Recruitment and selection.

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2. outline
▪ INTRODUCTION
▪ RECRUITMENT
▪ SOURCE OF RECRUITMENT
▪ PROCESS OF RECRUITMENT
▪ METHOD OF RECRUITMNT
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3. ▪ SELECTION
▪ SELECTION PROCESS.
▪ DIFFERNCE BETWEEN RECRUITMENT & SELCTION
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4. People are integral part of any organization today. No
organization can run without its human resources. In highly
complex and competitive situation, choice of right person atthe
right place has far reaching implications for an
organization’s functioning. Employee well selected and well
placed would not only contribute to the efficient running of
the organization but offer significant potential for
future replacement.
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5. RECRUITMENT is a process of searching for prospective
employees and stimulating them to apply for jobs of an
Organization.-EDWIN B. FLIPPO
Recruitment forms the first stage in the process which
continues with selection and ceases with the placement of
the candidates. -Kempner
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7. SOURCES OF RECRUITMENT
The searching of suitable candidates and informing them about
the openings in the enterprise is the most important aspect of
recruitment process.
There are several sources of recruitment and broadly classified
into:
 INTERNAL SOURCE
 EXTERNAL SOURCE
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8. Internalsources
INTERNAL RECRUITMENT seeks applicants for positions
from those who are currently employed.
INTERNAL SOURCES include:
 PRESENT EMPLOYEE
TRANSFER
PROMOTION
 EMPLOYEE REFERRALS
 FORMER EMPLOYEES
 PREVIOUS APPLICANTS 14

9. EXTERNAL SOURCES
EXTERNAL SOURCE far outnumber the internal sources. It includes:
 PROFESSION OR TRADEASSOCIATIONS
 ADVERTISMENTS
 EMPLOYMENT EXCHANGES
 CAMPUS RECRUITMENT’
 WALK-ins WRITE-ins & TALK-ins
 CONSULTANTS
 CONTRACTORS
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10. CONTINUE...
 DISPLACED PERSONS
 RADIOAND TELEVISION
 ACQUISITIONSAND MERGERS
 COMPETITORS
 E- RECRUITING
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11. Recruitmentprocess
“Recruitment process involves a systematic procedure from
sourcing the candidates to arranging and conducting the
interviews and requires many resources and time.”
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12. 1. Job analysis
Job Analysis is a process to identify and determine in detail the particular
job duties and requirements and the relative importance of these duties for a
given job. Job Analysis is a process where judgments are made about data
collected on a job.
Job analysis consists of two parts:
▶ Job Description:
A job description is a list that a person might use for general tasks, or
functions, and responsibilities of a position.
▶ Job Specification:
Job Specification is a statement of the essential components of a job class
including a summary of the work to be performed, primary duties and
responsibilities, and the minimum qualifications and requirements necessary
to perform the essential functions of the job.
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13. 2. Recruitment Planning:
The first step involved in the recruitment process is planning. Here,
planning involves to draft a comprehensive job specification for the
vacant position, outlining its major and minor responsibilities; the
skills, experience and qualifications needed; grade and level of pay;
starting date; whether temporary or permanent; and mention of
special conditions, if any, attached to the job to be filled.
3. Strategy Development:
Once it is known how many with what qualifications of candidates
are required, the next step involved in this regard is to devise a
suitable strategy for recruiting the candidates in the organization.
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14. 4. Searching:
This step involves attracting job seekers to the organization. There are
broadly two sources used to attract candidates. These are:
✔ Internal Sources
✔ External Sources
5. Screening:
Though some view screening as the starting point of selection, we have
considered it as an integral part of recruitment. The reason being the
selection process starts only after the applications have been screened
and shortlisted. 23

15. 6. Evaluation & control
Given the considerable cost involved in the recruitment process, its evaluation
and control is, therefore, imperative.
The costs generally incurred in a
recruitment process include:
✔ Salary of recruiters
✔ Cost of time spent for preparing job analysis, advertisement
✔ Administrative expenses
✔ Cost of outsourcing or overtime while vacancies remain unfilled
✔ Cost incurred in recruiting unsuitable candidates
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16. METHOD OF RECRUITMENT
Dunn and Stephen have broadly classified methods of recruitment into
three categories:
1. Direct Method
2. Indirect Methods
3. Third Party Methods
1. Direct Method: In this method, the representatives of the
organization are sent to the potential candidates in the
educational and training institutes. They establish contacts with
the candidates seeking jobs.
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2. Indirect Methods:Indirectmethods
include
advertisements in news papers, on the radio and television, in professional
journals, technical magazines etc. This method is useful when:
(i) Organization does not find suitable candidates to be promoted to
fill up the higher posts
(ii) When the organization wants to reach out to a vast territory, and
(iii)When organization wants to fill up scientific, professional and technical
posts.
3. Third Party Methods: These include the use of private employment
agencies, management consultants, professional bodies/associations, employee
referral/recommendations, voluntary organizations, trade unions, data banks,
labor contractors etc., to establish contact with the job- seekers.

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20. SELECTION
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Selection is the process of differentiating between applicants in order to
identify and hire those with a greater likelihood of success in a job.
-STONE
“Selection is the process in which candidates for employment are
divided into two classes— those who are
to be offered employment and
those who are not”.
- Dale Yodev

21. Selection process
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22. 1. Environmental factors – Selection is influenced by
several factors. More prominent among them are supply and
demand of specific skills in the labor market, unemployment rate,
legal & political
consideration etc.
2.Preliminary Interview – The applications received from job
seekers would be subject to security so as to estimate unqualified
applicants, this is usually followed by preliminary interview.
2.Selection Test – Job seekers who pass the screening and the
preliminary interview are called for tests. Generally, tests are used to
determine the applicant’s ability, aptitude & personality.
2.Employment Interview – The next step in the selection
process is employment interview. An interview is conducted at the
beginning and at the end of the selection process.
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23. 5. Reference & Background Analysis – Many
employers request names, addresses and telephone number or
references for the purpose of verifying information and perhaps,
gaining additional background information on an applicant.
6.Selection Decision – After obtaining information through
the preceding steps, selection decision – the most critical of all the
steps, must be made.
7.Physical Examination – After the selection decision and
before the job offer is made, the candidate is required to undergo a
physical fitness test.
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24. 8. Job Offer – The next step in the selection
process is job offer to those applicants who have
crossed all the previous hurdles. Job offer is made
through a letter of appointment.
9.Contracts of Employment – After the job
offer have been made and the candidates accept the
offer, certain documents need to be executed by the
employers and the candidates.
9.Evaluation of Selection Program – The
broad test of the effectiveness of the selection process
is the quality of the personnel hired. A firm must have
competent and committed personnel.
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25. Difference between Recruitment & Selection
Basi
s
Recruitment
MEANING
OBJECTIVE It encourages large number of
candidates for a job.
PROCESS It is a simple process.
HURDLES The candidates have not to
cross over many hurdles.
ECONOMY It is an economical method.
APPROACH It is a positive approach.
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SELECTION
It is a process of picking up
more competent and
suitable employees.
It attempts at rejecting
unsuitable candidates.
It is a complicated process.
Many hurdles have to be
crossed.
It is an expensive method.
It is a negative approach.

26. Any query ??
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