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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.
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Recruitment and selection process
- 1. Recruitment And Selection process Chapter6,7 7/11/2013 presented to Miss Faiza 1
- 2. Recruiting & Recruiter The process of seeking sources for job candidates. Represents employee to prospective application at colleges and job fairs. 7/11/2013 presented to Miss Faiza 2
- 3. Recruitment Recruitment is the processof searching for prospective employees and stimulating them to apply for jobs in the organizations. 7/11/2013 presented to Miss Faiza 3
- 4. Cont. . . Recruitment process is to obtain the number and quality of the employees that can be selected in order to help the organization to achieve its goal and objectives. Recruitment process helps to the management for select the right candidate for the right job from this pool. 7/11/2013 presented to Miss Faiza 4
- 5. The more applicationsreceived, the better the recruiter's chances of finding an individual best suited to the job requirement 7/11/2013 presented to Miss Faiza 5
- 6. Process of recruitment 7/11/2013presented to Miss Faiza 6
- 7. 7/11/2013 presented toMiss Faiza 7 HR Planning Identify HR Requirements Determine numbers , levels, and criticality of vacancies Chose the resources and Recruitment method Analyze the cost and time involved Start implementing recruitment program Lay off Hire & selection Surplus Demand Organization recruitment policy Job analyze
- 8. Factors that affectrecruiting efforts 7/11/2013 presented to Miss Faiza 8
- 9. Recruitment policy 7/11/2013 presentedto Miss Faiza 9
- 10. Recruitment policy It specifiesthe objectives of recruitment and provides a frame work for the implementation of the recruitment programmed it involves; 1. Enriching the organization’s human resources by filling vacancies with the best qualified people. 2. Attitudes towards recruiting handicaps minoring groups women, friends and relatives of present employees 3. Promotion from with in 4. Development of organizational system for implementing the recruitment program and procedure to be employed. 7/11/2013 presented to Miss Faiza 10
- 11. Recruiting sources 7/11/2013 presentedto Miss Faiza 11 • A promotion-from-within concept The internal search • A recommendation from a current employee regarding a job application • Employee referrals are an excellent means of locating potential employees for hard to fill positions Employee referrals and recommendation • Advertisements • Employment agencies assists in matching employees seeking work with employers seeking works External searches
- 12. Merits of internalsources 7/11/2013 presented to Miss Faiza 12
- 13. Demerits 7/11/2013 presented toMiss Faiza 13
- 14. Merits of externalsources 7/11/2013 presented to Miss Faiza 14
- 15. Demerits 7/11/2013 presented toMiss Faiza 15
- 16. Effective recruiting Themost effective recruiting methods vary by the numbers of employees in the company and the industry the company is in. the most popular recruiting methods used by employers in a resent survey includes those 7/11/2013 presented to Miss Faiza 16
- 17. Sources of recruiting% of employers using the sources Company web site 87% Internet job sites 82% In-house referrals 78% Newspapers and magazines 73% Colleges and high school 60% Professional/industry associations 58% Job fairs 55% Internships 52% Headhunters 38% Radio TV ads 11% ___________________ _______________ 7/11/2013 presented to Miss Faiza 17
- 18. The Selection process 7/11/2013presented to Miss Faiza 18
- 19. 7/11/2013 presented toMiss Faiza 19
- 20. When recruitment endselection starts 7/11/2013 presented to Miss Faiza 20
- 21. Selectionprocess 7/11/2013 presented toMiss Faiza 21 Initial screening Completed application Background examination if req. Medical Permanent job offer Reject application Failed Passed Passed Passed Passed Passed Passed Interview Employment test ConditionalJobOffer Failed Failed Failed Failed
- 22. 7/11/2013 presented toMiss Faiza 22 In detail
- 23. Cont. . .. Conditional job offer • A tentative job offer that becomes permanent after certain conditions are met. Background investigation • The process of verifying information job candidates provide Medical • An examination to determine an applicant’s physical fitness for essential job performance 7/11/2013 presented to Miss Faiza 23
- 24. To avoid negligenthiring following step may be undertaking • Making a systematic effort to gain relevant information about the applicants and verifying all documentation. • Scrutinizing all information supplied by the applicant, and following up on unexplained gaps in employment. • Rejecting applicants who make false statements of material facts or who have conviction records for offenses directly related and important to the job on question. 7/11/2013 presented to Miss Faiza 24
- 25. Basic testing concept Reliability Validity 7/11/2013 presented to Miss Faiza 25
- 26. Reliability: The consistency ofscores obtained by the same person when retested with the identical test or with alternate forms of the same test. 7/11/2013 presented to Miss Faiza 26
- 27. Validity The accuracy withwhich a test, interview and so on measures what it purpose to measure or fulfills the function it was designed to fill. 7/11/2013 presented to Miss Faiza 27
- 28. Relation between reliabilityand validity 7/11/2013 presented to Miss Faiza 28
- 29. Questions ????????? 7/11/2013 presentedto Miss Faiza 29
- 30. Prepared and designedby Irfan 7/11/2013 presented to Miss Faiza 30