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HRM Defenders 131103081646 Phpapp02 PDF
HRM Defenders 131103081646 Phpapp02 PDF
DEFENDERS
GROUP MEMBERS:
FATIMA 0006
NEELAM 0010(L)
BENISH 0011
IQRA 0016
FAREEHA 0017
DEDICATION
We dedicate our project to our beloved Parents who blessed
us with priceless love and care throughout our lives and
make us able to deal such a big task. We are also dedicating
this project to our honorable sir. HAMAD ASHRAF, who
boast our moral and build confidence in us to complete this
project, We consider ourselves successful because the
blessings of Almighty Allah our Sir and Parent’s support.
TOPIC OF PRESENTATION:
RECRUITMENT AND SELECTION
DEFINITION OF
RECRUITMENT
“Recruitment is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation”.
STAGES OF RECRUITMENT
JOB ANALYSIS
It involves determining the different aspects of a job, such as through job
description and job specification. Job description describes the tasks that are
required for the job. Job specification describes the requirements that a
person needs to do that job.
SOURCING
It means using several strategies to attract or identify candidates. Sourcing
can be done by internal or external advertisement
SCREENING AND SELECTION
It is the process of assessing the employees who apply for the job.
The assessment is conducted to understand relevant
skills, knowledge, aptitude, qualifications, and educational or job related
experience of employees.
ON BOARDING
After screen and selection, the best candidate is selected. On boarding is
the process of helping new employees become productive members of an
organization.
SOURCES OF RECRUITMENT
INTERNAL RECRUITMENT
• PROMOTIONS AND TRANSFERS
• DEPENDENTS OF DECEASED, DISABLED,
PRESENT EMPLOYEES
• REHIRING RETIRED EMPLOYEES
• EMPLOYEE REFERRALS
EXTERNAL RECRUITMENT
• ADVERTISEMENTS
• CAMPUS RECRUITMENT
• E-ECRUITMENT
• WALK IN
ADVENTAGES & DISADVANTAGES OF INTERNAL & EXTERNA RECRUITMENT
ADVANTAGES DISADVANTAGES
Internal Recruitment Cheaper and quicker to recruit Limits the number of
potential applicants
People already familiar with the No new ideas can be
business and how it operates introduced from outside the
business
Provides opportunities for May cause resentment
promotion with in the business amongst candidates not
– can be motivating appointed
Business already knows the Creates another vacancy
strengths and weaknesses of which needs to be filled
candidates
External Recruitment Outside people bring in new Longer process
ideas
Larger pool of workers from More expensive process
which to find the best candidate due to
advertisements and
interviews required
People have a wider range of Selection process may not
experience be effective enough to
reveal the best candidate
METHODS OF RECRIUTMENT
DIRECT METHOD
These include campus interviews and keeping a live register of job seekers. Usually used for
jobs requiring technical or professional skills, organisations may visit colleges and universities
and recruit persons for various jobs. Usually under this method, information about jobs and
profile of persons available for jobs is exchanged and preliminary screening is done. The
short-listed candidates are then subjected to the remainder of the selection process.
INDIRECT METHOD
These include advertisement in the print media, radio, T.V., trade, technical and professional
magazines, etc. . This method is appropriate where there is plentiful supply of talent which is
geographically or otherwise spread out and when the purpose of the organisation is to reach
out to a larger group.
THIRD-PARTY METHOD
Various agencies are used for recruitment under these methods. These include commercial and
private employment agencies, state agencies, and placement officer of colleges and
universities, professional associations, recruiting firms, friends and relatives.
NEXT PRESENTER
IQRA
SELECTION
Selection can be defined as process of choosing the right
person for the right job from a pool of different candidates
who applied for a certain job.
SELECTION TEST
Selection test includes the following test
•Motor Abilities
•Physical Abilities
•Personality Test
•Video based situation testing
•General Knowledge test
Motor Ability Test
Tests that measure finger dexterity, manual dexterity,
speed of arm movement and reaction time etc.
Physical Ability Test
Test that measure static strength ,dynamic strength, body
coordination and stamina.
Personality test
Test that use to projective techniques and trait
inventories to measure the basic aspects of an applicant
personality, such as introversion, stability and
motivation.
Intelligence Test
RELIABILITY
The consistency of scores obtained by the same person when retested
with the identical or equivalent test.
TYPE’S OF RELIABILITY:
RETEST ESTIMATE
Used to assess the consistency of a measure from one time to another.
INTERNAL CONSISTENCY
Used to assess the consistency of results across items within a test.
EQUIVALENT-FORMS OR ALTERNATE-FORMS RELIABILITY
Two tests that are identical in every way except for the actual items
included.
VALIDITY
• PANEL INTERVIEW
•panel job interview takes
place when an applicant for
employment is interviewed
by a panel (group) of
interviewers. In it each
candidate meets separately
with the panel.
TYPES OF INTERVIEW
•GROUP INTERVIEW
Group interview is when a
group of applicants
. for the same
position are interviewed
together, by the hiring manager.
In this scenario, candidates
would be interviewed
together, in group
•MASS INTERVIEW
In mass interview there is panel
of interviewers and multiple
candidates all in the same
room.
TYPES OF INTERVIEW
DIRECTIVE INTERVIEW
NEGATIVE BIAS
Unfavorable information about the
interviewee influences interviewer more
than does positive information.
THE FACTORS AFFECTING
INTERVIEW
CONT……..
MISUNDRESTANDING THE JOB
CANDIDATE ORDER
•NON VERBAL
BEHAVIOR
Eye contact
Voice modulation
Energy level
Voice cues
Visual cues
THE FACTORS AFFECTING
INTERVIEW
CONT……..
EFFECT OF PERSONAL
CHARACTERESTICS
Attractiveness
Age gender
Race
Interviewer tend have a less
favorable view of candidates who
are
Physical unattractive
Female
Of a different racial background
Disable
THE FACTORS AFFECTING
INTERVIEW
CONT……..
INTERVIEWER BEHAVIOR