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RECRUITMENT & SELECTION
HUMAN RESOURSE MANAGEMENTHUMAN RESOURSE MANAGEMENT
CONTENTS
• RECRUITMENT
• PROCESS OF RECRUITMENT
• SCOPE OF RECRUITMENT
• INTERNAL RECRUITMENT
• EXTERNAL RECRUITMENT
• COMPARISON
• SELECTION
• SELECTION PROCESS
• COMPARISON
RECRUITMENT
Recruitment refers to the process of
attracting, screening, selecting, and on
boarding a qualified person for a job. At
the strategic level it may involve the
development of an employer brand which
includes an "employee offering".
SCOPE OF
RECRUITMENT
INTERNAL SOURCE OF
RECRUITMENT
Internal source refer to inviting candidates from
within the organization.
TRANSFER :It involves shifting of employees
from one job to another, one department to
another without a substantive change in the
responsibilities and status of employee.
PROMOTIONS :It leads to shifting an employee
to higher position carrying higher responsibilities
status and pay .
ADVANTAGES
 BENEFIT OF SHIFTING WORK FORCE
 BETTER SELECTION AND PLACEMENT
 MORALE BOSTERS
DISADVANTAGES
RESTRICTED CHOICE
LACK OF COMPETITION
CONFLICT
EXTERNAL SOURCE OF
RECRUITMENT
• RECOMMENDATION OF EMPLOYEES
• LABOUR CONTRACTORS
• WEB PUBLISHING
• CAMPUS RECRUITMENT
• PLACEMENT AGENCIES
• EMPLOYMENT EXCHANGE
• ADVERTISEMENT
• DIRECT RECRUITMENT
ADVANTAGES
o QUALIFIED PERSONNEL
o WIDER CHOICE
o FRESH TALENT
DISADVANTAGES
• DISSATISFACTION AMONG EXISTING
EMPLOYEES
• LENGTHY PROCESS
• COSTLY PROCESS
COMPARISON OF INTERNAL AND
EXTERNAL SOURCES OF RECRUITMENT
INTERNAL SOURCES
• It involves search of
candidates from within
the organization.
• This is a cheaper
process.
• It is a quick process.
EXTERNAL SOURCES
• It involves finding
candidates from outside
the organization.
• This is a costly process.
• It is a lengthy process.
SELECTION
Selection is the process of choosing
the right person for a particular job. It
leads to employment of workers.
PROCESS OF SELECTION
Preliminary Screening : It helps the manager to
eliminate unqualified or unfit job-seekers based on the
information supplied in the application forms
Employment interview : The role of interview is to
seek information and that of the interviewee is to provide
for the same.
 REFERENCE CHECKING :Many employers request
names , addresses and telephone numbers of references
for the purpose of verifying information and gaining
additional information on an applicant .
Employment test :Employment test are widely
used to select person for various jobs Important
tests used for selection of employees.
Intelligence test :It is an indicator of a person’s
learning ability or the ability to make decisions and
judgment.
Aptitude test : It is a measure of individual ‘s
potential for learning new skills .
Personality test : It provides clues to a person’s
emotions her reaction , maturity and value system
etc
Selection decision : The final decision has to be
made from among the candidates who pass the test,
interviews and reference checks.
Medical examination : After the selection decision
and before the job offer is made, the candidate is
required to undergo a medical fitness test.
Job offer : Job offer to those applicants who have
passed all the previous hurdles. Job offer is made
through a letter of appointment .
RECRUITMENT V/S
SELECTION
RECRUITMENT
• It is the process of
searching candidates for
vacant jobs and
persuading them to apply
for the same.
• It is a positive and simple
process.
• Its aim is to attract more
and more candidates for
the vacant jobs.
SELECTION
• It is the process of
selection of right types of
candidates and offering
them jobs
• It is a negative and
complex process.
• Its aim is to reject
unsuitable candidate and
select the most suitable
people for the vacant
jobs.
THANK YOU FOR
YOUR TIME AND
CONCERN
PRESENTED BY :
RITIKA MAYANK (1245)
NUPUR (1405)
NEHA CHADHA (1848)
LAKSHMIBAI COLLEGE
DELHI UNIVERSITY

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Human Resource Management

  • 1. RECRUITMENT & SELECTION HUMAN RESOURSE MANAGEMENTHUMAN RESOURSE MANAGEMENT
  • 2. CONTENTS • RECRUITMENT • PROCESS OF RECRUITMENT • SCOPE OF RECRUITMENT • INTERNAL RECRUITMENT • EXTERNAL RECRUITMENT • COMPARISON • SELECTION • SELECTION PROCESS • COMPARISON
  • 3. RECRUITMENT Recruitment refers to the process of attracting, screening, selecting, and on boarding a qualified person for a job. At the strategic level it may involve the development of an employer brand which includes an "employee offering".
  • 5. INTERNAL SOURCE OF RECRUITMENT Internal source refer to inviting candidates from within the organization. TRANSFER :It involves shifting of employees from one job to another, one department to another without a substantive change in the responsibilities and status of employee. PROMOTIONS :It leads to shifting an employee to higher position carrying higher responsibilities status and pay .
  • 6. ADVANTAGES  BENEFIT OF SHIFTING WORK FORCE  BETTER SELECTION AND PLACEMENT  MORALE BOSTERS
  • 8. EXTERNAL SOURCE OF RECRUITMENT • RECOMMENDATION OF EMPLOYEES • LABOUR CONTRACTORS • WEB PUBLISHING • CAMPUS RECRUITMENT • PLACEMENT AGENCIES • EMPLOYMENT EXCHANGE • ADVERTISEMENT • DIRECT RECRUITMENT
  • 9. ADVANTAGES o QUALIFIED PERSONNEL o WIDER CHOICE o FRESH TALENT
  • 10. DISADVANTAGES • DISSATISFACTION AMONG EXISTING EMPLOYEES • LENGTHY PROCESS • COSTLY PROCESS
  • 11. COMPARISON OF INTERNAL AND EXTERNAL SOURCES OF RECRUITMENT INTERNAL SOURCES • It involves search of candidates from within the organization. • This is a cheaper process. • It is a quick process. EXTERNAL SOURCES • It involves finding candidates from outside the organization. • This is a costly process. • It is a lengthy process.
  • 12. SELECTION Selection is the process of choosing the right person for a particular job. It leads to employment of workers.
  • 13. PROCESS OF SELECTION Preliminary Screening : It helps the manager to eliminate unqualified or unfit job-seekers based on the information supplied in the application forms Employment interview : The role of interview is to seek information and that of the interviewee is to provide for the same.  REFERENCE CHECKING :Many employers request names , addresses and telephone numbers of references for the purpose of verifying information and gaining additional information on an applicant .
  • 14. Employment test :Employment test are widely used to select person for various jobs Important tests used for selection of employees. Intelligence test :It is an indicator of a person’s learning ability or the ability to make decisions and judgment. Aptitude test : It is a measure of individual ‘s potential for learning new skills . Personality test : It provides clues to a person’s emotions her reaction , maturity and value system etc
  • 15. Selection decision : The final decision has to be made from among the candidates who pass the test, interviews and reference checks. Medical examination : After the selection decision and before the job offer is made, the candidate is required to undergo a medical fitness test. Job offer : Job offer to those applicants who have passed all the previous hurdles. Job offer is made through a letter of appointment .
  • 16. RECRUITMENT V/S SELECTION RECRUITMENT • It is the process of searching candidates for vacant jobs and persuading them to apply for the same. • It is a positive and simple process. • Its aim is to attract more and more candidates for the vacant jobs. SELECTION • It is the process of selection of right types of candidates and offering them jobs • It is a negative and complex process. • Its aim is to reject unsuitable candidate and select the most suitable people for the vacant jobs.
  • 17. THANK YOU FOR YOUR TIME AND CONCERN PRESENTED BY : RITIKA MAYANK (1245) NUPUR (1405) NEHA CHADHA (1848) LAKSHMIBAI COLLEGE DELHI UNIVERSITY