CRUITMENT AND SELECTION

DARWIN CLAVE RONNIE CORPUZ CHRISTIAN CABALLES

RECRUITMENT
- A process of finding and
attempting to attract
candidates who is capable
of effectively filling job
vacancies.

- A process of searching
candidates for employment.

- A development and maintenance of adequate

manpower resources
SOURCES OF RECRUITMENT

Internal recruitment

- Notice boards
- Circulars
- Personal contacts reference
SOURCES OF RECRUITMENT
External recruitment
- Recruitment of former employee
- Contracts of intermediaries
- Recruitment at the gate
- Use of unsolicited application
- Advertisements
- Educational institution
- Appointing par-time employees as fulltime
SOURCES OF RECRUITMENT
External recruitment
- Notification of employment exchange
- Recruitment through private agencies
- Leasing of personnel
- Media
- Word of mouth
- Recommendation from professional bodies
- Assistance of trade unions
- Assistants by personnel consultants
INTERNAL
RECRUITMENT
- Inviting applicants from people within
the organization
ex. “Promotion or transfer”
SOURCES OF INTERNAL
RECRUITMENT
NOTICE BOARDS
- job vacancies are put on the notice board
for applicants to see them and apply for
the post
CIRCULARS
- Information of job vacancies are
circulated through circulars
SOURCES OF INTERNAL
RECRUITMENT
PERSONAL CONTACTS AND REFERENCES
- Applicants are invited through personal
contacts and reference inside the
organization.
EXTERNAL
RECRUITMENT
- Recruiting people outside of the
organization.
SOURCES OF EXTERNAL
RECRUITMENT
Recruitment of former employee
- Former employees who worked for the
company in the past and got laid off or
left the company who wish to return.
Contracts of intermediaries
- Intermediaries are consult by the
management. This type of recruitment
system is commonly use in Indian
industry.
SOURCES OF EXTERNAL
RECRUITMENT
Recruitment at the gate
- Recruitment of candidates who are
unskilled or semiskilled workers at the
gate of the factory or office.
Use of unsolicited applicants
- Organizations examine unsolicited
applications whenever needed to locate
suitable candidates for a job.
SOURCES OF EXTERNAL
RECRUITMENT
Advertisement
- Using newspapers, journals or
magazines as a device for advertising
the jobs available in an organization.
Education institution
- Employment managers maintain a close
liaison in a university for recruiting officer
apprentices and management trainees.
SOURCES OF EXTERNAL
RECRUITMENT
Appointing part-time employees as full
time
- Part time employees are a good source of
labor supply as and when vacancies occur.
If they fulfill the requisite qualification to suit
the jobs, vacancies are filled up from
among them.
SOURCES OF EXTERNAL
RECRUITMENT
Notification to employment exchange
- The job seekers get their names
registered with employment exchanges
managed and operated by the central and
state governments. The employers notify
the vacancies to such exchange and the
exchanges refer the names of prospective
candidates to the employers.
SOURCES OF EXTERNAL
RECRUITMENT
Recruitment through private agencies
- They provide a nationwide service in
attempting to match the demand and
supply of personnel.
Leasing of personnel
- It is borrowing a personnel of requisite
caliber from the governmentdepartments
SOURCES OF EXTERNAL
RECRUITMENT
Media
- Companies can approach the medias
(Television and Radio) and recruit people
of their requirements.
Word of mouth
- Trade unions or employees give
references of people interested in joining
the enterprises. Managers select desired
candidates to fill the job vacancies.
SOURCES OF EXTERNAL
RECRUITMENT
Recommendations from professional
bodies
- Some professional institutions like
institute of charted accountant, ICWA,
institute of company secretary, etc.
maintain a register of qualified persons
from which they recommend the names
of the job seeker to the employers when
asked for.
SOURCES OF EXTERNAL
RECRUITMENT
Assistance of trade unions
- Trade unions assist in recruiting staffs.
however the source of labor supply is not
reliable since sometimes unions support a
candidate who is not fir for the job.
assistance by personnel consultants
- These consultant agencies advertise the job
description in leading newspapers and
periodicals without disclosing the names of
the employers.
IMPORTANCE OF
RECRUITMENT METHOD
- Determines the number of qualified
applicants applying for particular position.
- It influences how well the organization
- It can sometimes effect the subsequent
turnover rates of employees