This document discusses recruitment and selection. It defines recruitment as identifying potential job candidates and motivating them to apply. Selection is differentiating between applicants to identify the best fit. The recruitment process identifies sources of candidates while selection evaluates them through tests, interviews, and references. The goal of recruitment is to attract applicants, while selection aims to choose the best candidates through more intensive techniques. Common candidate sources include advertising, agencies, campus recruitment, and employee referrals. Selection tools involve screening applications, tests for skills/personality, interviews, and reference/background checks.

1. RECRUITMENT
&
SELECTION
Presented By,
Abhishek Mohan
M120023MS

2. CONCEPT OF RECRUITMENT & SELECTION
RECRUITMENT
“ Recruitment is the process concerned with
the identification of sources from where the
Personnel can be employed and motivating
themselves for employment” .
Recruitment process is concerned with the
Identification of possible human resource
supply; and tapping those sources.

3. Selection
Selection can be conceptualised in terms of either choosing the
fit candidates ,or rejecting the unfit candidates, or combination of
both.
Qualified candidates go on to the next hurdle, while unqualified are
eliminated.
“selection is the process of differentiating between the applicants
in order to identify (and hire) those with a greater likelihood of
success in a job”.

4. Manpower Job
planning Analysis
Recruitment
Selection
placement

5. Difference between Recruitment
and Selection
Recruitment
• Objective to attract maximum number of candidates.
• Positive process.
• Techniques are not very intensive.
• Output is input for selection.
Selection
• Objective is to choose best out of available candidates.
• Negative or rejection process.
• Highly specialised techniques are required .
• Output is finalising the candidates.

6. Sources of manpower supplies
Advertisement
Employment Agencies
Public employment Agencies
Private employment Agencies
On campus Recruitment
Deputation
Employee Recommendations
Labour Unions
Gate Hiring

7. Selection Process
Screening Of Applications
Selection Tests
Interview
Checking the Reference
Physical Examination
Approval by Appropriate
Authority
Placement

8. Selection tests
Types of Tests Achievement Test
Intelligence Test
Personality Test
Aptitude Test
Interest Test

9. Selection Tests
Advantages
› Selection tests are standardized and unbiased .
› Selection tests provide cut –off point above
which candidates can be called for interview.
› Tests are more reliable source for predicting the
overall suitability of candidates for
employment.
Limitations
› Selection tests cannot make hundred percent
prediction of an individual’s on –the job –
success.
› Selection tests are suitable when there is large
number candidates for a limited number of jobs
or positions; otherwise it is not economical.