SYBMS_SEM III_HR_chp 1 Recruitment and Selection (1).pptx

RECRUITMENT AND SELECTION
SPECIALIZATION - HUMAN
RESOURCE
SYBMS – Semester III
Prof. Muskan Jeswani

CHAPTER 1 RECRUITMENT
Concepts of Recruitment- -Meaning, Objectives, Scope & Definition, Importance and relevance of Recruitment.
Job Analysis- -Concept, Specifications, Description, Process And Methods, Uses of Job Analysis
Job Design – Introduction, Definition, Modern Techniques, Factors affecting Job Design, Contemporary Issues in Job
Designing.
Source or Type of Recruitment – a) Direct/Indirect, b) Internal/ External.
Internal – Notification, Promotion – Types, Transfer – Types, Reference
External – Campus Recruitment, Advertisement, Job Boards – Website/Portals, Internship, Placement Consultancies-
Traditional (In-House, Internal Recruitment, On Campus, Employment And Traditional Agency). Modern (Recruitment
Books, Niche Recruitments, Internet Recruitment, Service Recruitment, Website and Job, Search Engine, Social Recruiting
and Candidate Paid Recruiters).
Technique of Recruitment – Traditional Vs Modern – Recruitment
Evaluation of Recruitment- Outsourcing Programme
By

MEANING AND DEFINITION OF
RECRUITMENT
Recruitment refers to the process of attraction, screening and selecting a qualified
person for job.
According to Edwin B. Flippo, “Recruitment is the process of searching for prospective employees and
stimulating them to apply for jobs in the organisation.”
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MEANING
• Thus, recruitment process is concerned with the identification of possible sources of human resource supply
and tapping those sources. In the total process of acquiring and placing human resources in the organisation,
recruitment falls in between different sub-processes.
HRP
Job Analysis
Recruitment
Selection
Placement
By

LET’S UNDERSTAND RECRUITMENT BETTER.
• Monu is a HR Manager of a company called “Netflix”.
• His boss has asked him to fill the vacancy of Accounts Manager in the Company.
Now you have to tell me how would this process work?
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GENERAL RECRUITMENT PROCESS
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NEED FOR RECRUITMENT
• Vacancies created due to expansion, diversification, and growth of business.
• An increase in the competitive advantage of certain concerns, enabling them to get more of
the available business than formerly.
• An increase in business arising from an upswing during the recovery period of a business
cycle. Vacancies created due to transfer, promotion, retirement, termination, permanent
disability or death.
• The normal population growth, which requires increased goods and services to meet the
needs of the people. A rising standard of living, which requires more of the same goods and
services as well as the creation of new wants to be satisfied.
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IMPORTANCE OF RECRUITMENT
The main purpose of recruitment is to provide a pool of potentially qualified job candidates. The specific
purpose are to:
• 1. Determine the present and future requirements of the firm in conjunction with personnel planning and
job-analysis activities.
• 2. Increase the pool of job candidates at minimum cost.
• 3. Help increase the success rate of the selection process by reducing the number of visibly under
qualified or over qualified job applicants.
• 4. Help reduce the probability that job applicants, once recruited and selected, will leave the
organisation only after a short period of time.
• 5. Meet the organisation’s legal and social obligations regarding the composition of its workforce.
• 6. Begin identify and preparing potential job applicants who will be appropriate candidates.
• 7. Increase organisational and individual effectiveness in the short term and long term. 8. Evaluate the
effectiveness of various recruiting techniques and sources for all types of job applicants.
By

WHAT IS JOB ANALYSIS
A systematic process of defining the skills, duties and knowledge required to perform job
in an organization.
By

LET’S WATCH THIS..
• https://www.youtube.com/watch?v=P1fgOyqKQrI
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For more details about the company visit our website :- http://www.magicholidays.info/
Designation: Sr. Executive / Executive – HR.
Experience: 3- 7 yrs
Job Description:
Responsible for fulfilment of internal requirements of the company for Timeshare vertical within turnaround time for Region.
Responsible for smooth flow of Manpower.
Responsible for Recruitment, Selection, Joining, Orientation.
Responsible for Induction, Maintaining Employee Database and MIS reports, Absenteeism Control.
Responsible for Attendance, Leave Management, Co-ordination between different departments.
Responsible for Grievance Handling, Employee Relations.
Responsible for Adherence of HR policies.
Responsible for Exit Interviews.
Managing end to end HR and Administrative Activities at Branch Level. Responsible for vendor development, facility management.
Responsible for General Administration activities at branch level.
Note: - Any other responsibility given by Management from time to time as per business need.
Kindly confirm your availability. This interviews are based on prior appointments only so please call & confirm your Appointment.
Below is the address for Interview Venue:
IS THIS JOB DESCRIPTION OR JOB
SPECIFICATION
What’s
Missing????
??
• Minimum
qualification
required?
• Who is this person
going to report to?
• Job Location
• Salary Bracket
• Documents to carry
for interview
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JOB DESCRIPTION
• Meaning – All the job involves – Tasks and Responsibilities, job titles, duties, working condition, tools
and equipments etc.
• It is an important Document.
• It is descriptive in nature and contains a statement.
• In provides information about
• According to Earnest Dale – The Job Description should indicate the scope and nature of the work
including all important relationship.
• The JD should be clear regarding the work of the position, duties etc.
Organizatio
nal
information
Functional
information
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USES OF JOB DESCRIPTION
• It helps to recruit right candidate
• Helps in development of job specification
• Helps to decide hiring criteria and interview questions based on duties and responsibility.
• Identifying areas where the employee does not adequately meet qualification of the position
• Helps each employee understand their importance in the organization, including in relation to other
position and therefore needs training.
• This is the basic document used in performance standards.
• Helps in developning salary structure
• This acts a tool during orientation of new employees.
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CONTENTS OF JD
• Job Description – job title, location, job summary, duties, machine, material, supervision, working
condition, hazards
• Job identification or organization position
• Job summary
• Duties and responsibilities
• Relation to other jobs
• Supervision
• Machine
• Working condition
• hazards
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JOB SPECIFICATION
Job Specification is a written statement of qualification, traits, physical and
mental characteristics that an individual must possess to perform the job
duties.
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WHAT SHOULD BE THE JOB SPECIFICATION OF A TEACHER?
Job
Specification
Info
Mental
Specificatio
n
Emotional and
Social
Specification
Behavioral
Specification
Physical
Specification
Height, Weight,
Vision, Hearing,
capacity to use
machinery, tools,
etc.
Ability to
concentrate,
judgement,
intelligence,
memory etc.
emotional
intelligence,
stability, flexibility,
personal
appearance, social
adaptability etc.
Research,
creativity, teaching
ability, self reliant,
dominance etc.
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USES OF JOB SPECIFICATION
• It is used to match the right person for the right job.
• Described on the basis of Job Description
• Helps to analyse whether are the candidates eligible for the vacancy.
• It helps recruiting team of an organization (qualities, qualification, set of characteristics should be present
in an candidate.
• JS is completely based on
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JOB DESIGN
• “The process of assigning task to a job, including interdependency of those task with other task is
called Job Design.”
• It is also called as work design or task design.
• Job design is the process of
a) deciding the contents of the job
b)deciding methods to carry out the job
c)deciding the relationship which exists in the organization.
• Job Analysis helps to develop job design
• Job enlargement, job enrichment, job rotation and job simplifications are various techniques of job
design.
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TECHNIQUES OF JOB DESIGN
• Job Rotation: refers to moving employees from job to job to add variety and reduce boredom by
allowing them to perform a variety of task.
• It aims at enhancing motivation increasing productivity improving the organization performance and
providing new opportunities to improve the skills of workers.

JOB ENLARGEMENT & ENRICHMENT
• Job Enlargement simply means adding a few more motivators to a job to make it more rewarding.
• ‘vertical job loading’
• Enlargement benefits employees and organization in terms of increased motivation , performance,
satisfaction, job involvement and reduced absenteeism.
• It fulfils certain psychological needs of job holder.
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FACTORS AFFECTING JOB DESIGN
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ISSUES IN JOB DESIGN
• WORK FROM HOME
• JOB SHARING
• FLEXI WORKING HOURS
• ALTERNATIVE WORK PATTERN
• TECHNO STRESS
• TASK REVISION
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SOURCE OR TYPE OF RECRUITMENT
SOURCE OF
RECRUITMENT
DIRECT INDIRECT
Campus
interviews and
employees
relatives or
friends
Advertisements
By

SOURCE OF
RECRUITMENT
Internal External
1. Notification
2. Promotions
3. Transfers
4. Reference
1. Campus
Recruitment
2. Advertisement
3. Job Boards
4. Portal Websites
5. Internship
6. Placement
Consultancies
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PLACEMENT CONSULTANTS
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TRADITIONAL METHODS OF RECRUITMENT
Recruitment Booth
Niche Recruitment
Internet Recruitment
Service Recruitment
Recruitment Websites
Social Recruiting
Candidate paid recruiters
MODERN METHODS OF RECRUITMENT
• In-house Method
• Internal Recruitment
• On Campus
• Recruitment Broker
By

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