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