Selection
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Selection is the process of choosing the most suitable candidates for a job out of all applicants. It involves collecting relevant information on candidates through a series of steps to match their qualifications to the job requirements. The selection process is important to ensure careful hiring so the organization does not waste money and employees can contribute effectively. The process can be satisfied if the organization has the authority to select, standards for human resources, and a sufficient number of applicants. The long selection procedure involves multiple stages from an initial interview to a final approval and job offer.
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Selection process
The selection process involves identifying candidates with the relevant qualifications, skills, and competencies to fill jobs. It is critical because an organization's performance depends on its employees. Hiring the right employees is important and costly, while incompetent hiring could significantly impact an organization. The selection process generally includes initial screening of applications, employment tests, interviews, background and reference checks, medical examinations, and making conditional and permanent job offers. It is better to not select a candidate than select a bad candidate, so organizations should systematically verify applicant information and reject those with false statements or criminal convictions related to the job.
Selection
The document discusses the processes of recruitment, selection, orientation, and placement in organizations. Selection refers to picking the right candidate from a pool of applicants and involves rejecting some. The key steps in selection are screening applicants, conducting tests and interviews, checking references, and making a job offer. Effective selection can be challenging due to human biases and limitations. Orientation involves introducing new employees to their job, coworkers, and organization. Placement matches employees' skills and interests to appropriate jobs.
Selection process
The selection process involves multiple steps to identify the best candidates for a role. It begins with collecting application blanks to gather initial information. Candidates then take various employment tests assessing their aptitude, interests, intelligence, and personality. Top performers proceed to interviews which evaluate their potential, abilities, and personality through different styles like preliminary, extensive, and group interviews. References are checked and physical/medical examinations conducted. The final step is appointing the most qualified candidate who emerges strongest after completing all stages of screening.
Human Resource Management
This document discusses key aspects of human resource management (HRM) including defining human resources and HRM, common HRM practices like employee selection, motivation, and management. It also discusses how aligning a workforce through the right hiring and placement can improve an organization's performance through better service, productivity, reputation and customer satisfaction. Specific HRM strategies to motivate employees through adventurous trips and workplace drinks are also mentioned.
Steps of selection in management
STEPS OF SELECTION IN MANAGEMENT
source selection steps
management selection process
selection management systems
process of natural selection steps
project management selection process
project management step by step
5 steps of management process
steps of planning in management
what is process selection
process selection types
process selection for product production
project management selection process
process selection in operations management
selection management systems
what is a selection process
steps in selection process
Selection Process & Test
The document outlines the selection process and tests used to choose candidates for jobs, including receiving application forms, preliminary interviews, selection tests assessing abilities, aptitudes, personality and interests, employment interviews, reference and physical examinations, and final selection. Selection criteria include formal education, work experience, personality, and physical characteristics. Common selection tests mentioned are ability, aptitude, personality, interest, attitude, graphology, and polygraph tests.
The employment cycle establishment phase, recruitment and selection
The document discusses the employment cycle and recruitment and selection process. It explains that recruitment involves attracting qualified job applicants, while selection involves choosing the best candidate for a role. Some key selection techniques mentioned include application forms, tests, interviews, background checks and medical examinations. The advantages and disadvantages of interviews as a selection technique are also outlined.
Selection process, features and examples
This ppt will help you understand the selection meaning, features and process in an easy way and with real corporate examples. Do Like, share and follow. Thank you
Recommended
Selection process
The selection process involves identifying candidates with the relevant qualifications, skills, and competencies to fill jobs. It is critical because an organization's performance depends on its employees. Hiring the right employees is important and costly, while incompetent hiring could significantly impact an organization. The selection process generally includes initial screening of applications, employment tests, interviews, background and reference checks, medical examinations, and making conditional and permanent job offers. It is better to not select a candidate than select a bad candidate, so organizations should systematically verify applicant information and reject those with false statements or criminal convictions related to the job.
Selection
The document discusses the processes of recruitment, selection, orientation, and placement in organizations. Selection refers to picking the right candidate from a pool of applicants and involves rejecting some. The key steps in selection are screening applicants, conducting tests and interviews, checking references, and making a job offer. Effective selection can be challenging due to human biases and limitations. Orientation involves introducing new employees to their job, coworkers, and organization. Placement matches employees' skills and interests to appropriate jobs.
Selection process
The selection process involves multiple steps to identify the best candidates for a role. It begins with collecting application blanks to gather initial information. Candidates then take various employment tests assessing their aptitude, interests, intelligence, and personality. Top performers proceed to interviews which evaluate their potential, abilities, and personality through different styles like preliminary, extensive, and group interviews. References are checked and physical/medical examinations conducted. The final step is appointing the most qualified candidate who emerges strongest after completing all stages of screening.
Human Resource Management
This document discusses key aspects of human resource management (HRM) including defining human resources and HRM, common HRM practices like employee selection, motivation, and management. It also discusses how aligning a workforce through the right hiring and placement can improve an organization's performance through better service, productivity, reputation and customer satisfaction. Specific HRM strategies to motivate employees through adventurous trips and workplace drinks are also mentioned.
Steps of selection in management
STEPS OF SELECTION IN MANAGEMENT
source selection steps
management selection process
selection management systems
process of natural selection steps
project management selection process
project management step by step
5 steps of management process
steps of planning in management
what is process selection
process selection types
process selection for product production
project management selection process
process selection in operations management
selection management systems
what is a selection process
steps in selection process
Selection Process & Test
The document outlines the selection process and tests used to choose candidates for jobs, including receiving application forms, preliminary interviews, selection tests assessing abilities, aptitudes, personality and interests, employment interviews, reference and physical examinations, and final selection. Selection criteria include formal education, work experience, personality, and physical characteristics. Common selection tests mentioned are ability, aptitude, personality, interest, attitude, graphology, and polygraph tests.
The employment cycle establishment phase, recruitment and selection
The document discusses the employment cycle and recruitment and selection process. It explains that recruitment involves attracting qualified job applicants, while selection involves choosing the best candidate for a role. Some key selection techniques mentioned include application forms, tests, interviews, background checks and medical examinations. The advantages and disadvantages of interviews as a selection technique are also outlined.
Selection process, features and examples
This ppt will help you understand the selection meaning, features and process in an easy way and with real corporate examples. Do Like, share and follow. Thank you
Selecting employees
Selection is the process of choosing job applicants with the relevant qualifications to fill positions in an organization. It involves obtaining information about applicants to determine who should be hired. The selection process generally involves initial screening, application forms, testing, interviews, background checks, and sometimes physical examinations. The goal is to select employees who are the best fit for both the specific job and the broader organization in terms of skills, interests, values, and other characteristics. This ensures high productivity, motivation to stay, customer satisfaction, and the ability to implement the company's strategy.
SUSL - Selection ( HRM )
The document discusses the selection process used to choose appropriate candidates for job vacancies. It defines selection and lists its objectives such as reducing costs and turnover. Various selection methods are described - application evaluation, interviews, tests, background checks and medical exams. The accuracy and effectiveness of each method is also assessed. The selection process involves shortlisting applications, conducting interviews, and selecting or rejecting candidates based on the evaluation results. The goal is to choose candidates that are best qualified for the role while maintaining a cost-effective selection process.
Selection Process
I m a student of University of Lahore (Islamabad. Pakistan). I have presented this presentation and it was well appreciated by my Teacher as well as by my Class Mates so that's why i m uploading it for all of you. It might help you to understand what selection actually is..
Regards.
Syed Shaz Gilani
Selection
The document describes the selection and appointment process for hiring employees. It involves 9 main steps: 1) inviting applications, 2) receiving applications, 3) scrutinizing applications, 4) written tests, 5) psychological tests, 6) personal interviews, 7) medical examinations, 8) final selection, and 9) placement. Selection techniques used include interviews, tests to evaluate capabilities, and salary negotiations. Tests can assess intelligence, cognitive ability, personality, and problem-solving skills. The interview process may include unstructured, stress, behavioral, panel, and problem-solving interviews. Appointment refers to being placed into a position indefinitely or for a finite period of time.
Selection (hrm) presentation
The document discusses the process of selection in hiring employees. It defines selection as choosing applicants that best meet the criteria for open positions based on their capabilities and the job demands. The stages of selection generally involve receiving applications, screening, tests, interviews, background checks, medical exams, and final selection or rejection. Various types of tests, interviews, and considerations in the selection process are also outlined.
Gks recruitment and selection
The document discusses the process of recruitment and selection. It defines recruitment as the process of searching for and obtaining job applicants, and selection as differentiating between applicants to identify those most likely to succeed. The recruitment process includes identifying sources of candidates, factors influencing recruitment, and alternatives to recruitment. The selection process involves application screening, tests, interviews, reference/background checks, making a selection decision, physical examinations, job offers, employment contracts, and evaluation. The document outlines the steps and considerations involved in effective recruitment and selection.
Before the interview: How to successfully screen candidates
The document outlines an online training module on screening candidates for hiring. It discusses the importance of screening and legal considerations. It also covers developing rating guides and grids to rate candidates in a standardized, unbiased manner. The training is divided into three modules which discuss the impact of hiring, using organizational inputs to develop hiring criteria, and how to create rating tools to evaluate candidates.
4 hrm selection_jjm_mb203
The document discusses the selection process at Madras Fertilisers Ltd (MFL) and Pragati Fertilisers Ltd (PFL). MFL used scientific selection methods to hire Mr. Praveen as DGM of marketing, while PFL hired Mr. Chaitanya without tests. Under Mr. Chaitanya, PFL's market share grew from 10% to 60% while MFL's declined from 50% to 15%. This led MFL to review the validity of their selection tests. The document then discusses the meaning of selection, the difference between selection and recruitment, and outlines the typical steps in a selection process including preliminary screening, tests, interviews, reference checks, and a final decision.
HUMA PROJECT REPORT updated (1)
This report discusses the importance of selection in human resource management and outlines the typical steps in the selection process. It begins by explaining that selection helps organizations find the right employees and save time and money. The 8 main steps are: 1) receiving applicants, 2) screening, 3) testing, 4) reference checks, 5) interviews, 6) job previews, 7) medical evaluations, and 8) making a hiring decision. Starbucks is used as an example, with its process including phone interviews, in-person interviews, reference checks, and training. The report stresses that selection is important for organizational success.
Module 4 selection
The document discusses the process of selection in organizations. It defines selection as choosing individuals with relevant qualifications to fill jobs. The key steps in selection include job analysis, recruitment, application forms, interviews, tests, and medical examinations. Effective selection requires clearly specifying job and candidate requirements, attracting qualified applicants, authority to select, standards for selection, sufficient applicants, and person-job and person-organization fit. The goal of selection is to choose the best candidate to successfully perform the job.
Selection Process in HRM
Selection process in HRM , initial screening in HRM, application completing in HRM, pre employement test in HRM, Comprehensive or Major interview in HRM, background and medical investigation in HRM
Selection edit
This document summarizes the key steps in the selection process for hiring candidates. It outlines the basic selection criteria like experience, education, physical and personality characteristics. It then describes the common selection procedures such as preliminary interviews, application screening, employment tests, interviews, reference checks, physical examinations, and final selection. The goal of the selection process is to identify the most suitable candidate by evaluating them based on qualifications and determining if they are a good fit for the job and organization.
Selection process HRM
group presentaion on 17 sept 2012 at karachi university subject Humen resource managment........ Hassan Khokher,Muhammad Waqas Rafiq,Muhamad waqas Raza.Waqar Ahmed.Husnain.......
Employee selection
This document discusses the use of references and letters of recommendation for employee selection. It describes references as a way to confirm details on resumes, check for discipline problems, discover new information about applicants, and predict future job performance. However, references have limitations in predicting performance due to leniency, lack of knowledge about applicants, low reliability between references, and influence of extraneous factors like letter length. Specific examples in letters are better than generalities for predicting performance.
Selection
The document discusses the process of employee selection which involves multiple steps:
1. Application forms are used to collect candidate information and reject those who are not qualified.
2. Interviews allow candidates and the organization to learn about each other. Tests are also used to evaluate skills.
3. Reference and background checks provide more information about a candidate's qualifications, experience, and past work.
4. Physical exams ensure candidates can fulfill job requirements and qualify for insurance programs.
5. The final decision is made after extensive consultation, focusing on the candidate's ability to perform the job.
HR interview slideshow
The document discusses the employee selection process and interviewing. It covers why interviews are used, the typical four stage interview process, six common interview types, and two types of interview errors. It also outlines an eight step process for evaluating candidates, which includes preliminary application reviews, testing, reference checks, interviews, job previews, and making a hiring decision.
Recruitment and selection process
This document outlines the recruitment and selection process, including defining job requirements, attracting candidates through advertising, interview methods, reference and background checks, final selection, and new employee induction. It discusses the objectives and components of an effective induction program to help new hires integrate smoothly, including company-wide and department-specific orientations. Follow-up after induction is also recommended to identify and address any issues for new employees early on.
Employment Test: Processes of Conducting Test
Human Resources Managers or Officers are required to carry out all necessary employment test on applicants before there are offered the job position applied for to ensure the organisation knows their capabilities before coming on-board to work as part of the organisations team.
Chapter 4 selection of human resource
The document discusses the employee selection process. It defines selection as determining applicants who meet job requirements and can fill vacant positions. The selection process involves establishing criteria, gathering applicant information, and making hiring decisions. Human resource departments screen applicants and submit qualified candidates to operating departments for final hiring decisions. The selection process aims to match applicant qualities to job requirements through tools like tests and interviews.
La planta
El documento describe varias armas de fuego y municiones encontradas en una prisión, incluyendo rifles de asalto AR-15, pistolas con cargadores de 30 balas, y una granada de mano. También menciona maletas llenas de dinero proveniente de actividades ilegales dentro y fuera de la prisión como secuestros, extorsión, drogas. El documento enumera otros tipos de armas como fusiles, subametralladoras y carabinas.
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The document analyzes shopping patterns prior to visiting various stores. It finds that McDonald's, Walmart and Amazon are often preceded by visits to other retailers like 7-Eleven, Target, Family Dollar, Dollar Tree and fast food places. Customers frequently shop at convenience stores, discount retailers, grocery stores or other restaurants before visiting the main stores.
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Selecting employees
Selection is the process of choosing job applicants with the relevant qualifications to fill positions in an organization. It involves obtaining information about applicants to determine who should be hired. The selection process generally involves initial screening, application forms, testing, interviews, background checks, and sometimes physical examinations. The goal is to select employees who are the best fit for both the specific job and the broader organization in terms of skills, interests, values, and other characteristics. This ensures high productivity, motivation to stay, customer satisfaction, and the ability to implement the company's strategy.
SUSL - Selection ( HRM )
The document discusses the selection process used to choose appropriate candidates for job vacancies. It defines selection and lists its objectives such as reducing costs and turnover. Various selection methods are described - application evaluation, interviews, tests, background checks and medical exams. The accuracy and effectiveness of each method is also assessed. The selection process involves shortlisting applications, conducting interviews, and selecting or rejecting candidates based on the evaluation results. The goal is to choose candidates that are best qualified for the role while maintaining a cost-effective selection process.
Selection Process
I m a student of University of Lahore (Islamabad. Pakistan). I have presented this presentation and it was well appreciated by my Teacher as well as by my Class Mates so that's why i m uploading it for all of you. It might help you to understand what selection actually is..
Regards.
Syed Shaz Gilani
Selection
The document describes the selection and appointment process for hiring employees. It involves 9 main steps: 1) inviting applications, 2) receiving applications, 3) scrutinizing applications, 4) written tests, 5) psychological tests, 6) personal interviews, 7) medical examinations, 8) final selection, and 9) placement. Selection techniques used include interviews, tests to evaluate capabilities, and salary negotiations. Tests can assess intelligence, cognitive ability, personality, and problem-solving skills. The interview process may include unstructured, stress, behavioral, panel, and problem-solving interviews. Appointment refers to being placed into a position indefinitely or for a finite period of time.
Selection (hrm) presentation
The document discusses the process of selection in hiring employees. It defines selection as choosing applicants that best meet the criteria for open positions based on their capabilities and the job demands. The stages of selection generally involve receiving applications, screening, tests, interviews, background checks, medical exams, and final selection or rejection. Various types of tests, interviews, and considerations in the selection process are also outlined.
Gks recruitment and selection
The document discusses the process of recruitment and selection. It defines recruitment as the process of searching for and obtaining job applicants, and selection as differentiating between applicants to identify those most likely to succeed. The recruitment process includes identifying sources of candidates, factors influencing recruitment, and alternatives to recruitment. The selection process involves application screening, tests, interviews, reference/background checks, making a selection decision, physical examinations, job offers, employment contracts, and evaluation. The document outlines the steps and considerations involved in effective recruitment and selection.
Before the interview: How to successfully screen candidates
The document outlines an online training module on screening candidates for hiring. It discusses the importance of screening and legal considerations. It also covers developing rating guides and grids to rate candidates in a standardized, unbiased manner. The training is divided into three modules which discuss the impact of hiring, using organizational inputs to develop hiring criteria, and how to create rating tools to evaluate candidates.
4 hrm selection_jjm_mb203
The document discusses the selection process at Madras Fertilisers Ltd (MFL) and Pragati Fertilisers Ltd (PFL). MFL used scientific selection methods to hire Mr. Praveen as DGM of marketing, while PFL hired Mr. Chaitanya without tests. Under Mr. Chaitanya, PFL's market share grew from 10% to 60% while MFL's declined from 50% to 15%. This led MFL to review the validity of their selection tests. The document then discusses the meaning of selection, the difference between selection and recruitment, and outlines the typical steps in a selection process including preliminary screening, tests, interviews, reference checks, and a final decision.
HUMA PROJECT REPORT updated (1)
This report discusses the importance of selection in human resource management and outlines the typical steps in the selection process. It begins by explaining that selection helps organizations find the right employees and save time and money. The 8 main steps are: 1) receiving applicants, 2) screening, 3) testing, 4) reference checks, 5) interviews, 6) job previews, 7) medical evaluations, and 8) making a hiring decision. Starbucks is used as an example, with its process including phone interviews, in-person interviews, reference checks, and training. The report stresses that selection is important for organizational success.
Module 4 selection
The document discusses the process of selection in organizations. It defines selection as choosing individuals with relevant qualifications to fill jobs. The key steps in selection include job analysis, recruitment, application forms, interviews, tests, and medical examinations. Effective selection requires clearly specifying job and candidate requirements, attracting qualified applicants, authority to select, standards for selection, sufficient applicants, and person-job and person-organization fit. The goal of selection is to choose the best candidate to successfully perform the job.
Selection Process in HRM
Selection process in HRM , initial screening in HRM, application completing in HRM, pre employement test in HRM, Comprehensive or Major interview in HRM, background and medical investigation in HRM
Selection edit
This document summarizes the key steps in the selection process for hiring candidates. It outlines the basic selection criteria like experience, education, physical and personality characteristics. It then describes the common selection procedures such as preliminary interviews, application screening, employment tests, interviews, reference checks, physical examinations, and final selection. The goal of the selection process is to identify the most suitable candidate by evaluating them based on qualifications and determining if they are a good fit for the job and organization.
Selection process HRM
group presentaion on 17 sept 2012 at karachi university subject Humen resource managment........ Hassan Khokher,Muhammad Waqas Rafiq,Muhamad waqas Raza.Waqar Ahmed.Husnain.......
Employee selection
This document discusses the use of references and letters of recommendation for employee selection. It describes references as a way to confirm details on resumes, check for discipline problems, discover new information about applicants, and predict future job performance. However, references have limitations in predicting performance due to leniency, lack of knowledge about applicants, low reliability between references, and influence of extraneous factors like letter length. Specific examples in letters are better than generalities for predicting performance.
Selection
The document discusses the process of employee selection which involves multiple steps:
1. Application forms are used to collect candidate information and reject those who are not qualified.
2. Interviews allow candidates and the organization to learn about each other. Tests are also used to evaluate skills.
3. Reference and background checks provide more information about a candidate's qualifications, experience, and past work.
4. Physical exams ensure candidates can fulfill job requirements and qualify for insurance programs.
5. The final decision is made after extensive consultation, focusing on the candidate's ability to perform the job.
HR interview slideshow
The document discusses the employee selection process and interviewing. It covers why interviews are used, the typical four stage interview process, six common interview types, and two types of interview errors. It also outlines an eight step process for evaluating candidates, which includes preliminary application reviews, testing, reference checks, interviews, job previews, and making a hiring decision.
Recruitment and selection process
This document outlines the recruitment and selection process, including defining job requirements, attracting candidates through advertising, interview methods, reference and background checks, final selection, and new employee induction. It discusses the objectives and components of an effective induction program to help new hires integrate smoothly, including company-wide and department-specific orientations. Follow-up after induction is also recommended to identify and address any issues for new employees early on.
Employment Test: Processes of Conducting Test
Human Resources Managers or Officers are required to carry out all necessary employment test on applicants before there are offered the job position applied for to ensure the organisation knows their capabilities before coming on-board to work as part of the organisations team.
Chapter 4 selection of human resource
The document discusses the employee selection process. It defines selection as determining applicants who meet job requirements and can fill vacant positions. The selection process involves establishing criteria, gathering applicant information, and making hiring decisions. Human resource departments screen applicants and submit qualified candidates to operating departments for final hiring decisions. The selection process aims to match applicant qualities to job requirements through tools like tests and interviews.
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Before the interview: How to successfully screen candidates
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This document discusses the meaning and methods of selection in the hiring process. It defines selection as weeding out unsuitable applicants to find the most qualified candidate for a position. The selection process involves preliminary interviews, tests to assess aptitude, personality and intelligence, employment interviews, reference and background checks, medical examinations, and making a final job offer. The goal of selection is to choose candidates with the required qualifications and skills who are the best fit for the organization. A thorough selection process leads to higher employee performance and satisfaction, which benefits the company.
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Recruitment and selection are important human resource functions for attracting qualified candidates and hiring the most suitable individuals. The summary is:
1. Recruitment involves advertising job openings, screening applicants, and creating a pool of qualified candidates using methods like internal promotion, job postings, agencies or job fairs.
2. Selection chooses the best candidates and involves applications, interviews, testing, reference checks and making a final hiring decision.
3. Onboarding new employees includes orientation to familiarize them with the company and socialization to align their expectations with organizational values.
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The document provides an overview of the selection process in human resource management. It defines selection as the process of differentiating between job applicants to identify those most likely to succeed. The summary includes:
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2) The goal is to reject unsuitable candidates at each stage through a "successive hurdles technique" until the best candidates remain.
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The document discusses the process of employee selection. It defines selection as the process of identifying and choosing job candidates with the required qualifications. It outlines the main steps in selection which include developing selection tools and procedures, screening applications, conducting interviews and tests, checking references, making offers to candidates, and assimilating new hires into the organization through orientation. The document provides details on different types of interviews, tests, reference and background checks that are used to evaluate candidates and make optimal hiring decisions.
Recruitment and selection in hrm
This document discusses human resource management practices related to recruitment and selection. It defines recruitment as developing and maintaining an adequate workforce, and outlines internal and external sources for recruitment, including promotion, job boards, agencies and referrals. Recent trends in e-recruitment via online applications and CVs are discussed. Selection is defined as choosing qualified applicants, with the objective being selecting the most suitable candidate. The importance of selection for reducing turnover and costs, improving productivity and commitment is covered. The selection process stages from applications to hiring are outlined. In conclusion, recruitment and selection are seen as necessary practices for organizations to properly staff up, though Nepal lacks specific processes.
SELECTION.pptx
The document discusses the selection process for hiring employees. It defines selection as the process of making "hire" or "no hire" decisions for job applicants based on their qualifications. The objective of selection is to choose the most suitable candidate.
Some key aspects of the selection process covered include establishing selection criteria like education, experience, and personality; common selection methods like testing, gathering application information, and interviewing job candidates; and potential biases that can occur during interviews like snap judgments, halo effects, and cultural noise. Testing methods evaluate traits like cognitive ability, integrity, personality, and physical fitness for the job. Information is also gathered from application forms, resumes, references, and background checks.
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.
Human resource management
This document summarizes a seminar on human resource management focusing on recruitment, selection, and placement. It discusses the importance of an effective hiring process for business success. It defines recruitment, selection, and placement, and outlines the steps in each process from attracting candidates to onboarding new employees. Key aspects covered include developing job descriptions, analyzing roles, interviewing, testing, making offers, negotiating salaries, and integrating new hires. The goal is to implement these processes properly to build a high-quality workforce.
Recruitment process, goals, sources, constraints, selection methods and diffe...
The document discusses recruitment and selection processes. It defines recruitment as generating a pool of job applicants, while selection is the process of choosing candidates most likely to succeed. The summary discusses the key aspects of both processes:
Recruitment involves attracting qualified candidates through sources like job boards, websites, agencies or referrals. The goals are to attract suitable applicants and encourage unsuitable ones to self-select out. Selection methods evaluate candidates, and commonly include testing, interviews and reference checks to select the best candidates based on criteria like skills, experience and personality. The difference between recruitment and selection is that recruitment creates a talent pool, while selection evaluates candidates and results in a job offer.
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.
Selection and screening
This document outlines the selection and screening process for hiring new employees. It discusses evaluating applicants based on predetermined qualification standards through tools like application forms, interviews, and tests to ensure the best candidates are chosen. The screening process further examines the most prospective candidates through final interviews, reference checks, medical exams, drug tests, and background checks to verify applicant information and ensure they are suitable for the position. The goal is to select individuals who are fully qualified for the job and will have high performance, satisfaction, and retention.
Recruitment & Selection
The document provides an overview of the recruitment and selection process. It discusses human resource planning, identifying demand and supply of employees. The selection process involves screening applicants through tools like interviews, tests and background checks. Interviews are a key part of selection and come in different formats like structured, unstructured and behavioral. The selection process aims to evaluate candidates and make the optimal hiring decision.
Recruitment and selection.
PPT Project of Recruitment and Selection.
Sahinur Hassan Mozumder
MBA Healthcare Management.
Southern New Hampshire University, USA
ITM Mumbai. 2014
BT8010 : Human resource
This document discusses recruitment and selection as part of human resource management. It covers the recruitment process, sources of recruitment including internal and external sources, selection criteria and methods. Selection methods include testing, information gathering through applications and interviews. Different types of interviews like structured, unstructured, situational and behavioral interviews are described. The recruitment process involves generating candidate pools, evaluating candidates and making job offers.
HBO employee orientation.pdf
Introduction to Human Behavior in organization
Recruitment and Selection
Employee benefits
Employee safety and wellbeing
modernrecruitmentprocess-201217092529.pptx
The recruitment process typically begins with screening applicants to remove those who are unqualified. Shortlisted candidates then complete an application, participate in interviews and employment tests, receive conditional job offers contingent on passing background checks and medical exams, and successful candidates receive permanent offers. The onboarding process for new employees includes orientation to familiarize them with company policies and culture as well as induction into their new roles and initial training.
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Future Group is a leading Indian business conglomerate with multiple businesses in retail and consumption sectors. Retail is its core business, operated through Pantaloon Retail which has over 12 million square feet of retail space in India. Big Bazaar is Future Group's flagship hypermarket brand with over 100 stores across India. Future Group aims to make quality consumption affordable for all customer segments through innovative retail formats and by empowering Indian brands.
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Selection
- 1. SELECTION MEANING Selection is the process of choosing the most suitable persons out of all the applicants Relevant information about the candidate is collected through series of steps involved in selection process Process of matching the qualifications of applicants with job requirement DEFINITION DALE YODER “ Selection is the process in which candidates for employment are divided in to two classes those who are to be offered employment and those who are not to be”
- 2. CAREFUL SELECTION IS IMPORTANT Your own performance depends on subordinates performance Don’t want to waste money Employees contribute their efforts SELECTION PROCESS CAN BE SATISFIED IF THE FOLLOWING CONDITIONS ARE FILLED Authority to select Standard of human resource Sufficient number of applicants SELECTION PROCEDURE Long process from initial contact to contract of employment Complexity increases with the level and responsibility
- 3. STEPS OR STAGES IN SELECTION PROCESS PRELIMINARY INTERVIEW Initial screening to weed out undesired or unsuitable Organisation detail and nature Saves time and effort First contact with individual by junior executive STAND UP INTERVIEW or SIZING UP INTERVIEW or SCREENING INTERVIEW
- 4. APPLICATION BLANK Traditional and widely used for collecting information PERSONAL BACK GROUND INFORMATION EDUCATIONAL ATTAINMENT WORK EXPERIENCE SALARY PERSONAL ITEMS REFERENCE SELECTION TEST Psychological test is conducted to know the behaviour and performance of the candidate.
- 5. TYPES OF PSYCHOLOGICAL TESTS
- 6. EMPLOYMENT INTERVIEW An interview is a conversation between two persons . Involves personal observational and face to face appraisal of candidates for employment . TYPES OF INTERVIEW ONE TO ONE INTERVIEW SEQUENTIAL INTERVIEW PANEL INTERVIEW INTERVIEW QUESTIONS OPENERS May I see your resume what attract you to us REGARDING MOTIVATION why do you want to change your job what is the ideal job for you REGARDING EDUCATION Describe your educational qualification REGARDING EXPERIENCE Why should I hire you what are your greatest accomplishments to date
- 7. MEDICAL EXAMINATION Physical fitness Existing disabilities Record of employees health at the time of selection Workmen compensation act Reject the unfit candidate REFERENCE AND BACK GROUND CHECKS Criminal record check Previous employment check Education record check Credit record check FINAL APPROVAL Selection is done by human resource department decision is recommendatory short listed candidate are approved finally by concerned department
- 8. EMPLOYMENT Employment is offered in the form of an appointment letter mentioning the post, rank ,salary grade , date of joining etc. SELECTION DECISION OUTCOMES CONCLUSION Selection process , steps ,procedure are very important to obtain efficient employee to attain organisational goal.