Recruitment

“PROCESS OF HIRING AND IDENTIFYING

BEST QUALIFIED CANDIDATES FOR A JOB
VACANCY, IN A MOST TIMELY AND COST
EFFECTIVE MANNER.”
 MATCHING THE NEEDS OF APPLICANTSAND ORGANISATION

INFORMATION FLOW

ORGANISATION
NEED FOR HIGH INTERNAL POTENTIAL
APPLICANTS APPLICANTS
QUALITY EMPLOYEES
NEED FOR SUITABLE
JOB

ENVIRONMENT
ECONOMIC AND SOCIAL,TECHONOLOGICAL
AND POLITICAL
ENVIRONMENT

 THE ECONOMIC ENVIRONMENT

 THE SOCIAL ENVIRONMENT
 THE TECHNOLOGICAL ENVIRONMENT
 THE POLITICAL ENVIRONMENT
 THE LEGAL ENVIRONMENT
 THE FACTORIES ACT,1948
 THE APPRENTICE ACT,1961
 THE EMPLOYMENT EXCHANGE ACT,1959
 THECONTRACT LABOUR ACT,1970
 BONDED LABOUR SYSTEM(ABOLITION) ACT,1976
 THE CHILD LABOUR ACT,1986
SOURCES OF RECRUITMENT

 INTERNAL SOURCES:

PERSONS ALREADY WORKING IN AN ORGANISATION.

1. TRANSFER
2. PROMOTION AND DEMOTION
3. RETIRED EMPLOYEES
4. DEPENDENTS OF DECEASED EMPLOYEES
5. RETRENCHED EMPLOYEES
 EXTERNAL SOURCES:

EMPLOYEES WORKING IN OTHER ORGANISATION

1. EMPLOYMENT EXCHANGE
2. ON CAMPUS RECRUITMENT
3. EMPLOYEE REFFEREL SYSTEM
4. ADVERTISEMENT
5. WALK-INS
 METHODS OF RECRUITMENT

METHODS

INTERNAL DIRECT INDIRECT THIRD PARTY

1. PROMOTIONS AND TRANSFERS

1. PRIVATE EMPLOYMENT SEACH FIRMS
2. JOB POSTING 2. EMPLOYMENT EXCHANGE
3. EMPLOYEE REFERRALS 1. CAMPUS RECRUITMENT 1. ADVERTISEMENT 3. GATE HIRING AND CONTRACTORS
4. UNSOLICITED APPLICANTS/WALK-INS
SELECTION

SELECTION IS THE PROCESS OF PICKING INDIVIDUALS WHO

HAVE RELEVANT QUALIFICATIONS TO FILL JOB IN AN
ORGANISATION.
PURPOSE

 TO CHOOSE THE INDIVIDUALS WHO CAN MOST

SUCCESSFULLY PERFORM THE JOB FROM THE POOL OF
QUALIFIED CANDIDATES.

 IT ELIMIMNATES THE UNSUITABLE APPLICANTS

THROUGH SUCCESSIVE STAGES OF SELECTION
PROCESS.
 CRITERIA FOR SELECTION

CRITERIA

PHYSICAL PERSONAL
QUALIFICATION EXPERIENCE
CHARACTERISTICS CHARACTERISTICS
Steps in the selection process

Hiring
decision
Reference check

Medical examination

Selection interview

Selection test

Application blank

Screening interviews

Reception
RECEPTION

 IT’S THE FACE OF THE COMPANY

 OBJECTIVE IS TO CREATE A FAVOURABLE IMPRESSION

 RECEPTIONISTS HAVE TO BE COURTEOUS AND TACTFUL

 SCREENING INTERVIEW

 IT’S A PRELIMINARY INTERVIEW

 ELIGIBLE CANDITATES GO TO THE FURTHER STAGES

 APPLICATION BLANK

 IT’S A FORM WHICH COLLECTS INFORMATION ON VARIOUS

ASPECTS OF AN APPLICANT

 IT’S A BRIEF HISTORY SHEET OF AN EMPLOYEE

 WEIGHTED APPLICATION BLANK

 MAKES THE APPLICATION FORM MORE JOB ORIENTED

 ITEMS THAT HAVE A STRONG RELATIONSHIP TO JOB

PERFORMANCE ARE GIVEN HIGH SCORES
 SELECTION TESTS

 THESE TESTS ARE STANDARDIZED AS THEY ARE UNIFORMLY

APPLIED

 THEY MEASURE A PERSONS BEHAVIOUR, PERFORMANCE OR

ATTITUDE.
 SELECTION INTERVIEW

 ORAL EXAMINATION OF THE CANDIDATE

 MOST ESSENTIAL IN THE SELECTION PROCESS

 HERE THE INTERVIEWER CAN CROSS CHECK THE DETAILS

LISTED BY THE CANDIDATE
TYPES OF TESTS

TESTS

MISCELLANEOUS INTELLIGENCE
TESTS TESTS

ACHIEVEMENT PERSONALITY
TESTS TEST
APPTITUDE
TESTS
 MEDICAL EXAMINATION

 CERTAIN JOBS REQUIRE CERTAIN PHYSICAL QUALITIES

 IT REVEALS WHETHER THE CANDIDATE POSSESSES THESE

QUALITIES OR NOT
 REFERENCE CHECKS

 THE PERSONNEL DEPARTMENT ENGAGES IN CHECKING

REFERENCES BY THE CANDITATES

 REFERENCES ARE USUALLY PREVIOUS EMPLOYERS OR

INDIVIDUALS WHO ARE WELL VERSED WITH THE
CANDIDATES ACADEMIC ACHIEVEMENT
 HIRING DECISION

 THE LINE MANAGER TAKES THE FINAL DECISION i.e. TO

SELECT OR REJECT

 ADEQUATE CARE HAS TO BE TAKEN WHILE MAKING THIS

DECISION

 LASTLY THE CANDITATES HAVE TO BE INFORMED-WHETHER

SELECTED OR NOT
CASE STUDYS INTRODUCTION
SELECTION