RECRUITMENT AND SELECTION

INTRODUCTION

Human Resource Management. Recruitment. Selection.

Recruitment is understood as the process of

Searching for and Obtaining applicants for jobs From among whom the right people can be selected. Thus, a definition of Recruitment: Its a process of finding and attracting capable applicants for employment It begins with soughting out the new recruits and ends when their applications are submitted. As a result of which, a pool of applicants is obtained from which new employees are selected.

PURPOSE OF RECRUITMENT
1. To increase the pool of job applicants at a minimum cost. 2. Evaluate various techniques of recruiting i.e. in terms of effectiveness and thus identify the one that fits in best with ones particular organization. 3. Since, the company is recruiting , the strategy for various events is worked out during recruitment, it makes the company proactive and thus lowers the occurrence of errors by obtaining the most productive methods in hand.

External Environment Internal Environment Human Resource Planning

Alternatives to Recruitment

Recruitment

Internal Sources

External Sources

Internal Methods

External Methods

Recruited Individuals

SOURCES OF RECRUITMENT

Internal

External

INTERNAL SOURCES
Promotion. Transfer. Retired Manager. Recall Form Long Leave. Internal Advertisement.

EXTERNAL SOURCES
Management Consultant. Advertisement. Management Institute. Recommendations. Deputation Personnel.

Promotion Transfer

Retired Manager

I N T E R N A L

Sources Of Recruitment

E X T E R N A L

SELECTION PROCESS

Job Analysis. Initial Screening. Application Blank.

Tests. Interview. Reference Check.

 Medical Check.
Final Interview. Job Offer.

STAIRCASE TO SELECTION
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8 7
6 5

4
3 2
Applica Initial -tion Screen Blank Job Analysis -ing

Tests

InterView 1

Refe -rence Check

Inter Medical -view 2 Check

Job Offer

EMPLOYMENT TESTS

Performance Test Intelligence Test. Personality Test. Aptitude Test. Interest Test. Projective Test.

G K Test.
Perception Test

ADVANTAGES OF TESTS
Judging Mental Qualities. Applicants Ability. Character Of Candidate. Proper Placement.

Systematic & Reliable Method

GUIDELINES FOR INTERVIEWING

Before the interview. During the interview. After the interview.

SCIENTIFIC SELECTION POLICY

Right Job For The Right Person.
Reduces Training And Supervision Costs. Reduces Absenteeism. Reduces Wastages, Damages, Accidents.

 Improves Goodwill Of The Company.

High morale. Higher productivity and efficiency

LIMITATIONS OF THE SELECTION PROCESS

Problem of employment tests.
Time consuming and expensive. Possible changes in employee needs.

 Selection bias.
Problem of adjustments.

Problem of interviews.