recruitment and selection n.
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RECRUITMENT AND SELECTION. INTRODUCTION. The aim of personnel planning is to determine the needs for persons both in terms of number and type. Right type of persons should be employed at right job. Recruitment and employment is different Recruitment and selection is different. RECRUITMENT.

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introduction
INTRODUCTION
  • The aim of personnel planning is to determine the needs for persons both in terms of number and type.
  • Right type of persons should be employed at right job.
  • Recruitment and employment is different
  • Recruitment and selection is different.
recruitment
RECRUITMENT
  • Recruitment is the process of searching for prospective candidates for employment and stimulating them to apply for jobs in the organisation
  • It is a linkage activity that brings together those offering jobs and those searching jobs.
  • It is often termed as positive
process of recruitment
PROCESS OF RECRUITMENT
  • Finding out the sources
  • Developing the techniques to attract desired candidates.
  • Employing of techniques.
  • To stimulate and ask them to apply for jobs.
factors affecting recruitment
FACTORS AFFECTING RECRUITMENT
  • Size of the organization
  • Employment conditions
  • Salary structure and working conditions
  • Rate of growth
constraints on recruitment
CONSTRAINTS ON RECRUITMENT
  • Image of the organisation
  • Unattractive jobs
  • Organisational policies
  • Union requirements
  • Government policies
  • CENTRALISED Vs DECENTRALISED RECRUITMENT
  • METHODS OR TECHNIQUES OF RECRUITMENT
external sources
EXTERNAL SOURCES
  • Advertisement
  • Employment Exchanges
  • Educational Institutions
  • Unsolicited Applicants
  • Casual Callers
  • Labour Contractors
  • Gate Recruitment
  • Walk-in Interviews
  • Competitors/ Poaching/ Similar Organisations
  • Recommendations/ Referals
  • Telecasting/ Tv
  • Website/ E-recruitment
  • Outsourcing/ Leasing Of Hr
selection
SELECTION
  • “Selection is the process in which candidates for employment are divided into two classes, those who are to be offered employment and those who are not.” --Dale Yoder
  • OBJECTIVES:
  • to determine whether an applicant meets the qualifications for a specific job
  • Choose the best suitable applicant
  • Differentiate b/w qualified and unqualified applicants.
  • Applying various techniques such as interviews, tests etc
selection procedure1
SELECTION PROCEDURE
  • RECEIPT AND SCRUTINY OF APPLICATIONS/ RECEPTION
  • PRELIMINARY INTERVIEW- It is a sorting process which helps to screen out obvious misfits. Rejection rate is high, the interviewers should be courteous, kind, receptive and informal.
  • BLANK APPLICATION FORM- It includes following particulars:
  • Bio-data
  • Educational qualifications
  • Work experience
  • Curricular activities
  • References
  • Salary demanded
continued
continued…..

IV. TESTS/ EMPLOYMENT TESTS

  • Test is a most controversial step.
  • Test is a systematic procedure for comparing the behaviour of two or more persons.
  • The worth of test will be judged from its ability to reject unsuitable persons and selecting appropriate persons.
  • CHARACTERISTICS OF A GOOD TEST
  • Reliability
  • Objectivity
  • Consistency
  • Standardisation
  • Proper communication
b aptitude tests
B. APTITUDE TESTS
  • An aptitude test measures the potential of the applicant to learn skills required on a job.
  • Graphology test
  • Ability test
  • Medical test.
v interviews
V. INTERVIEWS
  • It is a face to face interaction between two persons for a particular purpose.
  • Purpose is to get information and give information.
  • Interviewer can judge certain qualities like manners, appearance, ability to speak, grasp of things of the prospective candidate.
types of interviews
TYPES OF INTERVIEWS
  • PATTERNED OR STRUCTURED INTERVIEW
  • FREE/ NON-DIRECTED INTERVIEW
  • ACTION INTERVIEW
  • GROUP INTERVIEW
  • PANEL OR BOARD INTERVIEW
  • STRESS INTERVIEW
  • ERRORS IN INTERVIEWING

Halo error, leniency, projection, stereotyping

slide19

VI. CHECKING REFERENCESVII. PRELIMINARY AND FINAL SELECTIONVIII. PHYSICAL EXAMINATIONIX. FINAL SELECTION AND APPOINTMENT LETTERX. PLACEMENT AND ORIENTATION

basis of differences b w recruitment and selection
BASIS OF DIFFERENCES B/W RECRUITMENT AND SELECTION
  • NATURE
  • MEANING
  • PROCESS
  • CLASSIFICATION
  • OBJECT
  • RESTRICTION
  • CONTRACT OF SERVICE