 slides...
The document discusses objectives and strategies for an effective recruitment process. It covers developing a recruitment strategy, determining recruitment needs, creating job profiles, assessing applicants, conducting interviews, benchmarking against competitors, providing training programs, planning for employee replacement, and avoiding legal issues during the hiring process. The overall recruitment process involves mapping out all steps, setting goals and policies, evaluating different recruitment methods, and continuously improving based on assessments.
Recruitment and selection powerpoint presentation
The document discusses recruitment and selection strategies. It outlines the program objectives which include becoming an expert in the employment process, creating an effective recruitment strategy, employing valuable recruitment methods, selecting the right employees through an objective process, benchmarking against competitors, and attaining higher retention rates. It then defines recruitment as the process of attracting, screening, and selecting candidates, and discusses using competencies to assess candidates. The remainder of the document provides guidance on developing a recruitment strategy including aligning stakeholders, considering market conditions, methods for recruiting, evaluating applications, interviews and references, making a final selection, assessing strategies, addressing legal issues, and next steps.
RECRUITMENT AND SELECTION
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
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5. recruitment & selection
The document discusses recruitment and selection processes. It defines recruitment as seeking and attracting job applicants, and selection as choosing the most suitable candidate. It covers recruitment factors, policies and sources. Internal sources include promotions, while external sources are advertisements, agencies, referrals, and educational institutions. Selection methods aim to be reliable, valid, generalizable and legal. Methods include application forms, tests of intelligence, aptitude, achievement, interests and personality. Interviews and reference checks are also used. Organizations evaluate selection programs based on placements, hires, offers, applicants and costs.
Recruitment, Selection, Process, Methods And Steps
The document discusses various aspects of the recruitment and selection process, including:
1) It describes the key steps in recruitment such as developing job descriptions, advertising openings, screening applicants, interviewing candidates, and making a job offer.
2) It also discusses the selection process, including using tests and interviews to evaluate a candidate's qualifications and determining their suitability for the role.
3) The roles of recruitment consultants, types of advertisements, and challenges in recruitment are also covered. The document provides an overview of best practices and considerations in recruiting and selecting new employees.
Recruitment and selection.
PPT Project of Recruitment and Selection.
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MBA Healthcare Management.
Southern New Hampshire University, USA
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Recruitment & selection
This document discusses recruitment and selection. Recruitment is defined as attracting job applicants and involves determining an organization's present and future needs, increasing the candidate pool at low cost, and meeting legal obligations. The recruitment process has five stages: planning, strategy development, searching, screening, and evaluation. Selection is differentiating between applicants to identify those most likely to succeed, and involves preliminary interviews, tests, references, employment interviews, decisions, exams, and contracts. Sources of recruitment include current employees, referrals, former employees, applications, ads, walk-ins, consultants, and e-recruiting.
Recruitment, selection and training of workers
This document discusses the recruitment, selection, training, and employment of workers. It begins by outlining the key functions of workforce planning and the human resources department in recruiting and selecting employees. The recruitment process and types of recruitment (internal vs. external) are defined. Contracts of employment, types of employment (part-time vs. full-time), and different types of training programs (induction, on-the-job, off-the-job) are also described. The document concludes by discussing redundancy, legal controls over employment issues, and advantages and disadvantages of minimum wage laws.
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The document discusses the costs of making a bad hire for companies and some common selection methods used by organizations. It notes that the biggest costs come from lost productivity, training new employees, and impact on morale. Effective selection methods like testing, gathering applicant information, and interviewing can help organizations reduce costs by ensuring the right people are hired for the right jobs and culture fits.
HR - Recruitment and Selection process importance
How should HR Department evaluate its own Recruitment practices and processes. Why to evaluate? Cost of Bad Hire.
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 policy presentation
The document outlines a proposed recruitment policy for Enter that includes 3 phases: 1) Job Requisition which defines the job description and requirements using a Job Description form. 2) Recruitment Cycle which states the interview process and rounds using Interview Panel and Mode of Selection forms. 3) Recruitment Process which is the active sourcing, shortlisting, interviewing and offering process using Candidate Details, Candidates Tracker, and Interview Evaluation forms.
What is Recruitment & Selection?
The document discusses the processes of recruitment and selection. Recruitment is the process of identifying potential job candidates from internal sources like transfers, promotions, layoffs, or external sources like waiting lists, campus recruiting, or third-party recruiters. Selection is the process of evaluating candidates to choose the most suitable one, and involves screening applications, preliminary interviews, specialized application forms, testing, interviews, reference checks, medical exams, and final selection.
Recruitment and Selection
The document discusses the recruitment and selection process. It defines recruitment as searching for and obtaining job applicants, and selection as differentiating between applicants to identify those most likely to succeed. It describes the various steps in recruitment, including sources like internal referrals and external advertising. Factors influencing recruitment include internal policies and external market forces. The selection process involves application screening, tests, interviews, reference checks, a selection decision, physical exams, a job offer, employment contract, and evaluation. The goal is to hire candidates that are the right fit for organizational culture and success in the job.
Employment and selection process by Arthur Marshall
Employment and selection process by Arthur Marshall. By using these slides we get ideas for Employment and selection process with easy and fast method of recruitment.
Human recruitment process
The document outlines the 8 step human resources recruitment process:
1. Identify the vacancy and evaluate the need.
2. Develop a position description to attract the best candidates.
3. Create a recruitment plan with timelines and advertising strategies.
4. Select a diverse search committee.
5. Post the position and implement the recruitment plan.
6. Conduct interviews using prepared questions.
7. Make a selection decision based on qualifications.
8. Finalize the recruitment by making a job offer.
Recruitment and selection process
The document discusses the recruitment and selection process. It defines recruitment as searching for prospective employees and encouraging them to apply. The goals of recruitment are to obtain a sufficient number and quality of candidates to help the organization achieve its goals. The selection process involves screening applicants through methods like interviews, tests and background checks to choose the best candidate for hire. Common recruitment sources mentioned include referrals, job sites, newspapers and career fairs. The document also discusses reliability and validity in employee testing during selection.
ppt on Recruitment & Selection Process
Sprylogic Technologies is a private software company established in 2006 that follows a defined recruitment and selection process. The process begins with recruitment to acquire qualified applicants, followed by screening and selection tests to identify the best candidates. Selection involves preliminary interviews, tests to assess abilities, employment interviews, background and reference checks, and making a final selection decision. The company has an opportunity to adopt additional assessment tools like psychometric testing to better understand candidates. Overall, Sprylogic Technologies has sound recruitment and selection policies to acquire skilled employees and expand its business operations.
Recruiting & Selecting Employees process & important information
This document discusses recruitment and selection of employees. It begins by outlining the objectives of understanding approaches to matching labor supply and demand, weighing the advantages and disadvantages of internal and external recruiting, distinguishing major selection methods, and understanding legal constraints. It then defines key terms related to labor supply and demand, human resource planning, recruitment, selection and socialization. The document goes on to discuss forecasting methods, the hiring process, challenges in hiring, and approaches to effective recruitment and selection.
Recruitment costs
The document discusses the various costs associated with recruiting and hiring employees for companies and consultants. It outlines internal and external recruitment costs for companies, which include the costs of recruiters, hiring managers, candidate screening, testing and travel. It also discusses recruitment costs ratios, bad hire costs including lost productivity, training costs and termination costs. Bad hire costs can be substantial and include the initial recruitment costs plus lost knowledge and customers. The document provides formulas for calculating many of these costs as a percentage of compensation.
International employee hiring
The document defines recruitment and selection processes. Recruitment involves finding and attracting job applicants, while selection differentiates between applicants to identify the most qualified candidate. Recruitment is positive and stimulates applications, while selection is negative and involves rejecting unsuitable candidates through interviews and tests. The document also discusses internal and external recruitment methods and their advantages/disadvantages.
Recruitment and selection
Recruitment is the first stage in hiring and involves finding prospective job candidates. It ensures the continued operations of an organization by acquiring the necessary number and types of employees. Recruitment sources can be internal, like current employees, or external, such as media advertisements. The selection process chooses qualified candidates by obtaining information about applicants and eliminating unsuitable ones. Key steps include application reviews, interviews, tests, supervisor approval, medical exams, and final placement. The goal is to match candidates' qualifications to open positions.
Recruitment and Selection (Comprehensive) PowerPoint Presentation 151 slides...
The document discusses objectives and strategies for an effective recruitment process. It covers developing a recruitment strategy, determining recruitment needs, creating job profiles, assessing applicants, conducting interviews, benchmarking against competitors, providing training programs, planning for employee replacement, and avoiding legal issues during the hiring process. The overall recruitment process involves mapping out all steps, setting goals and policies, evaluating different recruitment methods, and continuously improving based on assessments.
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Recruitment and Selection (Comprehensive) PowerPoint Presentation 151 slides...
Recruitment and Selection (Comprehensive) PowerPoint Presentation 151 slides...
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Recruitment and selection powerpoint presentation
The document discusses recruitment and selection strategies. It outlines the program objectives which include becoming an expert in the employment process, creating an effective recruitment strategy, employing valuable recruitment methods, selecting the right employees through an objective process, benchmarking against competitors, and attaining higher retention rates. It then defines recruitment as the process of attracting, screening, and selecting candidates, and discusses using competencies to assess candidates. The remainder of the document provides guidance on developing a recruitment strategy including aligning stakeholders, considering market conditions, methods for recruiting, evaluating applications, interviews and references, making a final selection, assessing strategies, addressing legal issues, and next steps.
RECRUITMENT AND SELECTION
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
RECRUITMENT AND SELECTION
The document provides information about a student group called "Defenders" who are presenting on the topic of recruitment and selection. It lists the group members and dedicates their project to their parents and teacher. It then provides definitions and stages of the recruitment process, including job analysis, sourcing candidates, screening and selecting candidates, and onboarding. It discusses sources of internal and external recruitment and the advantages and disadvantages of each. The next presenter is listed as Iqra.
Recruitment & selection
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Recruitment and selection
The document discusses recruitment and selection processes. It defines recruitment as attracting candidates to jobs and selection as hiring the right person for the right job. The process involves planning, locating prospective candidates through internal and external sources, evaluating applicants through screening, interviews, testing and reference checks, making a selection decision and job offer. It also discusses recruitment and selection objectives and strategies, different recruitment and selection systems, and concludes that filling vacancies with right people at the right cost achieves organizational goals.
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The objectives are to measure the effectiveness of the recruitment and selection process, identify recruitment methods, recognize the selection process, and explore how Standard Bank attracts quality applicants.
Primary and secondary data sources are used, including questionnaires to employees, the company website, annual reports, and research papers.
Findings show that Standard Bank uses fair selection methods and is able to attract quality applicants. The presentation recommends Standard Bank increase recruitment budgets, improve HR and selection processes, and ensure an unbiased selection process.
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ABB Ltd. has a recruitment and selection process that begins with specifying open positions and advertising them. Candidates must meet eligibility criteria like having a B.E. or B.Tech degree with 80% marks. The selection process includes an initial interview, a second more in-depth interview for shortlisted candidates, domain specific online tests, and interviews assessing conceptual knowledge, approach, and case studies. If candidates pass each stage, job offers are extended contingent on qualifications and reference verification, after which new hires are onboarded.
Competency Mapping
Competency mapping involves identifying the key skills, behaviors, and attributes that distinguish outstanding performance. Competencies can be used for recruitment, development, succession planning, and organizational analysis. Critical incident analysis and repertory grid techniques are used to map competencies. There are organizational, HR systems, team, and individual competency models. Organizational models focus on competencies across hierarchies while HR systems models link competencies to training and development. Team models emphasize complementary competencies for effective teams. Individual models include person-job matching, strategy-based roles, and intellectual capital models emphasizing dynamic interactions.
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