Recrutment New PPT

8/13/2019 Recrutment New PPT

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Recruitment & Selection


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What is Recruitment?

Employee recruitment forms a major part of anorganization's overall resourcing strategies, whichidentify and secure people needed for theorganization to survive and succeed in the short tomedium-term. Recruitment activities need to beresponsive to the ever-increasingly competitivemarket to secure suitably qualified and capablerecruits at all levels. To be effective these initiatives

need to include how and when to source the bestrecruits internally or externally.


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What is Recruitment?

Definition: Recruitment is the process of finding and

attracting suitably qualified people to apply for

employment.( Glueck)

Definition: Recruitment is the process of generating

a pool of qualified applicants for organizational jobs.

( Mathis and Jackson)


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Importance of Recruitment

To acquire a pool of suitably qualified job seekers.

To acquire this pool at the lowest possible cost.

To ensure the performance out come.

To reduce employee turnover.

To avoid unnecessary employee terminations.


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Recruitment

Internal Recruitment: Filling vacancies within

the organization by giving opportunities to

existing employees. It can be a promotion or

transfer.

External Recruitment: Filling vacancies fromoutside of the organization. Applicants may be

employees of other organizations or job seekerswho are not current employees.


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Advantages of Internal recruitment

Possible to attract people who expect career

development.

Possible to retain good performers.

Improve employee moral, loyalty and

motivation level.

Lesser time. Lesser cost.

Lesser orientation.


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Disadvantages of Internal recruitment

Number applying will be lesser than externalapplicants. Narrow opportunity for selection.

There may not be a suitable person.

Can not apply for entry level jobs.

Training and Development cost may behigher.

Avoids new blood. Prevents new knowledgeand skill flowing inside.


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Advantages of External Recruitment

More choice in the selection process.

Less investment for training and development

Possible to get best performers in the field. Obtain new blood. Allows new knowledge and

skill flowing inside.


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Disadvantages of External Recruitment

Higher cost for the procedure.

Existing employees miss career development

opportunities.

Decreases employee moral, loyalty and

motivation level.

Employee turnover may be increase. Induction cost will be higher.


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Methods of Recruitment

Word of Mouth

Job Posting and Bidding

Skills Inventories Intranet

Succession Plans

Employee referrals Pre- Applicants (walk-ins and writeins)

Past Employees


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Methods of Recruitment

Educational Institutes and Professional Institutes

Employment Agencies

Executive and professional search firms/ Head

Hunters Employee Organizations/ Trade Unions

Career Fairs

Internet

Clients

Advertising


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What is Selection?

Selection is the process of making the choice

of most appropriate person from the pool of

applicants recruited to fill the relevant job

vaccancy.


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Importance of Selection

To get the right person

To maintain the image of the organization

To be cost effective To minimize performance issues

To minimize grievances

To minimize employee turnover


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Selection Process

Medical Examination

Step 5

Selection

Step 6

Applications assessment

Step 1

Aptitude test

Step 2

Reference Check

Step 4

Conduct Interviews

Step 3

D

I

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QU

A

L

I

F

I

E

D

C

A

N

D

ID

A

T

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Selection Methods

Application evaluation

Employment test

Interview Back ground investigation

Medical Examination

Assessment Centre


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Interview Process

Stage 1Method,

InterviewersPlace,

Interview

Guide

Evaluationscheme,

Time

(PLAN)

Stage 111

Evaluation

(EVALUATE)

Stage 11Start

Information

Exchange

End

(CONDUCT)


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Types of Interviews

Based on number of interwiewers1. Individual Interviews

2. Panel Interviews

Based on nature of Questions asked1.Unstructured Interview

2.Structured Interview

3.Mixed interview

4.Problem Solving Interview

5.Stress Interview


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Benefits of Interviews

Can evaluate the body language

There is a room for receiving moreinformation

There is a room for negotiation


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Main Problems Associated with

Interviews Problems with Interviewer

Problems with Interviewee

Problems with methodology


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Problems with the Interviewer

1. No proper understanding on the job

2. Halo Effect

3. Personal Prejudice4. Pseudo- Scientific premises

5. Overemphasis on one criterion


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Problems with the Interviewee

No Active listening

Misleading answers

Pretending Un prepared

Being nervous


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Problems with the Methodology

Poor design

No proper evaluation criteria

Criteria is more subjective

Documents

Recrutment New PPT