Recuritment and selection
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This document analyzes recruitment and selection at IBM. It finds that while many freshers are available, their qualifications do not always match needs. Candidates also have issues with salary levels and locations. The profile offered does not always match what candidates are interested in. Shift work is a major barrier to candidates joining the BPO sector. Suggestions include providing more information portals, hiring more from preferred locations, and informing candidates about timing schedules upfront. Limitations of the study include busy schedules, time constraints, lack of BPO sector awareness, and a small number of respondents. In conclusion, the BPO industry is growing and offers opportunities for candidates without other options to gain experience.
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recuritment and selection process
Kanika Jain conducted a study on the recruitment and selection process at Sistema Shyam TeleServices LTD (MTS). The objectives were to understand MTS's criteria for hiring employees, the selection process, employee satisfaction levels, and career opportunities. A questionnaire was administered to 50 MTS employees. Key findings included that the selection process affects performance, MTS recruits internally and asks for references, and written tests and direct interviews are commonly used. Suggestions were provided to improve employee retention through clearer expectations and better management. The conclusion was that MTS has an established selection system but could improve future growth opportunities for employees.
Recruitment And Selection Process
This document discusses recruitment and selection processes for tourism enterprises. It outlines the benefits of both internal and external recruitment. The recruitment process involves determining vacancy needs, advertising positions internally and externally, and selecting candidates based on skills, knowledge, attributes and organizational fit. The selection process involves analyzing jobs, creating job descriptions and person specifications, considering job context, and using selection devices like interviews, testing and reference checks.
file on recuritment and selection
The document discusses the differences between recruitment and selection as the two phases of the employment process. Recruitment involves attracting candidates to apply for open positions, while selection screens candidates to choose the most suitable person for the job. Some key differences are that recruitment aims to create a talent pool, selection chooses the right candidate, recruitment is encouraging while selection is rejecting, and selection results in a contract but recruitment does not. The document also outlines various internal and external sources that organizations use for recruitment, such as promotions, transfers, advertisements, employment exchanges, schools and colleges.
External Recruitment Process
The document discusses external recruitment methods used to hire candidates from outside an organization. It lists common external recruitment methods such as advertising, employment agencies, recruiters, special events, internships, executive search firms, unsolicited walk-ins, open houses, event recruiting, virtual job fairs, and cyber recruiting. It also provides brief descriptions of each method and notes the advantages of accessing an external candidate pool are a wider range of skills and innovation while disadvantages include greater costs and slower hiring.
Selection and recruitment
The document outlines the recruitment and selection process used by HDFC Bank. It discusses the key functions within the bank and the 4 main stages of the process: pre-advertisement, placing advertisements, shortlisting, and interviewing/selection. The principles guiding the process emphasize attracting the right people, merit-based selection, ensuring diversity, and hiring for both skills and culture fit. Candidate sourcing focuses on skills/profile matching as well as finding team players with the right attitude.
Hiring and selection process: HBR case Study
This document discusses the hiring and selection process at Harvard Business School. It begins by noting that hiring people is one of the most critical tasks for managers. The case study then outlines the background and personal factors that should be considered when evaluating a candidate for fit. Background factors include education and experience. Personal factors include intellectual ability, personality, and motivation. The interview process is important for digging behind the resume to understand a candidate's success pattern. Reference checks also allow cross-checking perceptions. Overall, hiring the right people is significant for an organization's values and culture.
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This document discusses the recruitment and selection process at IBM India. It describes the various stages: attraction, which involves job analysis and defining sources of recruitment; reduction through application screening and shortlisting; and selection using ability tests and structured interviews. IBM aims to select the most suitable candidates through a fair process to maximize performance and minimize costs associated with wrong hiring decisions. The stages ensure candidates are informed of outcomes and receive necessary feedback.
Recruitment and selection
Recruitment is the first stage in hiring and involves finding prospective job candidates. It ensures the continued operations of an organization by acquiring the necessary number and types of employees. Recruitment sources can be internal, like current employees, or external, such as media advertisements. The selection process chooses qualified candidates by obtaining information about applicants and eliminating unsuitable ones. Key steps include application reviews, interviews, tests, supervisor approval, medical exams, and final placement. The goal is to match candidates' qualifications to open positions.
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recuritment and selection process
Kanika Jain conducted a study on the recruitment and selection process at Sistema Shyam TeleServices LTD (MTS). The objectives were to understand MTS's criteria for hiring employees, the selection process, employee satisfaction levels, and career opportunities. A questionnaire was administered to 50 MTS employees. Key findings included that the selection process affects performance, MTS recruits internally and asks for references, and written tests and direct interviews are commonly used. Suggestions were provided to improve employee retention through clearer expectations and better management. The conclusion was that MTS has an established selection system but could improve future growth opportunities for employees.
Recruitment And Selection Process
This document discusses recruitment and selection processes for tourism enterprises. It outlines the benefits of both internal and external recruitment. The recruitment process involves determining vacancy needs, advertising positions internally and externally, and selecting candidates based on skills, knowledge, attributes and organizational fit. The selection process involves analyzing jobs, creating job descriptions and person specifications, considering job context, and using selection devices like interviews, testing and reference checks.
file on recuritment and selection
The document discusses the differences between recruitment and selection as the two phases of the employment process. Recruitment involves attracting candidates to apply for open positions, while selection screens candidates to choose the most suitable person for the job. Some key differences are that recruitment aims to create a talent pool, selection chooses the right candidate, recruitment is encouraging while selection is rejecting, and selection results in a contract but recruitment does not. The document also outlines various internal and external sources that organizations use for recruitment, such as promotions, transfers, advertisements, employment exchanges, schools and colleges.
External Recruitment Process
The document discusses external recruitment methods used to hire candidates from outside an organization. It lists common external recruitment methods such as advertising, employment agencies, recruiters, special events, internships, executive search firms, unsolicited walk-ins, open houses, event recruiting, virtual job fairs, and cyber recruiting. It also provides brief descriptions of each method and notes the advantages of accessing an external candidate pool are a wider range of skills and innovation while disadvantages include greater costs and slower hiring.
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The document outlines the recruitment and selection process used by HDFC Bank. It discusses the key functions within the bank and the 4 main stages of the process: pre-advertisement, placing advertisements, shortlisting, and interviewing/selection. The principles guiding the process emphasize attracting the right people, merit-based selection, ensuring diversity, and hiring for both skills and culture fit. Candidate sourcing focuses on skills/profile matching as well as finding team players with the right attitude.
Hiring and selection process: HBR case Study
This document discusses the hiring and selection process at Harvard Business School. It begins by noting that hiring people is one of the most critical tasks for managers. The case study then outlines the background and personal factors that should be considered when evaluating a candidate for fit. Background factors include education and experience. Personal factors include intellectual ability, personality, and motivation. The interview process is important for digging behind the resume to understand a candidate's success pattern. Reference checks also allow cross-checking perceptions. Overall, hiring the right people is significant for an organization's values and culture.
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This document discusses the recruitment and selection process at IBM India. It describes the various stages: attraction, which involves job analysis and defining sources of recruitment; reduction through application screening and shortlisting; and selection using ability tests and structured interviews. IBM aims to select the most suitable candidates through a fair process to maximize performance and minimize costs associated with wrong hiring decisions. The stages ensure candidates are informed of outcomes and receive necessary feedback.
Recruitment and selection
Recruitment is the first stage in hiring and involves finding prospective job candidates. It ensures the continued operations of an organization by acquiring the necessary number and types of employees. Recruitment sources can be internal, like current employees, or external, such as media advertisements. The selection process chooses qualified candidates by obtaining information about applicants and eliminating unsuitable ones. Key steps include application reviews, interviews, tests, supervisor approval, medical exams, and final placement. The goal is to match candidates' qualifications to open positions.
Recruitment and selection
This document provides an overview of the recruitment and selection process. It defines recruitment as the process of finding prospective job candidates, and selection as the process of evaluating applicants and extending job offers. The document discusses the objectives, purposes, and need for recruitment. It also outlines common sources for recruiting candidates both internally and externally. The selection process involves screening applications, interviews, tests, and reference checks to find the best candidate for a role. Finally, the document defines placement as offering the job to the selected candidate and discusses probation periods for new employees.
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Recruitment is the process of hiring new employees. It involves defining job roles, generating applications, screening candidates, and making offers. The goals of recruitment are to determine current and future staffing needs, increase the pool of candidates at low cost, and improve hiring success rates. Recruitment strategies include investing in employee marketing, using technology and social media, and challenging traditional approaches. HR faces challenges in ensuring timely and cost-effective recruitment while adapting to globalization and technological change. Common recruitment methods include internal postings, referrals, job boards, agencies, campus recruiting and walk-ins. Evaluation of the recruitment process is important to assess candidate selection and job performance.
Recruitment
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.
Recruitment and selection process
The document discusses the recruitment and selection process at SRM University. It begins with an acknowledgment thanking those who provided guidance for the project. It then provides an introduction and outlines the recruitment process including planning, strategy development, searching, screening and evaluation. The selection process is also defined and the various steps are explained including preliminary interviews, tests, employment interviews, reference checks, making a selection decision and extending a job offer. The document concludes by restating the difference between recruitment and selection.
Recruitment and selection
The document provides an overview of recruitment and selection processes within an organization. It discusses key topics such as the importance of recruitment, factors influencing recruitment, sources of recruitment, recruitment methods, the selection process, and barriers to effective selection. The recruitment process involves job analysis, planning, developing strategies, searching for candidates, screening applicants, and evaluating the process. Selection involves differentiating among applicants using tools like interviews, tests, background checks, and making offers to the most qualified candidates.
Recruitment process
The recruitment process involves 5 key steps:
1. Recruitment planning which includes drafting a job specification outlining responsibilities, qualifications, and pay.
2. Developing a recruitment strategy such as whether to hire internally or externally and which recruitment methods to use.
3. Searching for candidates using internal sources like promotions or external sources for higher positions.
4. Screening applications against the job specification to identify qualified candidates.
5. Evaluating and controlling the recruitment process to minimize costs and recruit suitable candidates.
Sources of Recruitment
Sources of RecruitmentWe Learn - A Continuous Learning Forum from Welingkar's Distance Learning Program.
In this presentation, we will understand the stages of recruitment process. We will also analyze effective sources of recruitment for various openings and innovative recruitment solutions. We will also discuss the various sources of recruitment like referrals, job portals, recruitment firms, campus recruitment, employment exchange etc.
To know more about Welingkar Schoolโs Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
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Hr recruitment
This document discusses recruitment, including the meaning, purpose, importance, process, sources, and challenges of recruitment for organizations. Recruitment is defined as the process of finding and attracting qualified job applicants and involves identifying vacancies, developing job descriptions, advertising positions, managing responses, shortlisting candidates, interviewing, and making hiring decisions. The goal is to source and select the best candidates to help organizations achieve their objectives. Recruitment draws from both internal sources like transfers and promotions, as well as external sources like agencies and job boards. HR professionals face challenges in ensuring a timely, cost-effective recruitment process that adapts to global changes and strategic priorities.
External recruitment
External recruitment involves assessing potential job candidates from outside an organization to fill vacancies. There are several methods of external recruitment: direct recruitment involves recruiting qualified candidates directly; casual callers considers previously applicants; advertising is a common method using job postings; employment agencies assist with recruiting; and schools/universities provide a source of new graduates. While external recruitment increases opportunities to find the right candidates, it can be time-consuming and expensive compared to internal recruitment. Overall, external recruitment is beneficial for organizations to consider new ideas and help with future growth, but also requires careful planning.
Recruitment Process Of Infosys
Infosys has a structured recruitment process that considers applicants from all engineering branches. The process includes a written test assessing logical reasoning and verbal ability, followed by a technical and HR interview. Eligible candidates must have at least 70% marks throughout their academic career. The recruitment occurs primarily through campus hiring programs but also off-campus via their Career Plus program. While Infosys considers applicants from all backgrounds, their large applicant pool means the process can be time-consuming.
Recruitment And Selection Hiring The Right Person
The document discusses recruitment and selection methods used by organizations to hire employees. It covers internal and external recruitment strategies, screening tools like interviews and tests, legal issues around discrimination and negligence, and evaluating the effectiveness of the recruitment process. The goal is to attract and hire qualified candidates while following applicable laws.
Hr management recruitment ppt
This document discusses HR recruitment, including the importance of effective recruitment, job analysis categories, elements of a job description, and methods of internal and external recruitment. Effective recruitment helps businesses attract suitable candidates and gain competitive advantages, while wrong hires increase costs. Job analysis examines tasks, activities, skills, roles and performance. A job description outlines title, tasks, purpose, methods, responsibilities, and performance measures. Internal recruitment advertises within a business, has lower risk but limited applicants, while external recruitment uses agencies, ads, and universities to consider more candidates but at higher cost.
A Study of Recruitment and Selection of Employees in Public Sector of Jordan ...
A Study of Recruitment and Selection of Employees in Public Sector of Jordan ...Business, Management and Economics Research
The aim of this research is to study the recruitment and selection of employees in public sector of
Municipality Naur- Jordan as case study. Recruitment and selection are the most essential parts of human
resource activities and human resource being is the fundamental resource for every organization.The researcher
used primary and secondary methods for the collection of data. Primary data by distributing the questionnaire
among 60 employees in Naur municipality. I used secondary data in our project through searching from the
articles, books related to the topic and internet. The questionnaire has distributed randomly among the
respondents. The researcher used excel program to analyze the data.This study shows that most of employees
they have knowledge about recruitment and selection, because most of them agree that recruitment and
selection are two important functions of human resource management, as well the object of selection process is
to determine whether the prospective candidate possesses the specific qualification. Most of respondents are
agree that the objectives of staffing policies and procedures: attract staff members who possess the attributes,
which will enable them to perform their work to a high standard of competence and efficiency. Most of
employees are agree that the criteria followed by the municipalities of Municipality of Naur in the selection
process (identify job requirements, the qualifications and experience) and consist of the skills and
qualifications required to do the job, like education and work experience. While most of the respondents
strongly agreed that, the aim of selection and recruitment is to choose right people and able to respect and
protect human rights as well is a good policy based on principles such as Respect for diversity; ethical
decision-making and equal treatment.ย
Modern recruitment process
The document summarizes the modern recruitment process in 3 main steps:
1. The recruitment process typically begins with an initial screening of applicants and completion of an application form. Successful candidates then progress through a series of selection tests and interviews.
2. The selection process may include preliminary interviews, application submissions, selection tests, employment interviews, reference and background checks, and a company physical examination. Several factors influence the selection process.
3. The typical recruitment steps are initial screening, application completion, employment tests, job interviews, conditional job offers, background investigations, medical examinations, and permanent job offers. Onboarding new employees involves orientation, induction, and on-the-job training.
Recruitment & selection ppt
This PPT is related to the recruitment & Selection Process
And detail description about recruitment & Selection
You can read it for Update yourself
Final recruitment and selection
Recruitment refers to the process of finding and attracting qualified candidates for jobs within an organization. It involves identifying job vacancies, developing job descriptions, advertising positions, managing applicants, shortlisting candidates, conducting interviews, and making hiring decisions. Selection is the process of evaluating candidates and determining who is best qualified for the job. Some common sources for recruiting include internal candidates, job postings, employee referrals, employment agencies, and college recruiting. Psychometric tests, interviews, reference checks, and other procedures are used to evaluate and select candidates during the selection process. Onboarding involves introducing new hires to the company culture through formal induction programs.
Types of recruitment
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.
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Sources of recritment selection and selection process
The document discusses the recruitment and selection process. It defines recruitment and describes internal and external sources of recruitment. Internal sources include promotions, transfers, and internal advertisements, while external sources include public advertisements, campus recruitment, and recommendations. The benefits and drawbacks of internal and external recruitment are also outlined. The document then discusses the selection process, including interviews, evaluating candidates, reference checks, making offers, and the responsibilities of interviewers in selecting the most qualified candidates.
Purposes and objectives of human resource mangement
purposes of hrm with bullets and objectives in details in context of management and education both.meaning of hrm with conclusion and references
Recruitment and selection at ibm pakistan
Human Resource Management is a vast term. It comprises of planning, recruitment, selection, training, development, discipline, employment legislation, reward and recognition systems, etc.
Recruitment and selection are two of the most important functions of Human Resource Management. Although these are distinct processes, yet they are closely interrelated with each other. Together recruitment and selection forms the core part of the central activities underlying Human Resource Management.
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Recruitment and selection
This document provides an overview of the recruitment and selection process. It defines recruitment as the process of finding prospective job candidates, and selection as the process of evaluating applicants and extending job offers. The document discusses the objectives, purposes, and need for recruitment. It also outlines common sources for recruiting candidates both internally and externally. The selection process involves screening applications, interviews, tests, and reference checks to find the best candidate for a role. Finally, the document defines placement as offering the job to the selected candidate and discusses probation periods for new employees.
Staffing: Recruitment and Selection
Generating a great Applicant Pool And selecting the best candidate who is a perfect job fit and organisational fit as well is a challenging task. get back to the basics and understand where you are going wrong !
Mps presentation 1234
Recruitment is the process of hiring new employees. It involves defining job roles, generating applications, screening candidates, and making offers. The goals of recruitment are to determine current and future staffing needs, increase the pool of candidates at low cost, and improve hiring success rates. Recruitment strategies include investing in employee marketing, using technology and social media, and challenging traditional approaches. HR faces challenges in ensuring timely and cost-effective recruitment while adapting to globalization and technological change. Common recruitment methods include internal postings, referrals, job boards, agencies, campus recruiting and walk-ins. Evaluation of the recruitment process is important to assess candidate selection and job performance.
Recruitment
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.
Recruitment and selection process
The document discusses the recruitment and selection process at SRM University. It begins with an acknowledgment thanking those who provided guidance for the project. It then provides an introduction and outlines the recruitment process including planning, strategy development, searching, screening and evaluation. The selection process is also defined and the various steps are explained including preliminary interviews, tests, employment interviews, reference checks, making a selection decision and extending a job offer. The document concludes by restating the difference between recruitment and selection.
Recruitment and selection
The document provides an overview of recruitment and selection processes within an organization. It discusses key topics such as the importance of recruitment, factors influencing recruitment, sources of recruitment, recruitment methods, the selection process, and barriers to effective selection. The recruitment process involves job analysis, planning, developing strategies, searching for candidates, screening applicants, and evaluating the process. Selection involves differentiating among applicants using tools like interviews, tests, background checks, and making offers to the most qualified candidates.
Recruitment process
The recruitment process involves 5 key steps:
1. Recruitment planning which includes drafting a job specification outlining responsibilities, qualifications, and pay.
2. Developing a recruitment strategy such as whether to hire internally or externally and which recruitment methods to use.
3. Searching for candidates using internal sources like promotions or external sources for higher positions.
4. Screening applications against the job specification to identify qualified candidates.
5. Evaluating and controlling the recruitment process to minimize costs and recruit suitable candidates.
Sources of Recruitment
Sources of RecruitmentWe Learn - A Continuous Learning Forum from Welingkar's Distance Learning Program.
In this presentation, we will understand the stages of recruitment process. We will also analyze effective sources of recruitment for various openings and innovative recruitment solutions. We will also discuss the various sources of recruitment like referrals, job portals, recruitment firms, campus recruitment, employment exchange etc.
To know more about Welingkar Schoolโs Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
ย
Hr recruitment
This document discusses recruitment, including the meaning, purpose, importance, process, sources, and challenges of recruitment for organizations. Recruitment is defined as the process of finding and attracting qualified job applicants and involves identifying vacancies, developing job descriptions, advertising positions, managing responses, shortlisting candidates, interviewing, and making hiring decisions. The goal is to source and select the best candidates to help organizations achieve their objectives. Recruitment draws from both internal sources like transfers and promotions, as well as external sources like agencies and job boards. HR professionals face challenges in ensuring a timely, cost-effective recruitment process that adapts to global changes and strategic priorities.
External recruitment
External recruitment involves assessing potential job candidates from outside an organization to fill vacancies. There are several methods of external recruitment: direct recruitment involves recruiting qualified candidates directly; casual callers considers previously applicants; advertising is a common method using job postings; employment agencies assist with recruiting; and schools/universities provide a source of new graduates. While external recruitment increases opportunities to find the right candidates, it can be time-consuming and expensive compared to internal recruitment. Overall, external recruitment is beneficial for organizations to consider new ideas and help with future growth, but also requires careful planning.
Recruitment Process Of Infosys
Infosys has a structured recruitment process that considers applicants from all engineering branches. The process includes a written test assessing logical reasoning and verbal ability, followed by a technical and HR interview. Eligible candidates must have at least 70% marks throughout their academic career. The recruitment occurs primarily through campus hiring programs but also off-campus via their Career Plus program. While Infosys considers applicants from all backgrounds, their large applicant pool means the process can be time-consuming.
Recruitment And Selection Hiring The Right Person
The document discusses recruitment and selection methods used by organizations to hire employees. It covers internal and external recruitment strategies, screening tools like interviews and tests, legal issues around discrimination and negligence, and evaluating the effectiveness of the recruitment process. The goal is to attract and hire qualified candidates while following applicable laws.
Hr management recruitment ppt
This document discusses HR recruitment, including the importance of effective recruitment, job analysis categories, elements of a job description, and methods of internal and external recruitment. Effective recruitment helps businesses attract suitable candidates and gain competitive advantages, while wrong hires increase costs. Job analysis examines tasks, activities, skills, roles and performance. A job description outlines title, tasks, purpose, methods, responsibilities, and performance measures. Internal recruitment advertises within a business, has lower risk but limited applicants, while external recruitment uses agencies, ads, and universities to consider more candidates but at higher cost.
A Study of Recruitment and Selection of Employees in Public Sector of Jordan ...
A Study of Recruitment and Selection of Employees in Public Sector of Jordan ...Business, Management and Economics Research
The aim of this research is to study the recruitment and selection of employees in public sector of
Municipality Naur- Jordan as case study. Recruitment and selection are the most essential parts of human
resource activities and human resource being is the fundamental resource for every organization.The researcher
used primary and secondary methods for the collection of data. Primary data by distributing the questionnaire
among 60 employees in Naur municipality. I used secondary data in our project through searching from the
articles, books related to the topic and internet. The questionnaire has distributed randomly among the
respondents. The researcher used excel program to analyze the data.This study shows that most of employees
they have knowledge about recruitment and selection, because most of them agree that recruitment and
selection are two important functions of human resource management, as well the object of selection process is
to determine whether the prospective candidate possesses the specific qualification. Most of respondents are
agree that the objectives of staffing policies and procedures: attract staff members who possess the attributes,
which will enable them to perform their work to a high standard of competence and efficiency. Most of
employees are agree that the criteria followed by the municipalities of Municipality of Naur in the selection
process (identify job requirements, the qualifications and experience) and consist of the skills and
qualifications required to do the job, like education and work experience. While most of the respondents
strongly agreed that, the aim of selection and recruitment is to choose right people and able to respect and
protect human rights as well is a good policy based on principles such as Respect for diversity; ethical
decision-making and equal treatment.ย
Modern recruitment process
The document summarizes the modern recruitment process in 3 main steps:
1. The recruitment process typically begins with an initial screening of applicants and completion of an application form. Successful candidates then progress through a series of selection tests and interviews.
2. The selection process may include preliminary interviews, application submissions, selection tests, employment interviews, reference and background checks, and a company physical examination. Several factors influence the selection process.
3. The typical recruitment steps are initial screening, application completion, employment tests, job interviews, conditional job offers, background investigations, medical examinations, and permanent job offers. Onboarding new employees involves orientation, induction, and on-the-job training.
Recruitment & selection ppt
This PPT is related to the recruitment & Selection Process
And detail description about recruitment & Selection
You can read it for Update yourself
Final recruitment and selection
Recruitment refers to the process of finding and attracting qualified candidates for jobs within an organization. It involves identifying job vacancies, developing job descriptions, advertising positions, managing applicants, shortlisting candidates, conducting interviews, and making hiring decisions. Selection is the process of evaluating candidates and determining who is best qualified for the job. Some common sources for recruiting include internal candidates, job postings, employee referrals, employment agencies, and college recruiting. Psychometric tests, interviews, reference checks, and other procedures are used to evaluate and select candidates during the selection process. Onboarding involves introducing new hires to the company culture through formal induction programs.
Types of recruitment
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.
Hiring Process of Saphire Textile Mills
The document outlines Sapphire Group's HR systems and hiring process. It discusses the various stages of recruitment, including identifying vacancies, collecting resumes, screening candidates, and conducting interviews. It also describes the orientation process for new hires and covers some of Sapphire's employment laws and policies regarding harassment, abuse, and health and safety. The recruitment and selection process is managed by the HR department with involvement from line managers and technical teams at various stages.
Sources of recritment selection and selection process
The document discusses the recruitment and selection process. It defines recruitment and describes internal and external sources of recruitment. Internal sources include promotions, transfers, and internal advertisements, while external sources include public advertisements, campus recruitment, and recommendations. The benefits and drawbacks of internal and external recruitment are also outlined. The document then discusses the selection process, including interviews, evaluating candidates, reference checks, making offers, and the responsibilities of interviewers in selecting the most qualified candidates.
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A Study of Recruitment and Selection of Employees in Public Sector of Jordan ...
A Study of Recruitment and Selection of Employees in Public Sector of Jordan ...
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Sources of recritment selection and selection process
Sources of recritment selection and selection process
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Purposes and objectives of human resource mangement
purposes of hrm with bullets and objectives in details in context of management and education both.meaning of hrm with conclusion and references
Recruitment and selection at ibm pakistan
Human Resource Management is a vast term. It comprises of planning, recruitment, selection, training, development, discipline, employment legislation, reward and recognition systems, etc.
Recruitment and selection are two of the most important functions of Human Resource Management. Although these are distinct processes, yet they are closely interrelated with each other. Together recruitment and selection forms the core part of the central activities underlying Human Resource Management.
Source of Recruitment
Recruitment involves developing and maintaining a pool of available labor for an organization to draw from when additional employees are needed. Organizations recruit from both internal and external sources. Internal sources include promotion, transfer, past employees, and internal advertisements. External sources are recruitment from outside the company through means such as advertisements, employment exchanges, private agencies, campus recruitment, and walk-ins. The selection process involves matching job requirements to candidate skills through steps like notification of openings, preliminary interviews, tests, employment interviews, selection, medical examination, and appointment with an offer letter.
Introduction to HRM
The document discusses key aspects of human resource management including definitions, core elements, objectives and functions. It describes HRM as integrating employment decisions to help organizations and employees achieve their goals. The core elements are organizations, people and management. Objectives include societal, organizational and personal goals. Functions involve planning, staffing, directing and controlling human resources from recruitment to retirement. It also outlines the scope, role and challenges of HRM in modern organizations.
Evolution of hrm
The document outlines 7 concepts of management: 1) Commodity, where workers were a commodity bought and sold and faced terrible working conditions. 2) Factor of Production, which focused on scientific methods to increase productivity. 3) Goodwill, providing welfare measures to improve productivity. 4) Paternalistic, where management took a fatherly role and offered benefits as a favor. 5) Humanitarian, considering human resources an asset. 6) Human Resource, consciously satisfying employee needs to achieve goals. 7) Emerging, where employees are partners through empowerment practices.
Sources of recruitment of employees internal and external sources recruitment
There are two main sources of recruitment: internal and external. Internal sources include promotions, transfers, and recruiting current employees. This has advantages like improving employee morale and reducing training costs. External sources include advertisements, employment exchanges, schools/universities, employee referrals, and walk-ins. Both sources have advantages and disadvantages for recruiting suitable candidates.
Evolution of human resources management
Human resource management has evolved over time from focusing on industrial relations and risk protection to becoming more business focused and strategic. It is now defined as taking a strategic approach to managing an organization's employees in a way that helps achieve business objectives. Common terms for human resource management include human resources, personnel, talent management, and human capital. The next podcast will provide more details on this topic.
Staffing process
The staffing process at H Line Soft Pvt. Ltd. involves manpower planning, recruitment, selection, orientation, training, performance evaluation, and promotion. Manpower planning determines the optimal number and types of employees needed. Recruitment can be internal through transfers or promotions, or external through advertisements or recommendations. Selection involves choosing the right candidates through interviews, tests, and other screening methods. New employees then undergo orientation and training before being evaluated and considered for promotion or transfer.
Evolution of Human Resource Management (HRM)
This presentation will take you through the journey of evolution of Human Resource Management (HRM). Proper chronological order of events has been followed which will give you a clear idea of the developments and the reason why these developments took place. American Labor History and effect of World War has been discussed in detail as these events had a considerable share in the evolution of HRM.
Methods of recruitment
The document discusses methods of recruitment for filling job vacancies, including internal sources like promoting existing employees and external sources like hiring new candidates. Internal recruitment saves time and money but has limited selection and risks bias, while external recruitment brings in new talent but costs more due to recruitment and training expenses. Both methods have advantages and disadvantages to consider.
sources of recruitment
The document discusses the internal and external sources of recruitment that organizations use. It notes that internal sources include transfers, promotions, and recruiting relatives of deceased employees. External sources mentioned include advertisements, educational institutes, placement agencies, employment exchanges, contractors, unsolicited applicants, referrals, and recruiting at factory gates. The document also discusses recent trends in e-recruitment and outsourcing.
Staffing
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Recuritment and selection
- 1. Analysis of Recruitment & selection in IBM Rahul Koul 12036
- 2. Manpower โข โข โข โข โข โข โข Established: 1948 CEO: Jeffrey A. Joerres World Headquarters: Milwaukee, USA Total revenue: $68.2 million Fortune U.S. and Global Rank: 140 Locations: 3900 offices in 80 countries Services: Recruitments, WRP, Business development, Staffing
- 3. Recruitment and Selection โFirst got the right people on the bus, the wrong people off the bus, and the right people in the right seats โ and then they figured out where to drive it.โ
- 4. Research Methodology โข Sampling Size:- 30 โข Sampling Technique:- Random โข Sampling Instrument:- Questionnaire Primary Data Secondary Data
- 5. Objective Challenges faced by recruiters in recruiting candidates Candidates not joining BPO sector Why declining rate in selection of candidates Aspects on which candidates not willing to join IBM
- 6. What is your profile? 35 30 25 30 30 30 30 21 20 No. of respondants 15 Actual respondants 10 5 5 4 0 0 Fresher Working with Was working None of the org. above
- 7. What is your qualification? 35 30 30 30 30 30 25 20 No. of respondants 15 10 8 10 5 9 3 0 10th 10+2 Computer Degree Others Actual respondants
- 8. Are you interested in Gurgaon location? 35 30 30 30 25 20 18 No.of respondants 15 Actual Respondants 12 10 5 0 Yes No
- 9. Will you work for Salary of 10,000? 35 30 30 30 25 20 18 No. of respondants 15 Actual respondants 12 10 5 0 Yes No
- 10. Are you interested in BPO sector? 35 30 30 30 25 20 20 No. of respondants 15 Actual respondants 10 10 5 0 Yes No
- 11. Which Shift is best suitable to you? 35 30 30 30 30 30 25 20 15 10 12 7 7 4 5 0 Day Night Day/Night None of the above No. of respondants Actual respondants
- 12. For what profile are you Interested? 35 30 30 30 30 30 25 20 14 15 10 5 No. of respondants 8 4 4 0 Direct Process Voice Process Backend Process All of above Actual respondants
- 13. Findings Availability of fresher's but qualification are not matching Candidates having Salary and Location issue Profile doesnโt match with the needs of candidates Shift issue is major problem for not joining BPO
- 14. Suggestions More portals & References on CIF Hiring form preferred location Preference to knocked out candidates Timing schedule should be informed
- 15. Limitations Busy Schedule Time Duration Awareness of BPO Less Respondents
- 16. Conclusion There is a new period of growth in the BPO industry. It is also a win-win situation for candidates. Hence candidates not having quality must take a start from the BPO sector.