The document discusses recruitment and selection processes. It covers factors affecting recruitment like organizational, environmental, political, economic, social and technological factors. It also discusses different sources of recruitment like internal sources, external sources and their merits and demerits. Different methods of recruitment like internal promotions, campus recruitment, advertisements, employment agencies are explained. Key aspects of a good recruitment policy and evaluating a recruitment program are highlighted. The selection process involves shortlisting applications, conducting tests, interviews, reference checks and making a job offer. Different types of selection tests and interviews are explained.

1. Recruitment Prof. Rupesh Pais

2. Learning Objectives Concept of Recruitment Factors Affecting Recruitment Recruitment Policy Sources of Recruitment Need for Flexible and Proactive Recruitment Policy Evaluation of a Recruitment Program

3. Recruitment Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations. Selection starts where recruitment ends

4. Human resource planning Identify HR requirements surplus Retrench/layoffs demand Determine numbers, levels & Criticality of vacancies Choose the resources & Methods of Recruitment Analyze the cost & time involved Organizational Recruitment policy Job analysis Start implementing the Recruitment program Select and hire Evaluate the Program Process of recruitment

5. Constraints & Challenges Poor Image Unattractive job Conservative internal policies Limited budgetary support Restrictive policies of Government

6. Factors affecting Recruitment Organizational / internal factors Environmental / external factors Political Economical Social Technological

7. Sources of Recruitment Internal Sources Internal Search HRIS Intranet portals Notice boards Circulars

8. Sources of Recruitment Internal Sources Merits Demerits Economical Limited Choice Suitable Inbreeding Reliable Inefficiency Satisfying Bone of contention

9. Sources of Recruitment External Sources External Search Advertise- ments Employee referrals Educational institutions Interested applications Employment agencies

10. Sources of Recruitment External Sources Merits Demerits Wide choice Expensive Injection of fresh blood Time consuming Motivational force Demotivating Long term benefits Uncertainty

11. Methods of Recruitment - Internal Promotions and Transfers Job Posting Career Shift Employee referrals Employee referral programs Posters Emails Kick off parties

12. Methods of Recruitment - Direct Campus Recruitment Guidelines for Campus Short list campuses Choose recruitment team carefully Pay smartly, not highly Present a clear image Do not oversell yourself Get in early

13. Methods of Recruitment - Indirect Advertisements Newspaper Magazines

14. Methods of Recruitment – Third Party Private employment search firms Employment Exchanges Gate hiring /Contractors Unsolicited Applicants / Walk ins Internet recruiting Naukri.com, monster.com

15. A good recruitment policy Complies with government policies Provides job security Provides employee development opportunities Flexible to accommodate changes Ensures its employees long-term employment opportunities Cost effective for the organization

16. Evaluation of Recruitment Program The recruitment policies, sources & methods have to be evaluated from time to time Successful recruitment program shows Yield Ratio No. of successful placements No. of offers made No. of applicants Cost involved Time Lapse Data (TLD) Time taken for filling up the position

17. It is easier to go down a hill than up, but the view Is best from the top. Arnold Bennet

18. Thank You Questions ???

19. Selection Prof. Rupesh Pais

20. How crucial is selection process?

21. Its better not to select then selecting a bad candidate

22. Selection Selecting the right candidate Rejecting the wrong candidate Selecting the wrong candidate Rejecting the correct candidate POSITIVE OUTCOME NEGATIVE OUTCOME SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION

23. THE SELECTION PROCESS Resumes/CVs Review Analyze the Application Blank Conducting Tests and Evaluating performance Preliminary Interview Reference checks Job Offer Initial Screening Interview Medical Examination Placement Core and Departmental Interviews ACCEPT REJECTION Offer to the next suitable candidate

24. EVALUATION OF APPLICATION FORMS Clinical method: In this method, all the information furnished by the applicant in the application form is analyzed and inferences are made about applicant's personality. Weighted method: In this method, certain points or weights are assigned to each item in the application form.

25. SELECTION TESTS Intelligence tests Achievement tests Interest tests Aptitude tests Situational tests Polygraph tests Personality tests Graphology

26. Selection Testing Intelligence Test It measures learning ability Aptitude Test It measures ability to learn skills Personality Test Measures basic aspects of individuals like, motivation, emotional balance, self-confidence etc. Achievement Test It measures the proficiency

27. Selection Testing Simulation Test Graphology Test Studying handwriting of candidate to know the person’s personality Polygraph Test Lie detector Integrity test

28. Selection Testing Assessment Center The in-basket The leaderless group discussion Business games Individual presentations Structured interviews

29. Selection Method Standard Reliability Reliability can be measured by using: The repeat or test-retest approach Inner-rater Intra-rater Validity Criterion validity Predicts the important criteria Content validity Predicts actual work situation Construct validity Predicts essential traits

30. Types Interviews Interviews Preliminary Interview Selection Interview Decision-making Interview Formal & Structured Interview Unstructured Interview Stress Interview Situational Interview Panel Interview In-depth Interview

31. The Interview Process Preparation Setting Conduct of Interview Closing an Interview Evaluation

32. Interviewing Mistakes Snap judgment Cultural noise

33. Great interviews requires smart skills

34. Questions? Thank You