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According to Edwin B. Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation Meaning: Recruitment is the activity that links the employers and the job seekers. A process of finding and attracting capable applicants for employment
UNEXPECTED
CHARACTERISTICS OF RECRUITMENT
It is a positive function.
It is a pervasive function.
It is a linking activity. It is a continuous process and not a short task.
Sources of Recruitment
INTERNAL FACTORS
ORGANISATION IMAGE
EXTERNAL FACTORS
LABOUR MARKET
PERSONAL POLICY
LEGAL PROVISION
UNEMPLOYMENT SITUATION
JOB ATTRACTIVENESS
UNION INTERFERENCE
DEMOGRAPHIC FACTORS
SIZE OF ORGANISATION
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6. 7.
Identify vacancy Prepare job description and person specification Advertising the vacancy Managing the response Short-listing Arrange interviews Conducting interview and decision making
Selection
Definition According to Thomas stone Selection is the process of differentiating between applicants in order to indentify and hire those with a greater likelihood of success on the jobs.
In simple words
It is the functions perform by the management of selecting the right employees at the right time After identifying the sources of human resources, searching for prospective employees and stimulating them to apply for jobs in an organization . The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
Meaning of Selection
Selection involves a series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.
The process of selection leads to employment of persons who possess the ability and qualifications to perform the jobs which have fallen vacant in an organisation.
Significance of selection
Keep the rates of absenteeism and labour turnover low.
Competent employees show higher efficiency. Rate of industrial accidents will be low. Higher job satisfaction. High morale.
SELECTION PROCEDURE
There is no standard selection process that can be followed
by all the companies in all the areas. Companies may follow different selection techniques or methods
Application form
Written examination Preliminary interview Tests Medical examination Reference checks Line managers decision
Application form
Written examination
Preliminary interview
Business games
Selection tests
Final interview
Medical examination
Reference check
Job offer
Employment
Selection
1. It Involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. 2. The basic purpose of selection process is to choose the right candidate to fill the various positions in the organization. 3. Selection is a negative process as it involves rejection of the unsuitable candidates. 4. Selection is concerned with selecting the most suitable candidate through various interviews and tests. 5. Selection results in a contract of service between the employer and the selected employee.
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It the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization. Recruitment is a positive process i.e. encouraging more and more employees to apply . Recruitment is concerned with tapping the sources of human resources. There is no contract of recruitment established in recruitment
5.
Helps to get a proper candidate. Help to increase success rate. Help to reduce the probablity. Helps to get organizations legal and social obligations. Helps to increase organization and individual effectiveness.
Conclusion
The Purpose and Importance of Recruitment and selection .. Attract and encourage candidates. Create a talent pool. Determine present and future requirements. links the employers with the employees. Increase the pool of job candidates.
Un-Professional
Willingness
Selection
Job Descriptions
Job Analysis
Job Specifications
Relations Knowledge Skills Abilities Legal Considerations Job Analysis for Teams
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Definitions
Job - Consists of a group of tasks that
must be performed for an organization to achieve its goals Position - Collection of tasks and responsibilities performed by one person; there is a position for every individual in an organization
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Definitions (Continued)
Job analysis - Systematic process of determining the
skills, duties, and knowledge required for performing jobs in an organization Job description document providing information regarding tasks, duties, and responsibilities of job Job specification minimum qualifications to perform a particular job
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activity records (in film form, for example); procedures used; personal responsibility Worker-oriented activities human behaviors, such as physical actions and communicating on the job; elemental motions for methods analysis; personal job demands, such as energy expenditure Machines, tools, equipment, and work aids used Job-related tangibles and intangibles knowledge dealt with or applied (as in accounting); materials processed; products made or services performed
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Work performance error analysis; work standards; work measurements, such as time taken for a task
Types of Interviews
conversational
behavioral case or situational stress situation
all four of these interview types can be one-on-one or might be a panel conversation
skills and abilities to perform the job evaluate whether or not the job-seeker possesses the enthusiasm and work ethic that the employer expects analyze whether or not the job-seeker is a team player and will fit into the organization
and/or scenarios initial questions are typically followed by follow-up questions specific, key details related to situations/scenarios are expected interviewers main goals are to: assess candidates behaviors and approaches by exploring specific situations analyze past behavior to try to predict future performance
firms to determine how well a candidate fits in a field or job typically interviewee is provided a problem or a scenario and asked to work through it interviewers main goals are to: analyze how well interviewee can identify and work through a problem assess problem-solving skills evaluate tolerance for ambiguity and ability to start on tasks analyze communication skills
encountered regularly interviewers sometimes rely upon rudeness, sarcasm, or outright hostility to provoke a response interviewers main goals are to: assess how well interviewee deals with unexpected and/or stressful situations evaluate how well interviewee can work and communicate under pressure
MODES OF INTERVIEWING
Telephone Screenings On-Campus Interview On-Site Interview Off-Site Interview Third Party Facility Visit
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Performance/Role Play Interview Candidate role-plays job functions to Stress Interview Intended to put candidate under stress
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POACHING/RAIDING
E-RECRUITMENT
BODY SHOPPING
KEY RECRUITMENT