The document discusses the recruitment process which includes identifying job vacancies, preparing job descriptions, searching internal and external candidates, coordinating interviews, conducting reference checks, and making final hiring decisions. It also outlines common external recruitment sources like advertisements, campus placements, employment agencies, employee referrals, and walk-in applicants. Key stages involve screening applications, assessing candidates through tests and interviews, and ultimately selecting and offering positions to candidates.

2. • Is the process of
discovering the
qualifications &
characteristics of the job
applicant in order to
establish their likely
suitability for the job
position.

3. 1. Preliminary Interview
2. Selection Tests
3. Employment Interview
4. Reference and Background Analysis
5. Physical Examination
6. Job Offer
7. Employment Contract

4. • Stage 1: Screening Of
Application Forms.
• Stage 2: Tests--Intelligence,
Aptitude, Technical,
Psychometric, Ability,
Interest.
• Stage 3: Selection Interview.

5. • Perception
• Fairness
• Validity
• Reliability
• Pressure

6. • Stage 1: Screening Of Application Forms.
• Stage 2: Tests--
Intelligence, Aptitude, Technical,
Psychometric, Ability, Interest.
• Stage 3: Selection Interview.
• Stage 4: Selection Decision

7. 12 INTIMATION TO SALARY DEPT.
11 FINAL SELECTION
10 ORIENTATION
9 REFERENCE
8 ON THE JOB TEST
7 PHYSICAL TEST
6 INTERVIEW
5 PSYCHOLOGICAL TEST
4 WRITTEN TEST
3 TRADE TEST
2 SENDING APPLICATION FORMS
1 PRELIMINARY SCREENING

8. • Talent Shortage
• Attrition Rate
• Reservations and other Gov.
Policies
• Remoteness of Job
• Scrutinity of employee‟s
credentials

9. • Recruitment- searching for and
attracting applicants qualified to
fill vacant positions
• Selection- Analyzing the
qualifications of applicants and
deciding upon those who show the
most potential

12. • “Recruitment refers to the process of
sourcing, screening, and selecting people for
a job or vacancy within an organization.
Though individuals can undertake individual
components of the recruitment process, mid-
and large-size organizations generally retain
professional recruiters”.

14. • Recruitment is the process which links the employers with the
employees.
•Attract and encourage more and more candidates to apply in the
organisation.
• Create a talent pool of candidates to enable the selection of best
candidates for the organisation.
• Determine present and future requirements of the organization in
conjunction with its personnel planning and job analysis activities.
• Increase the pool of job candidates at minimum cost.
• Help increase the success rate of selection process by decreasing
number of visibly under qualified or overqualified job applicants.

15. • Meet the organizations legal and social obligations regarding
the composition of its workforce.
• Begin identifying and preparing potential job applicants who
will be appropriate candidates.
• Increase organization and individual effectiveness of various
recruiting techniques and sources for all types of job
applicants

17. • Transfers • Advertisements
• Promotions • Campus Placements
• Upgrading • Vendor Management
• Demotion • Employment Exchanges
• Retired Employees • Labour Contractors
• Retrenched Employees • Employee Referral Program
• Dependants and Relatives • Recruitment at Factory Gate
of deceased employees.

18. 1. Transfers
The employees are transferred from one department to another according
to their efficiency and experience.
2. Promotions
The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience.
3. Upgrading and Demotion of present employees according to their
performance.
4. Retired and Retrenched employees may also be recruited once again in
case of shortage of qualified personnel or increase in load of work.
Recruiting such people saves time and costs of the organisation as the
people are already aware of the organisational culture and the policies and
procedures.

19. 1. Press Advertisements
Advertisements of the vacancy in newspapers and journals are a widely
used source of recruitment. The main advantage of this method is that it
has a wide reach.
2. Educational Institutes
Various management institutes, engineering colleges, medical Colleges etc.
are a good source of recruiting well qualified
executives, engineers, medical staff etc. They provide facilities for campus
interviews and placements.
3. Placement Agencies
Several private consultancy firms perform recruitment functions on behalf
of client companies by charging a fee. These agencies are particularly
suitable for recruitment of executives and specialists.

20. 5. Labour Contractors
Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers. This
source is used to recruit labour for construction jobs.
6. Employee Referrals / Recommendations
Many organisations have structured system where the current
employees of the organisation can refer their friends and
relatives for some position in their organisation. Also, the
office bearers of trade unions are often aware of the
suitability of candidates.
7. Recruitment at Factory Gate
Unskilled workers may be recruited at the factory gate these

22. IDENTIFY
VACANCY
NO
APPROVALS NO HIRE
YES
PREPARE JOB
DESCRIPTION&
PERSONAL
SPECIFICATION
SEARCH YES
CHECK
INTERNAL
PROFILE
DATABASE
NO
VENDOR ADVERTI CAMPUS
WALK-
MANAGE SEMENT PLACEM
INS CO-ORDINATE
MENT S ENTS VENDORS
INTERVIEWS
GIVE OUT JOB REFERENCE
DESCRIPTION CHECK
CLOSE/
SHORT-
PROPOSE
LISTING
OFFER
CONDUCT DECISION-
INTERVIEWS MAKING

24. • A candidate visits a local branch for a short interview and an
assessment before being taken onto the agency‟s books.
• Remuneration for the agency's services usually takes one of
following forms:
 A contingency fee paid by the company when a recommended
candidate accepts a job with the client company (typically
20%-30% of the candidate‟s starting salary), which usually has
some form of guarantee, should the candidate fail to perform
and is terminated within a set period of time.

25. • Such sites have two main features: job boards and a
résumé/Curriculum Vitae (CV) database.
• Job boards allow member companies to post job vacancies.
• Candidates can upload a résumé to be included in searches by
member companies. Fees are charged for job postings and access
to search resumes.
• Key players in this sector provide e-recruitment software and
services to organisations of all sizes and within numerous
industry sectors, who want to e-enable entirely or partly their
recruitment process in order to improve business performance.

27. • Headhunters are third-party recruiters often retained when
normal recruitment efforts have failed.
• They use advanced sales techniques, such as initially posing as
clients to gather employee contacts, as well as visiting candidate
offices.
• They prepare a candidate for the interview, help negotiate the
salary, and conduct closure to the search.
• They often attend trade shows and other meetings nationally or
even internationally that may be attended by potential candidates
and hiring managers.
• Headhunters are typically small operators that make high margins
on candidate placements (sometimes more than 30% of the

29. • Campus recruitment refers to the process whereby employers
undertake an organised program of attracting and hiring students
who are about to graduate from schools, colleges and universities.
• Employers commonly attend campuses to promote employment
vacancies and career opportunities to students who are
considering these options following graduation.
• Selection methods used by employers include interviews,
aptitude tests, role plays, written assessments, group discussions
and presentations.
• Many schools, colleges and universities provide their students
with independent advice through a career advisory service which
is staffed by professional career advisors.

32. • Resume scanner is one major benefit provided by the job
portals to the organisations.
• It enables the employees to screen and filter the resumes
through pre-defined criteria‟s and requirements
(skills, qualifications, experience, payroll etc.) of the job.
• Job sites provide a 24*7 access to the database of the
resumes to the employees facilitating the just-in-time hiring
by the organisations.
• Online recruitment helps the organisations to automate the
recruitment process, save their time and costs on
recruitments.

33. • A company can hold contests in order to attract
candidates with different skills and aptitudes to
meet at one point and the best performers can be
selected.
• Contests create a large pool of candidates for
selection.
• Axel Mark, an information distributor for cell
phone users, recently organized a contest to build
a job-search Web site aimed at college students
and recent graduates.
• A member of the winning team was subsequently

34. • Recruiting students early in their educational
course.
• A company will lock in talent up-front.
• Work with college/institute to mould curriculum
for the company‟s requirements.
• A company can create an emotional bond with the
candidate.

35. • Use blogs to post job descriptions and vacancies.
• Advertise on websites like Facebook or Orkut.
• Due to ever-increasing membership of people on these
networking sites, there is a good chance of people responding
to these ads and blogs.
• Youth these days spend a lot of time on the internet.

36. • Assessment Centres typically use a
combination of simulations, interviews
and psychometrics to measure the
performance of a group of Candidates
against the skills and behaviours
required for success in a particular job.
• Assessment Centres greatly increase
the chances of finding a suitable
candidate and reduce the risk of
selecting or promoting the wrong people.

37. • Social/informal events - where you could meet a
variety of people, including other candidates, the
selectors, recent graduates and senior management.
This is presented as an opportunity for you to find out
about the organisation and to ask questions in a more
casual setting. These events may appear informal and
not part of the true assessment procedure but you
should behave in a way that reflects well on you.
• Information sessions - which provide more details
about the organisation and the roles available. Listen
carefully, as the information provided is likely to be
more up to date than your previous research. If you are
unclear about anything, ask. Asking inappropriate
questions just to get noticed will not impress the
selectors.

38. Advantages Disadvantages
Less expensive Smaller pool of workers to
choose from
Existing employees have Less opportunity to bring new
opportunity to enhance their skills, ideas and experience into
career the organisation
Further job opportunities may be Lack of ownership of tasks due
created as a result of recruiting to employee expectations of
internally moving on to another job
Organisation can make use of its Lack of stability in work teams
pool of existing workers due to team members regularly
moving to other positions.

39. Advantages Disadvantages
New workers can bring new skills More expensive
and innovation to the
organisation
The organisation attracts a wider Existing employees will not have
pool of workers from home and the chance to enhance their
abroad careers
More chance of recruiting a „good Recruitment process may be
fit‟ because the organisation is slower
recruiting from a wider pool