Uploaded byR K Tiwari Sagar
Recruitment process, goals, sources, constraints, selection methods and difference between them
The document discusses recruitment and selection processes. It defines recruitment as generating a pool of job applicants, while selection is the process of choosing candidates most likely to succeed. The summary discusses the key aspects of both processes: Recruitment involves attracting qualified candidates through sources like job boards, websites, agencies or referrals. The goals are to attract suitable applicants and encourage unsuitable ones to self-select out. Selection methods evaluate candidates, and commonly include testing, interviews and reference checks to select the best candidates based on criteria like skills, experience and personality. The difference between recruitment and selection is that recruitment creates a talent pool, while selection evaluates candidates and results in a job offer.
More Related Content
Similar to Recruitment process, goals, sources, constraints, selection methods and difference between them
Recruitment process, goals, sources, constraints, selection methods and difference between them
- 1. Recruitment: process, goals,sources, constraints, selection: methods and difference between them Ram Krishna Tiwari MFC 2nd Semester Tribhuvan University
- 2. Definitions: • Recruitment isthe process of generating a pool of people to apply for employment to an organisation. • Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements.
- 3. RECRUITMENT The Process ofgenerating a pool of qualified candidates for a particular job. The Process of discovering potential candidates. OR
- 4. RECRUITMENT BUSINESS OBJECTIVES RECRUITMENT HR PLANNING JOBDESCRIPTION JOB SPECIFICATION JOB ANALYSIS
- 5. RECRUITMENT GOALS/OBJECTIVES 1 Attract theQualified Applicants. 2 Encourage Unqualified Applicants to self- select themselves out.
- 6. RECRUITMENT IS OFTWO WAY RECR UIT MEN T Organization is Looking for a Qualified Applicants Applicants are Looking for the Potential Emplacement Opportunities
- 7. RECRUITMENT PROCESS CANDIDATE ORGANIZATION Generate candidatepool via internal or external recruitment methods Vacant or New position occurs Evaluate Candidates via Selection process Impress Candidates Make Offer Acquire Employment Experience Receive Education and choose Occupation Search for Job Openings Apply for jobs Impress Company during Selection process Evaluate Jobs and Companies Accept or Reject Job Offers
- 8.
- 9. Internal Recruiting Data base Promotionsand Transfers Job Posting & Bidding Employee Referrals Re-recruiting former Employees & Applicants INTERNAL SOURCES SOURCES OF RECRUITMENT
- 10. SOURCES OF RECRUITMENTCont . . . INTERNAL SOURCES ADVANTAGES DISADVANTAGES Morale of Promotee Better assessment of abilities Lower cost for some jobs Motivator for good performance Causes a succession of promotions Have to hire only at entry level Inbreeding Possible morale problems of those not promoted “Political” infighting for promotions Need for management- Development program
- 11. SOURCES OF RECRUITMENTCont . . . Schools Colleges & Universities Labor Unions Media Sources Employment Agencies EXTERNAL SOURCES
- 12. SOURCES OF RECRUITMENTCont . . . EXTERNAL SOURCES ADVANTAGES DISADVANTAGES New “blood” brings new perspectives Cheaper and faster than training Professionals No group of political supporters in company Organization already May bring new industry insights May not select someone who will “fit” the job or organization May cause morale problems for internal Candidates not selected Longer “adjustment” or orientation time
- 13. INTERNET RECRUITING METHODS INTERNETRECRUITING METHODS 1. Job Boards 2. Employer Web Sites
- 14. INTERNET RECRUITING METHODS Cont. . . ADVANTAGES DISADVANTAGES Cost savings Time savings Expanded pool of applicants More unqualified applicants Additional work for HR staff members Many applicants are not seriously seeking employment Access limited or unavailable to some applicants
- 15. CONSTRAINTS ON RECRUITMENT Imageof the Company Attractiveness of Job Internal Organizational Policy Recruitment Cost
- 16. BUSINESS OBJECTIVES RECRUITMENT HR PLANNING JOBDESCRIPTION JOB SPECIFICATION JOB ANALYSIS SELECTION
- 17. SELECTION 1 • The Processof making a “Hire” or “No Hire” decision regarding each applicant for a job. 2 • Selection is the process of choosing qualified individuals who are available to fill the positions in organization. Or
- 18. BASIC SELECTION CRITERIA BASIC SELECTION CRITERIA Formal Education Experienceand Past Performance Physical Characteristics Personality Characteristics
- 19. SELECTION METHODS 1. Testing 2.Gathering Information 3. Interviewing The Three most Common Methods used are:
- 20. SELECTION METHODS Cont. . . Tests measure knowledge, skill, and ability, as well as other characteristics, such as personality traits. 1. TESTING TESTING TYPES Cognitive Ability Test Integrity Test Personality Test Drug Test Physical Ability Test Work Sample Testing
- 21. It measures thelearning, understanding, and ability to solve problems. e.g. Intelligence Tests. 1. Cognitive Ability Testing It measures the patterns of thought, emotion, and behavior. e.g. Myers Briggs 3. Personality Testing It assesses muscular strength, cardiovascular endurance, and coordination. 2. Physical Ability Testing SELECTION METHODS Cont . . . TESTING TYPES
- 22. SELECTION METHODS Cont. . . It is designed to assess the likelihood that applicants will be dishonest or engage in illegal activity. 4. Integrity Testing Normally requires applicants to provide required sample that is tested for illegal substances. 6. Drug Testing Measures performance on some element of the job. 5. Work Sample Testing TESTING TYPES
- 23. SELECTION METHODS Cont. . . 2. INFORMATION GATHERING: Common methods for gathering information include application forms and résumés, biographical data, and reference checking.
- 24. SELECTION METHODS Cont. . . Generally ask for information such as address and phone number, education, work experience, and special training. At the professional-level, similar information is generally presented in résumés. Application Forms and Résumés Historical events that have shaped a person’s behavior and identity. Biographical Data Involves contacting an applicant’s previous employers, teachers, or friends to learn more about the applicant Issues with reference checking Reference Checking
- 25. SELECTION METHODS Cont. . . 3. INTERVIE WS: The interview is the most frequently used selection method. Interviewing occurs when applicants respond to questions posed by a manager or some other organizational representative (interviewer). Typical areas in which questions are posed include education, experience, knowledge of job procedures, mental ability, personality, communication ability, social skills.
- 26. SELECTION METHODS Cont. . . Types of Interviews 2. Unstructured Interviews 1. Structured Interviews Situational Interview Behavioral Interview
- 27. SELECTION METHODS Cont. . . SITUATIONAL INTERVIEW • In which the interviewer asks questions about what the applicant would do in a hypothetical situation BEHAVIORAL INTERVIEW • In which the questions focus on the applicant’s behavior in past situations. Uses a list of predetermined questions. All applicants are asked the same set questions. There are two types of structured interviews. 1. Structured Interviews Interviews-open ended questions are used such as “Tell me about yourself” 2. Unstructured Interviews • This allows the interviewer to probe and pose different sets of questions to different applicants.
- 28. Difference Between RecruitmentAnd Selection* • Both recruitment and selection are the two phases of the employment process. • The differences between the two are: • * (Retrieved from http://www.naukrihub.com/recruitment/recruitment-vs- selection.html)
- 29. Difference Between Recruitment AndSelection Recruitment • Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Selection • selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.
- 30. Difference Between Recruitment AndSelection Recruitment • The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organization. • Recruitment is a positive process i.e. encouraging more and more employees to apply. Selection • The basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation. • Selection is a negative process as it involves rejection of the unsuitable candidates.
- 31. Difference Between Recruitment AndSelection Recruitment • Recruitment is concerned with tapping the sources of human resources. • There is no contract of recruitment established in recruitment . Selection • selection is concerned with selecting the most suitable candidate through various interviews and tests. • selection results in a contract of service between the employer and the selected employee.
- 32. Refrences • Adhikari, D.R. (2010 A. D.). Fundamentals of Human Resource Management (3rd ed.). Kathmandu: Buddha Academic Enterprises Pvt. Ltd. • Agrawal, G. R. Dynamics of Human Resource Management in Nepal . Kathmandu: M.K Publishers and Distributors. • David A. Decenzo & Stephen P. Robbins (2002) Human Resource Management. (7th ed). John Wiley and Sons, Inc. Online accessed on 2015/01/13 • Gary Dessler; Biju Varkkey. (2011 A. D.). Human Resource Management (12th ed.). Delhi, India: Pearson. • Kamoche, K. N. (2001). Understanding Human Resource Management . Open University Press. Online accessed on 2015/01/13 • S.Schuler, R. (2001). Human Resource in Developing Countries. (P. S. Budhwar, & Y. A. Debrah, Eds.) New Brunswick,New Jersey,USA: Cardiff University. Online accessed on 2015/01/13
Editor's Notes
- #3 Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements.