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RECRUITMENT&
SELECTION
DEFINATION OF RECRUITMENT
ACCORDING TO KEMPER- “RECRUITMENT FORMS THE FIRST STAGE IN THE PROCESS WHICH CONTINUOUS WITH SELECTION & CEASES WITH THE PLACEMENT OF THE CANDIDATE”
ACCORDING TO FIPPO- “RECRUITMENT IS A PROCESS OF SEARCHING FOR PROSPECTIVE EMPLOYES & STIMULATING & ENCOURAGING THEM TO APPLY FOR JOBS IN AN ORGANIZATION”
SOURCE OF RECRUITMENT
BASICALLY THE SOURCE OF RECRUITMENT ARE OF TWO TYPES- A.INTERNAL SOURCE
B.EXTERNAL SOURCE
INTRODUCTION OF INTERNAL SOURCE
INCLUDE PERSPNNEL ALREADY ON THE PAY ROLL OF AN ORGANIZATION FILLING A VACANCY FROM INTERNAL SOURCES BY PROMOTING PEOPLE HAS THE ADVANTAGES OF INCREASING THE GENERAL LEVEL OF MORAL OF EXISTING EMPLYEE & OF PROVIDING TO THE COMPANY MORE RELIABLE INFORMATION ABOUT THE CANDIDATE AMONG THE INTERNAL SOURCES THE FOLLOWING MAY BE INCLUDE. A.PROMOTIONS , B.TRANSFERS , C. RESPONSE OF EMPLOYEE TO NOTIFIED VACANCY
MERITS OF INTERNAL SOURCE
COMPANY CULTUREWE CAN DEPEND ON THEMTHIS HELP IN MAINTAINING THEIR
MOTIVATIONIT REDUCES LABOUR TURNOVERJOB TRAINING CAN BE REDUCED
DEMERITS OF INTERNAL SOUCES OF RECRUITMENT
A FEW EMPLOYEES ONLYTHE LIKES & DISLIKES OF THE SUPERIOR
PLAY AN IMPORTANT ROLEFRUSTRATION AMONG THOSE EMPLOYEE
EXTERNAL SOURCE OF RECRUITMENT
ADVERTISMENTEMPLOYMENT EXCHANGES CAMPUS RECRUITMENTUNSOLICITED APLICANTS LABOUR CONSTRACTORSEMPLOYEE REFERRALSFIELD TRIPS
MERITS OF EXTERNAL SOURCES OF RECRUITMENT
FRESH TALEN & SKILL COMES INTO THE ORGANIZATION
NEW EMPLOYEE MAY TRY TO CHANGE OLD HABITS
NEW EMPLOYEES MAY BE SELECTED AT THE TERMS & CONDITIONS OF THE ORGANISATION
HIGHLY QUALIFIED & EXPERIENCED EMPLOYEES MAY HELP THE ORGANIZATION TO COME UP WITH BETTER PERFORMANCE
DEMERITS OF EXTERNAL SORCE OF RECRUITMENT
EXTERNAL SOUCES OF RECRUITMENT REDUCES THE MORAL OF EMPLOYEES
THE REDRUITER MAY NOT BE IN A POSITION TO PROPERLY EVALUATE OUTSIDE CANDIDATES
OTSIDERS ARE NOT FULLY ACQUAINTED WITH THE POLICIES & PROCEDURES OF THE ORGANIZATION
RECRUITMENT POLICY
A POLICY SHOULD BE DEFINITE POSITIVE & CLEAR,IT SHOULD BE UNDERSTOOD BY EVERYONE IN THE ORGANIZATION
A POLICY SHOULD BE TRANSLATABLE INTO PRACTICE
A POLICY SHOULD BE FLEXIBLE & AT THE SOME TIME HAVE A HIGH DEGREE OF PERMANANCY
A POLICY SHOULD BE FOUNDED UPON FACTS 7 SOUND JUDGMENT
A POLICY SHOULD BE GENERAL STATEMENT OF THE ESTABLISHED RULE
DEFINATION OF SELECTION
HAVING IDENTIFIED THE PATENTIAL APPLICANTS THE NEXT STEPS IS TO EVALUATE THEIR EXPERIENCE & QUALIFICATION 7 MAKE A SELECTION
STEPS IN SELECTIONN PROCEDURE
APPLICATION BANK INTIAL INTERVIEW OF THE CANDIDATE EMPLOYMENT TESTS CHECKING REFERENCESPHYSICAL OR MEDICAL EXAMINATIONFINAL INTERVIEW & INDUCTION
PRESENTED BY:-
INDRANIL DAS
2ND YEAR 4th SEMESTER
B.H.M.C.T
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