HIRING:

(RECRUITMENT AND SELECTION)

RECRUITMENT

Recruitment refers to the process of attracting,

screening, and selecting qualified people for a job at
an organization or firm.

Recruitment involves the utilization of organizational

practices to influence the number and types of
individuals who are willing to apply for job vacancies.
STEPS FOR RECRUITMENT
Identify Vacancies
Candidate attraction campaign
Screening
Pre Selection
Short listing
Interviews
Offer/Rejection
Placement
Sources of Recruitment
I –Direct (Campus Recruitment)
-Indirect (Through Intermediaries)

II -Internal (Promotions, Transfers, Job rotation)

-External (Through E media, Consultancies)
 SELECTION
Selection is the process of choosing the fit
and rejecting the unfit.
Selection is selecting the right candidate
from the pool of candidates.
The main objective of selection is to
acquire suitable candidate.
Stages in the Selection Process
1. Screening of application forms
This is generally the starting point of any employee
selection process. Screening eliminates unqualified
applicants and helps save time. Applications received
from various sources are scrutinized and irrelevant ones
are discarded.

2. Preliminary interview
It is used to weed out those candidates who do not
meet the minimum criteria laid down by the employing
organizations or if the number of candidates is quite
large enough and the time at the disposal of
interviewers is short .
3. Application Blank:
Background investigation of the candidate, to know
more information about the job applicant.
for example family background ,family of orientation,
etc.

4. Selection Tests
Selection Tests are used when the no. of applicants are
large it reveals the no. of candidates who scored above
the cut off are likely to be more successful than those
scoring below the cut off points.
5. Selection interview
Interview is an essential element and no selection
procedure is complete without one or more personal
interviews where the information collected through
application letter or forms and tests can be cross checked
in the interview.
6. Medical examination

Applicants who have crossed the above stages are sent for a
physical examination either to the company’s physician or to
a medical officer approved for the purpose. It serves the
following purpose:-
1.It determines whether the candidate is physically fit to
perform the job.
2.It reveals existing disabilities and provide a record’s of the
employee health at the time of selection.
3.It prevents the employment of people suffering from
contagious disease.

7. Checking References
Most application forms include a section that requires
prospective candidates to put down names of a few references.
References can be classified into - former employer, former
customers, business references, reputable persons. Such
references are contacted to get a feedback on the person in
question including his behavior, skills, conduct etc.
PLACEMENT

“Placement refers to allocation of people to

jobs. It includes initial employment of
new employees and promotion , transfer
or demotion of present employees.
Steps In Placement
Collecting employee details
Assessment of employee needs and
competencies
Constructing employee profile
Comparing sub group profile to job family
profile
Benefits of placement-
 It improves employees morale
 It helps in reducing employees turnover.
 It helps in reducing absenteeism
 It avoids misfit between job and candidate.
SOCIALIZATION

PROCESS OF ADAPTION.

REFERS→WHEN AN INDIVIDUAL FROM OUTSIDE THE

ORG.╬ TO THE ROLE OF AN INSIDE MEMBER.
SOCIALIZATION PROCESS
Socialization influences performance.
New employees suffers from anxiety.
Socialization does not occur in a vacuum.
People adjust in similar ways.
A SOCIALIZATION MODEL

Productivity

Pre arrival Encounter Metamorphosis Commitment

Turnover
Thank you