Recruitment refers to the process of finding and attracting job applicants. It is affected by both internal factors an organization can control, like its recruitment policies and human resource planning, as well as external factors outside its control, like the labor market and political environment. The recruitment process typically involves identifying a vacancy, developing a job description, locating candidates from sources like employee referrals, job boards, or colleges, screening applicants, interviewing candidates, and making a hiring decision.
This Presentation discuss about the meaning of recruitment, features of recruitment, steps in recruitment process, recruitment policy, recruitment organisation, source of recruitment and the methods of recruitment.
The document discusses the selection process for hiring employees. It describes the importance of getting the selection process right to avoid hiring unsuitable candidates. The selection process typically involves preliminary interviews, selection tests, employment interviews, reference and background checks, physical examinations, job offers, and employment contracts. Tests may assess aptitude, mental ability, mechanical skills, and performance. Reference checks provide factual information about candidates and discourage those trying to hide things. The physical examination evaluates a candidate's health. The job offer and employment contract formalize the terms of employment if accepted.
Presentation about human resources and management I.pptxfawadKazmi3
The document discusses recruitment, including defining recruitment, the recruitment process, and sources and methods of recruitment. It provides definitions of recruitment, outlines the typical steps in the recruitment process, and describes different types of recruitment needs. It also discusses internal and external sources of recruitment, common recruitment methods like advertising and agencies, and different types of interviews used in the recruitment process like behavioral interviews and panel interviews.
The document discusses staffing, which refers to filling organizational positions by identifying vacancies, requirements, recruiting, selecting, placing, promoting, evaluating, and compensating employees. It defines staffing and describes the system approach to filling positions. External recruitment methods include advertisements, unsolicited applications, internet recruiting, employee referrals, executive search firms, professional associations, labor unions, and employment agencies. Internal recruitment involves promotions and transfers within an organization. Both external and internal recruitment have advantages and disadvantages.
The document discusses recruitment, including:
1. Recruitment is defined as the process of finding and attracting capable job applicants. It begins with seeking new recruits and ends when applications are submitted, creating an applicant pool.
2. The main objective of recruitment is to expedite the selection process by creating a talent pool of qualified candidates for the organization to choose from.
3. Internal factors like an organization's recruitment policy can affect its recruitment process by specifying objectives and providing a framework for filling vacancies.
Recruitment refers to the process of finding and attracting job applicants. It is affected by both internal factors an organization can control, like its recruitment policies and human resource planning, as well as external factors outside its control, like the labor market and political environment. The recruitment process typically involves identifying a vacancy, developing a job description, locating candidates from sources like employee referrals, job boards, or colleges, screening applicants, interviewing candidates, and making a hiring decision.
This Presentation discuss about the meaning of recruitment, features of recruitment, steps in recruitment process, recruitment policy, recruitment organisation, source of recruitment and the methods of recruitment.
The document discusses the selection process for hiring employees. It describes the importance of getting the selection process right to avoid hiring unsuitable candidates. The selection process typically involves preliminary interviews, selection tests, employment interviews, reference and background checks, physical examinations, job offers, and employment contracts. Tests may assess aptitude, mental ability, mechanical skills, and performance. Reference checks provide factual information about candidates and discourage those trying to hide things. The physical examination evaluates a candidate's health. The job offer and employment contract formalize the terms of employment if accepted.
Presentation about human resources and management I.pptxfawadKazmi3
The document discusses recruitment, including defining recruitment, the recruitment process, and sources and methods of recruitment. It provides definitions of recruitment, outlines the typical steps in the recruitment process, and describes different types of recruitment needs. It also discusses internal and external sources of recruitment, common recruitment methods like advertising and agencies, and different types of interviews used in the recruitment process like behavioral interviews and panel interviews.
The document discusses staffing, which refers to filling organizational positions by identifying vacancies, requirements, recruiting, selecting, placing, promoting, evaluating, and compensating employees. It defines staffing and describes the system approach to filling positions. External recruitment methods include advertisements, unsolicited applications, internet recruiting, employee referrals, executive search firms, professional associations, labor unions, and employment agencies. Internal recruitment involves promotions and transfers within an organization. Both external and internal recruitment have advantages and disadvantages.
The document discusses recruitment, including:
1. Recruitment is defined as the process of finding and attracting capable job applicants. It begins with seeking new recruits and ends when applications are submitted, creating an applicant pool.
2. The main objective of recruitment is to expedite the selection process by creating a talent pool of qualified candidates for the organization to choose from.
3. Internal factors like an organization's recruitment policy can affect its recruitment process by specifying objectives and providing a framework for filling vacancies.
This document provides an overview of recruitment and selection processes within human resource management. It defines recruitment as discovering potential job applicants, while selection involves choosing candidates based on assessing their fit for open positions. The document outlines objectives, methods, sources, advantages/disadvantages, and factors influencing recruitment. It also describes the multi-step selection process, including screening, testing, interviews, investigations, examinations, approval, and final hiring. Key differences between recruitment and selection are that recruitment aims to attract many applicants, while selection aims to choose the best from available candidates through a more intensive rejection-focused process.
Recruitment and selection, Recruitment polic, Promotion and Transfers, Placem...Santhanalaxmi Karthikvel
This material contain the collection of material related to recruitment and its policy. The selection process and the types of promotion and transfers. The criteria for promotion is also added. The material concludes with concept of Quality of Work Life
E-recruitment has changed the way companies recruit by allowing them to advertise jobs and accept applications online. The key advantages of e-recruitment are that it eliminates intermediaries, reduces the time needed for recruitment by over 65%, facilitates finding candidates with the required skills, provides 24/7 access to online resumes, and is more cost-effective than advertising in print. However, e-recruitment also faces disadvantages such as an inability to evaluate intangible qualities in candidates and a lack of personal connection compared to traditional recruitment methods.
This document discusses recruitment, including:
- Defining recruitment as the process of searching for prospective employees and encouraging them to apply.
- Outlining the typical steps in the recruitment process such as creating job requisitions and communicating openings.
- Describing internal sources like promotions and transfers as well as external sources like educational institutions and commercial agencies.
- Noting both the pros and cons of internal recruitment maintaining staff morale but limiting options, and external recruitment bringing in new skills but being more time-consuming.
The document discusses recruitment and budgeting in healthcare organizations. It defines recruitment as the process of seeking out and attracting qualified candidates for job vacancies. The key points are:
1. Recruitment involves identifying needs, developing job descriptions, advertising positions, screening applications, interviewing candidates, and selecting new staff.
2. Sources of recruitment can be internal (current employees) or external (job sites, agencies, schools).
3. The goals of recruitment are to find the best candidates efficiently while meeting organizational and legal requirements.
An abstract overview of the important aspect of HR department of every organisation that is recruitment which includes selection process, interviews, induction, orientation, etc.
Recruitment is a core function of human resource management. It is the first step of appointment. Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organization.
MEANING & DEFINITION
RECRUITMENT NEEDS
SOURCES OF RECRUITMENT
INTERNAL SOURCES
EXTERNAL SOURCES
RECRUITMENT PROCESS
SELECTION & SELECTION PROCESS
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION
EXAMPLE
CONCLUSION
The document discusses recruitment, which it defines as the process of finding and attracting capable applicants for employment. It describes internal recruitment sources like promotions, job postings, and referrals from existing employees, as well as external sources like schools, employment agencies, recruiters, and online methods. The advantages and disadvantages of internal and external recruitment are provided. Alternatives to recruitment like outsourcing, contingent workers, employee leasing, and overtime are also summarized.
The document discusses recruitment, including defining it as the process of searching for prospective employees and stimulating them to apply. It outlines the objectives of recruitment such as attracting skilled candidates and developing an attractive organizational culture. The recruitment process, factors affecting recruitment, sources of recruitment (internal and external), methods of recruitment, and modern recruitment techniques and sources are also summarized.
This document discusses recruitment and selection processes. It covers:
1. The recruitment process involves planning, developing strategies, searching, screening, evaluating candidates. Recruitment policies outline fair treatment of applicants.
2. Recruitment is a two-way process where information is exchanged between applicants and organizations. Both parties assess fit and interest.
3. Sources of recruitment include internal promotion/transfer and external options like job boards, agencies, universities. Internal sources save costs but limit growth. External sources introduce new ideas but take more time.
Recruitment refers to the process of attracting, selecting, and appointing candidates for jobs or unpaid positions. It involves locating and encouraging suitable candidates to apply. The recruitment process typically includes creating job requisitions, identifying internal and external candidate sources, communicating job information, encouraging applications, and evaluating effectiveness. Recruitment is affected by both internal factors like company size and policies, and external factors such as labor market conditions, unemployment rates, and legal considerations. The overall goal is to hire the best qualified candidates to fill positions and meet an organization's human resource needs.
The document discusses various aspects of staffing including recruitment, selection, training, and performance appraisal. It begins by defining staffing and explaining its importance in identifying required personnel and placing the right people in jobs. It then describes methods of recruitment including direct, indirect, and third party approaches. The selection process involves screening applications, interviews, tests, and making a final selection. Training methods are also discussed along with using performance appraisal to develop employees.
This document discusses recruitment processes and policies. It contains 4 sections:
1. It describes recruitment as searching for candidates and inspiring them to apply. The process includes analyzing job requirements, attracting employees, selecting applicants, and integrating new hires.
2. It outlines developing recruitment policies to advertise vacancies internally, reply to applicants promptly, inform them of job details, process applications efficiently, and ensure fair interviews.
3. Sources of recruitment include internal promotions and transfers, employee referrals, and external sources like job boards, agencies, and educational institutions.
4. Organizational inducements to attract applicants include compensation, career opportunities, and reputation. Equal employment opportunities legislation influences recruitment to avoid discriminatory
Recruitment involves finding potential job applicants to fill current and future openings in an organization. It is a process of discovering sources of candidates and encouraging them to apply. There are internal sources within the existing workforce, like promotions, and external sources from outside, like new graduates. Internal recruiting has benefits like improving employee morale but can lead to stagnation, while external recruiting brings new skills and diversity but risks losing experienced staff. Common recruitment methods include direct approaches like campus recruiting, indirect methods like job advertisements, and third parties such as employment agencies. The best approach considers a combination of internal and external options.
This document discusses recruitment, including defining recruitment as the process of searching for prospective employees and encouraging them to apply. It outlines the steps in the recruitment process and factors affecting recruitment policy. Internal sources of recruitment include promotion, transfers, and former employees. External sources are advertisements, campus interviews, employment agencies, and online job boards. The benefits and limitations of both internal and external recruitment sources are provided.
Human resources refer to the individuals who comprise an organization's workforce. HR departments typically handle recruitment, compensation, training, and other employee-related matters. Recruitment involves attracting, screening, and selecting qualified applicants for jobs. It is influenced by factors like strategic plans, organizational policies, and recruitment criteria. Sources of recruitment can be internal, like promotions or transfers, or external, such as advertisements or employment agencies. The selection process includes steps like application reviews, interviews, background checks, and final selection. Effective recruitment and selection are important for organizations to hire suitable candidates and achieve their goals.
This document discusses recruitment in organizations. It begins by highlighting the importance of recruitment and defining it as the process of finding and attracting capable job applicants. The document then discusses the recruitment process, sources of recruitment including internal sources like transfers and promotions, and external sources like job advertisements. It also covers factors that affect recruitment internally, such as recruitment policies and human resource planning, and externally such as supply and demand of labor. The overall purpose is to provide an overview of recruitment in organizations.
The document discusses recruitment processes and trends in India. It defines recruitment, outlines the recruitment process which includes identifying vacancies, developing job descriptions, and locating sources of candidates. Internal sources include transfers and promotions, while external sources are advertisements, agencies, and job fairs. Factors affecting recruitment include policies, planning, firm size, and market conditions. Recent trends include outsourcing, poaching, and e-recruitment. Challenges for HR include adapting to globalization and prioritizing strategic needs. The software industry relies on both internal promotions and external campus recruitment.
This document discusses managing staff recruitment and selection. It defines recruitment as the process of attracting qualified candidates, and selection as choosing the most suitable candidates from those attracted. There are internal sources like transfers and promotions, and external sources like educational institutions and employment agencies. The recruitment process involves job analysis, attracting candidates, shortlisting, interviews and selection tests. Factors affecting recruitment include demand and supply of skills, political policies, the company's image, and unemployment rates.
This document discusses recruitment, which is the process of finding suitable candidates for open positions in an organization. It defines recruitment as searching for prospective employees and encouraging them to apply. Vacancies can arise due to retirement, death, resignation, disablement, or dismissal of employees.
The recruitment process involves identifying candidates with required characteristics, developing applicant sources, communicating job information, and encouraging candidates to apply. Sources can be internal, like transfers or promotions, or external, such as advertisements, employment agencies, campus interviews, or recommendations. The document compares merits and demitis of internal and external recruitment sources and factors that determine recruitment choices.
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...my Pandit
Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
This document provides an overview of recruitment and selection processes within human resource management. It defines recruitment as discovering potential job applicants, while selection involves choosing candidates based on assessing their fit for open positions. The document outlines objectives, methods, sources, advantages/disadvantages, and factors influencing recruitment. It also describes the multi-step selection process, including screening, testing, interviews, investigations, examinations, approval, and final hiring. Key differences between recruitment and selection are that recruitment aims to attract many applicants, while selection aims to choose the best from available candidates through a more intensive rejection-focused process.
Recruitment and selection, Recruitment polic, Promotion and Transfers, Placem...Santhanalaxmi Karthikvel
This material contain the collection of material related to recruitment and its policy. The selection process and the types of promotion and transfers. The criteria for promotion is also added. The material concludes with concept of Quality of Work Life
E-recruitment has changed the way companies recruit by allowing them to advertise jobs and accept applications online. The key advantages of e-recruitment are that it eliminates intermediaries, reduces the time needed for recruitment by over 65%, facilitates finding candidates with the required skills, provides 24/7 access to online resumes, and is more cost-effective than advertising in print. However, e-recruitment also faces disadvantages such as an inability to evaluate intangible qualities in candidates and a lack of personal connection compared to traditional recruitment methods.
This document discusses recruitment, including:
- Defining recruitment as the process of searching for prospective employees and encouraging them to apply.
- Outlining the typical steps in the recruitment process such as creating job requisitions and communicating openings.
- Describing internal sources like promotions and transfers as well as external sources like educational institutions and commercial agencies.
- Noting both the pros and cons of internal recruitment maintaining staff morale but limiting options, and external recruitment bringing in new skills but being more time-consuming.
The document discusses recruitment and budgeting in healthcare organizations. It defines recruitment as the process of seeking out and attracting qualified candidates for job vacancies. The key points are:
1. Recruitment involves identifying needs, developing job descriptions, advertising positions, screening applications, interviewing candidates, and selecting new staff.
2. Sources of recruitment can be internal (current employees) or external (job sites, agencies, schools).
3. The goals of recruitment are to find the best candidates efficiently while meeting organizational and legal requirements.
An abstract overview of the important aspect of HR department of every organisation that is recruitment which includes selection process, interviews, induction, orientation, etc.
Recruitment is a core function of human resource management. It is the first step of appointment. Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organization.
MEANING & DEFINITION
RECRUITMENT NEEDS
SOURCES OF RECRUITMENT
INTERNAL SOURCES
EXTERNAL SOURCES
RECRUITMENT PROCESS
SELECTION & SELECTION PROCESS
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION
EXAMPLE
CONCLUSION
The document discusses recruitment, which it defines as the process of finding and attracting capable applicants for employment. It describes internal recruitment sources like promotions, job postings, and referrals from existing employees, as well as external sources like schools, employment agencies, recruiters, and online methods. The advantages and disadvantages of internal and external recruitment are provided. Alternatives to recruitment like outsourcing, contingent workers, employee leasing, and overtime are also summarized.
The document discusses recruitment, including defining it as the process of searching for prospective employees and stimulating them to apply. It outlines the objectives of recruitment such as attracting skilled candidates and developing an attractive organizational culture. The recruitment process, factors affecting recruitment, sources of recruitment (internal and external), methods of recruitment, and modern recruitment techniques and sources are also summarized.
This document discusses recruitment and selection processes. It covers:
1. The recruitment process involves planning, developing strategies, searching, screening, evaluating candidates. Recruitment policies outline fair treatment of applicants.
2. Recruitment is a two-way process where information is exchanged between applicants and organizations. Both parties assess fit and interest.
3. Sources of recruitment include internal promotion/transfer and external options like job boards, agencies, universities. Internal sources save costs but limit growth. External sources introduce new ideas but take more time.
Recruitment refers to the process of attracting, selecting, and appointing candidates for jobs or unpaid positions. It involves locating and encouraging suitable candidates to apply. The recruitment process typically includes creating job requisitions, identifying internal and external candidate sources, communicating job information, encouraging applications, and evaluating effectiveness. Recruitment is affected by both internal factors like company size and policies, and external factors such as labor market conditions, unemployment rates, and legal considerations. The overall goal is to hire the best qualified candidates to fill positions and meet an organization's human resource needs.
The document discusses various aspects of staffing including recruitment, selection, training, and performance appraisal. It begins by defining staffing and explaining its importance in identifying required personnel and placing the right people in jobs. It then describes methods of recruitment including direct, indirect, and third party approaches. The selection process involves screening applications, interviews, tests, and making a final selection. Training methods are also discussed along with using performance appraisal to develop employees.
This document discusses recruitment processes and policies. It contains 4 sections:
1. It describes recruitment as searching for candidates and inspiring them to apply. The process includes analyzing job requirements, attracting employees, selecting applicants, and integrating new hires.
2. It outlines developing recruitment policies to advertise vacancies internally, reply to applicants promptly, inform them of job details, process applications efficiently, and ensure fair interviews.
3. Sources of recruitment include internal promotions and transfers, employee referrals, and external sources like job boards, agencies, and educational institutions.
4. Organizational inducements to attract applicants include compensation, career opportunities, and reputation. Equal employment opportunities legislation influences recruitment to avoid discriminatory
Recruitment involves finding potential job applicants to fill current and future openings in an organization. It is a process of discovering sources of candidates and encouraging them to apply. There are internal sources within the existing workforce, like promotions, and external sources from outside, like new graduates. Internal recruiting has benefits like improving employee morale but can lead to stagnation, while external recruiting brings new skills and diversity but risks losing experienced staff. Common recruitment methods include direct approaches like campus recruiting, indirect methods like job advertisements, and third parties such as employment agencies. The best approach considers a combination of internal and external options.
This document discusses recruitment, including defining recruitment as the process of searching for prospective employees and encouraging them to apply. It outlines the steps in the recruitment process and factors affecting recruitment policy. Internal sources of recruitment include promotion, transfers, and former employees. External sources are advertisements, campus interviews, employment agencies, and online job boards. The benefits and limitations of both internal and external recruitment sources are provided.
Human resources refer to the individuals who comprise an organization's workforce. HR departments typically handle recruitment, compensation, training, and other employee-related matters. Recruitment involves attracting, screening, and selecting qualified applicants for jobs. It is influenced by factors like strategic plans, organizational policies, and recruitment criteria. Sources of recruitment can be internal, like promotions or transfers, or external, such as advertisements or employment agencies. The selection process includes steps like application reviews, interviews, background checks, and final selection. Effective recruitment and selection are important for organizations to hire suitable candidates and achieve their goals.
This document discusses recruitment in organizations. It begins by highlighting the importance of recruitment and defining it as the process of finding and attracting capable job applicants. The document then discusses the recruitment process, sources of recruitment including internal sources like transfers and promotions, and external sources like job advertisements. It also covers factors that affect recruitment internally, such as recruitment policies and human resource planning, and externally such as supply and demand of labor. The overall purpose is to provide an overview of recruitment in organizations.
The document discusses recruitment processes and trends in India. It defines recruitment, outlines the recruitment process which includes identifying vacancies, developing job descriptions, and locating sources of candidates. Internal sources include transfers and promotions, while external sources are advertisements, agencies, and job fairs. Factors affecting recruitment include policies, planning, firm size, and market conditions. Recent trends include outsourcing, poaching, and e-recruitment. Challenges for HR include adapting to globalization and prioritizing strategic needs. The software industry relies on both internal promotions and external campus recruitment.
This document discusses managing staff recruitment and selection. It defines recruitment as the process of attracting qualified candidates, and selection as choosing the most suitable candidates from those attracted. There are internal sources like transfers and promotions, and external sources like educational institutions and employment agencies. The recruitment process involves job analysis, attracting candidates, shortlisting, interviews and selection tests. Factors affecting recruitment include demand and supply of skills, political policies, the company's image, and unemployment rates.
This document discusses recruitment, which is the process of finding suitable candidates for open positions in an organization. It defines recruitment as searching for prospective employees and encouraging them to apply. Vacancies can arise due to retirement, death, resignation, disablement, or dismissal of employees.
The recruitment process involves identifying candidates with required characteristics, developing applicant sources, communicating job information, and encouraging candidates to apply. Sources can be internal, like transfers or promotions, or external, such as advertisements, employment agencies, campus interviews, or recommendations. The document compares merits and demitis of internal and external recruitment sources and factors that determine recruitment choices.
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2. DEFINITION
“Recruitment is the process of searching for
prospective employees and stimulating and
encouraging the to apply for the job.” – (Flippo EB,
1980)
“Recruitment is a process to discover the sources of
manpower to meet the requirements of the staffing
schedule and to employ effective measures for
attracting that manpower in adequate numbers to
facilitate effective selection of an efficient working
force.” – (Yoder D, et al 1972)
3. RECRUITMENT
Recruitment needs are of three types:
Planned: Arises from changes in organization and
retirement policy.
Unexpected: Arises during resignations, deaths,
accidents and illness.
Anticipated: Refers to those movements in personnel
which an organization can predict by studying trends in
the internal and external environments.
4. RECRUITEMENT PROCESS
Definition and requisitions
Encouraging and attracting applicants
Candidate assessment
Sources
Identifying potential employees
Communication of information
5. Steps in Recruitment Process:
Requisitions contains the details about the positions to
be filled, no. of persons to be recruited, etc.
Developing and location of sources, i.e both internal
and external.
Communicating the information of the organization to
acquire prospective employees.
Encouraging the identified candidates to apply for the
job.
Analyzing and evaluating the effectiveness of
recruitment process by candidate progression.
8. INTERNAL SOURCES
Refers to recruitment that takes place from
within the organization. It includes:
A) Transfers & Promotions:
Transfers implies shifting of an employee from
one job to another without any shift in change of
responsibilities, and on the other hand
promotion refers to shifting of an employee to a
higher position carrying higher status,
responsibilities and pay.
9. INTERNAL SOURCES
B) Retired employees who want to return to
company may be hired.
C) Dependents and relatives of deceased
and disabled employees.
10. Merits
confidence and motivation of employees
improves.
Promotes loyalty and commitment amongst
employees due to sense of job security and
advancements.
Chances of proper selection
Present employees familiar with organization
surroundings.
Time and expenditure for recruitment reduced
11. Demerits
Fails to bring in fresh blood into organization.
Promotion based on seniority.
Choice in selection is restricted.
All vacancies cannot be filled from within
organization.
Not available to newly established enterprise.
12. EXTERNAL SOURCES
External sources of recruitment lie outside the
organizations The include:
Educational Institutions:
Various companies visit many
colleges/universities which have made
arrangements for campus interviews and recruit
candidates.
14. EXTERNAL SOURCES
Casual callers:
Many candidates visit the company by
themselves and give interviews. The companies
may not need them presently but can call them
anytime in future when there are vacancies.
15. EXTERNAL SOURCES
Gate recruitment:
In this method a notice on the noticeboard of
the company specifying job details of job
vacancies can be put. This method is also
called direct recruitment.
17. Merits
People having required skill, education can be
recruited.
Best selection made irrespective of
cast,creed,religion, sex.
Helps to bring new blood
Expertise and experience from other
organization can be bought.
18. Demerits
Time consuming and expensive
Employees unfamiliar with organization and
its orientation.
If higher level jobs are filled from external
sources, motivation and loyalty of existing
staff effected.
