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Recruitment

Recruitment

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Published by: chiranjeevigoud on May 26, 2010
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12/31/2010

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Recruitment, Selection Process Methods And Steps, -Presentation Transcript
1.RECRUITMENT, SELECTION, PROCESS, METHODS AND STEPS, ROLEOF RECRUITMENT CONSULTANT, ADVERTISMENT AND INDUCTION2.Recruitment:-
o
Organizational activities that provide a pool of applicants for the purposeof filling job openings.
o
It is a process of searching for prospective employees .
o
Stimulating & Encouraging them to apply for jobs in the org.3.Factors Governing Recruitment
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Internal Factors
Recruitment Policy of the Org
Size of the org & the Number of EmployeesEmployed
Cost Involved in Recruitment
Growth & Expansion Plans of the Org.
o
External Factors
Supply & Demand of Specific Skills in theMarket
Political & Legal considerations such asReservations of jobs for reserved Catagories
Company’s Image Perception by the JobSeekers.4.Sources Of Recruitment:
o
Present Employees
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Unsolicited Applicants
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Educational and Professional Instituitions
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Public Employment Offices
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Private employment Agencies
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Employee Referrals
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Help wanted Advertising
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Walk-Ins5.Selection:
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Is the process of discovering the qualifications & characteristics of the jobapplicant in order to establish their likely suitability for the job position.
o
A good selection requires a methodical approach to the problem of findingthe best matched person for the job6.Selection Process
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Preliminary Interview
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Selection Tests
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Employment Interview
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Reference and Background Analysis
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Physical Examination
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Job Offer 
 
o
Employment Contract7.Use of psychological test in selection8.Why choose testing
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Objectivity – good psychological tests are standardised on a large sampleand provide normative data across a wide range of demographics and agecohorts. Well selected tests will allow you to demonstrate talents that mayotherwise not be evident.
o
Validity – psychometric tests are a more valid method of assessment thaninterviews, academic achievement & reference checks, and when utilisedin combination (for example in an assessment centre) are highly predictiveof future job performance.
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Cost – the cost of selection errors is large for both the employer and theemployee. Psychometric tests help to minimise costs while maximizing potential fit between the candidate and the job.9.Brief history of tests
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Comparisons of human attributes and differences have a very long history.
o
Hippocrates – (400BC) attempted to theoretically define four basictemperament types: sanguine (optimistic), melancholic (depressed),choleric (irritable) and phlegmatic (listless and sluggish).
o
Galton - (19th century) measured human individual differences in terms of ability to discriminate between stimuli.
o
Binet - devised tests to measure differenced in specific human abilities. Now numerous tests measure specific abilities, strengths andcompetencies.10.
o
Army Alpha and Beta tests (WW1) – developed out of an urgent need toselect personnel with specific aptitudes for training in specialist andstrategic roles.
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Today – Psychological tests widely used in selection practices.11.Psychological tests (definition and dimensions)
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A selection procedure measure the personality characteristics of applicantsthat are related to future job performance. Personality tests typicallymeasure one or more of five personality dimensions:
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Extroversion,
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Emotional stability,
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Agreeableness,
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Conscientiousness and
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Openness to experience.12.Types Of Psychological Tests
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Psychological tests fall into several categories :
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Aptitude tests : It refers to potentiality that a person has to profit fromcertain kind of training.
o
Achievement tests: It helps to measure the proficiency that a person has been able to achieve.
o
Intelligence tests : It attempts to measure the intelligence—that is, basicability to understand the world around you, assimilate its functioning, and
 
apply this knowledge to enhance the quality of your life. Or, as AlfredWhitehead said about intelligence, “it enables the individual to profit byerror without being slaughtered by it.”[ 1 ] Intelligence, therefore, is ameasure of a potential, not a measure of what you’ve learned (as in anachievement test), and so it is supposed to be independent of culture.
o
IQ=Mental Age/Actual Age*100
o
For example, a six year old child with a mental age of 6 would have an IQof 100 (the “average” IQ score); a six year old child with a mental age of 9would have an IQ of 150. Today, intelligence is measured according toindividual deviation from standardized norms, with 100 being the average.13.Cont
o
 Neuropsychological tests : It attempts to measure deficits in cognitivefunctioning (i.e., your ability to think, speak, reason, etc.) that may resultfrom some sort of brain damage, such as a stroke or a brain injury.
o
Occupational tests : It attempts to match your interests with the interests of  persons in known careers. The logic here is that if the things that interestyou in life match up with, say, the things that interest most schoolteachers, then you might make a good school teacher yourself.
o
Personality tests : It attempts to measure your basic personality style andare most used in research or forensic settings to help with clinicaldiagnoses. Two of the most well-known personality tests are
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1. Minnesota Multiphasic Personality Inventory (MMPI), or the revisedMMPI-2, composed of several hundred “yes or no” questions, and
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2. Rorschach (the “inkblot test”), composed of several cards of inkblots— you simply give a description of the images and feelings you experience inlooking at the blots.
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Specific clinical tests :It attempts to measure specific clinical matters,such as your current level of anxiety or depression.14.USES OF TESTS
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Evaluation of right candidate
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Proper selection of candidate
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Identifying the candidates personality15.Places Where Psychological Testing Is Used
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Colleges or Educational Institutes
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Army,Navy etc.
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Bank 
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Airlines
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Companies
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Schools
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So, now a days in most of the places candidates are evaluated on the basisof the psychological test.16.Advantages
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can result in lower turnover due if applicants are selected for traits that arehighly correlated with employees who have high longevity within theorganization
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can reveal more information about applicant's abilities and interests

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