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RECRUITMENT
AND SELECTION

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PRESENTERS

PEREZ, TANGTANG, SARMIENTO, VIRAY,

KIM ANDREA JENNY ROSE EFHIE JEYVEE

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RECRUITMENT AND
SELECTION
RECRUITMENT
• It is the process of selecting the right person, for the right position at
the right time.
• It is called a positive process with its approach of attracting as
many candidates as possible for the vacant positions

SELECTION
• It is the process of picking or choosing the right candidate, who is
most suitable for the job.
• It is called a negative process with the elimination of many
candidates as possible.

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RECRUITMENT OR
SELECTION
RECRUITMENT
__C____M___

• It is called a positive process with its approach of attracting as many candidates as possible for the vacant
positions

SELECTION
_E___T___

• It is called a negative process with the elimination of many candidates as possible.

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SIGNIFICANCE OF
RECRUITMENT AND
SELECTION
• When job vacancies arise within the organizations, then the employers give due consideration to the
recruitment and selection processes.
• Resources are considered as the most important asset of any organization, hence, hiring the personnel with
appropriate skills and abilities is important.
• The significance of recruitment is recognized by the fact that organization gets satisfied with more
productive employees. It not only enhances productivity and profitability, but also encourages good
relationships among the employers and the employees.
• The significance of selection is recognized, because it helps in choosing the most suitable and qualified
candidates, who can meet the requirements of the jobs within an organization.

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SIGNIFICANCE OF
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RECRUITMENT AND
SELECTION
The significance of selection is recognized, because it helps in choosing the most
S_ I T _ _ L _ and Q _ A _ _ F _ _ D candidates, who can meet the requirements of the
jobs within an organization.

SUITABLE and QUALIFIED

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PRINCIPLES OF RECRUITMENT
AND SELECTION
The principles of recruitment and selection have been stated as follows: (Recruitment and Selection,
2013).
• The first point to identify about recruitment is that it is a process with a number of key stages, all of
which work in co-operation to improve one’s chances of finding the best candidates available for any
advertised position.

• It is worth giving indications that in terms of leading, guiding and managing employees, if one is not
recruiting the best people available, then it is always going to be challenging to manage them on daily
basis.

• Another general rule is, when seeking to fill any job vacancy, one should always consider the internal
candidates that could be encouraged to the available post and then recruit externally for the junior
position.
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PRINCIPLES OF RECRUITMENT
AND SELECTION
• Too often senior managers pay less attention to the recruitment process and only become actively involved
when a senior post is being filled, or at the end of the process for the final interview.

• It is often assumed that interviewing is something that any experienced manager can carry out. It involves
open ended as well as close ended questions.

• There are many legal issues that are associated with the recruitment process and it is necessary for all the
individuals to familiarize oneself with the relevant legislation.

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PRINCIPLES OF RECRUITMENT
AND SELECTION
• It is worth indication that in terms of LEADING, G _ I _ I N _ and
M _ N _ _ I _ G employees, if one is not recruiting the best people
available, then it is always going to be challenging to manage
them on daily basis.
GUIDING AND MANAGING

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FACTORS AFFECTING
RECRUITMENT AND SELECTION
The factors affecting recruitment and selection are organized into the internal and the external categories.

INTERNAL FACTORS
1. Size of the Organization - The size of the organization is one of the most important factors affecting
the recruitment process.
2. Recruitment Policy - Recruitment policy of an organization, includes hiring from the internal or
external sources of organization. It is an important factor, which affects the recruitment process.
3. Image of the Organizations - Organizations having a good positive image in the market can easily
attract competent and proficient resources.
4. Image of Jobs - Just like the image of the organization, the image of jobs contribute a critical role in
the recruitment and selection processes

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FACTORS AFFECTING
RECRUITMENT AND
EXTERNAL FACTORS SELECTION
1. Demographic Factors – this are related to the characteristics of potential employees such as, their age, religion,
educational qualifications, gender, occupation, economic status, and place of location.
2. Labor market - Labor market exercises control on the demand and supply of labor.
3. Unemployment rate - If the unemployment rate is high in a specific area, hiring of human resources will be simple
and manageable, as there will be an increase in the number of applicants.
4. Labor laws – It reflect the social and political environment of the market, which are created by the central and the
state governments.
5. Legal considerations - Job reservations for different castes such as Scheduled Tribes, Scheduled Castes, and Other
Backward Classes are the best examples of legal considerations.
6. Competitors - When organizations in the same industry are competing for the best qualified resources, there is a
need to analyze the competition and make provision of the resources packages that are finest in terms of the
industry standards.
7. Equal Opportunity - When recruitment and selection of the employees take place, then it is vital to take into
consideration, equal employment opportunities for the individuals.

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FACTORS AFFECTING
RECRUITMENT AND SELECTION
• The factors affecting recruitment and selection are
organized into the _ and the _ categories.

INTERNAL AND EXTERNAL

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JOB POSTING
- It refers to the practice of publicizing and displaying advertisements of
an open job to the employees.

Before posting vacancies, important areas that need to be taken into

consideration by the employers include: (Richardson, n.d.).
• Whether the retention of the job is done in the present form with the
title, remuneration or status or whether any changes are required to be
brought about.
• Each hiring unit is responsible for determining its hiring needs,
requirements and the scope and responsibilities of the proposed
individuals.
• Are there efficient, competent, practiced and experienced applicants
serving in other positions within the organization, who may be
potential candidates for the job.

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•
JOB POSTING
Whether the existing organizational policy for recruitment is still applicable.
• Whether the organization considers external sources as the most effectual means of recruitment.
• Necessary is the availability of the functional human resource information system that supports recruitment.
• Forthcoming vacancies within the organizations need to ensure that capable and proficient individuals are
recruited on time, in order to avoid any kind of delay in the production processes.
• In some cases, recruitment and selection processes require number of rounds, which the individuals have to
go through.
• Ensure that qualified candidates, whose applications are pending should be communicated with to maintain
their interest within the organization.
• Assist in analyzing appointment, transfer and exit trends and provide other data that leads to the facilitation
of planning, organizing, evaluating and assessing the recruitment process.
• Identify any antagonistic impacts of the recruitment process on vulnerable and marginalized groups.
• For internal recruiting, control of the internal job posting process, creation of the notices, and then matching
the internal applicant qualifications with job specifications is crucial.
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JOB POSTING

• In what way does the company inform public about their job
vacancy, how do they advertise their job hiring?

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RECRUITMENT AND
SELECTION PROCESS
The elements in the recruitment and selection processes have imperative contributions to make in helping
find most suitable candidates for the given posts. The elements have been stated as follows: (Recruitment and
Selection, 2013).
1. Job Vacancy – The first step is when vacancy arises within the organization. One should be aware of the
vacant positions and by when they should get filled with capable employees.
2. Job Analysis - Two main factors need to be taken into consideration regarding job analysis.
•Expectation of the employers from their employees, within the organization
•Characteristics of the job
3. Attracting Candidates - In attracting candidates for the jobs, there are two important sources that need
to be taken into consideration, internal recruitment and external recruitment.
4. Screening Candidates - The purpose of the screening process is to narrow down the field, so that one is
able to spend more time with the candidates for formal interviews.

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RECRUITMENT AND
SELECTION PROCESS
5. Interviewing Candidates - The important aspects that need to be taken into account for interviewing
candidates include, ensuring that proper notice is given regarding the date and time of the interview, ensuring
that the candidates are aware that they should reach the premises on time, ensuring that they are clear where to
go and whom they should contact on arrival and ensuring that they are aware of the documents that need to be
brought along in the interview.
6. Selecting and Appointing Candidates - The methods of selecting and appointing candidates are different in
various organizations. The procedures generally include the steps, such as, the selection of the candidate,
verbal communication of his or her appointment, medical completed if appropriate, sending of appointment
letters and signing the contract.
7. Induction and Training – It is the process of receiving and welcoming of the employees, after they have
been selected and providing them the required training needed to settle down adequately.
8. Employee Evaluation - Monitoring the performance of the employees is an essential aspect within the
organization.

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RECRUITMENT AND
SELECTION PROCESS
• In what ways is a Recruitment Assistant involved in
interaction with personnel after their hiring?

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TYPES OF RECRUITMENT
Types of recruitment are broadly classified into two different categories. These are the internal sources and the
external sources.
The internal sources have been stated as follows:

1. Promotions - It refers to advancement of the employees by evaluating their job performance.

2. Transfers – It refers to the process of interchanging from one job to another without any change in the designation and
responsibilities.
3. Recruitment of Former Employees – It is a process of internal sources of recruitment, wherein the ex-employees are
called back, depending upon the requirement of the positions.
4. Internal Advertisements or Job Postings - are referred to as the processes of posting and advertising jobs within the
organization.
5. Internal Advertisements or Job Postings - are referred to as the processes of posting and advertising jobs within the
organization.
6. Previous Applicants – In this case, the hiring team examines the profiles of previous applicants from the organizational
recruitment database.

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TYPES OF
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RECRUITMENTS
The external sources have been stated as follows:

1. Direct Recruitment – It refers to the external source of recruitment, where the recruitment of qualified candidates are
carried out by putting a notice regarding job vacancy on the notice board of the organization.
2. Employment Exchanges - As per the law, for certain job vacancies, it is compulsory that the organization provides
details to the employment exchange. It is a government entity, where the details of the job seekers are deposited and
given to the employers for filling the vacant positions.
3. Employment Agencies – They are functioned by various sectors, such as private, public and government.
4. Advertisements – It is the most prevalent and common external sources of recruitment. The job vacancy is displayed
through various print and electronic media with a specific job description and specifications of the requirements.
5. Professional Associations – It can help the organizations in hiring professional, technical, and managerial personnel,
however, they focus on sourcing mid-level and top-level resources.
6. Campus Recruitment – It is where the educational institutions such as, colleges and universities make provision of
information to the students regarding employment opportunities.
7. Word of Mouth Advertising – It is an imperceptible way of sourcing the candidates for filling up the vacant
positions.
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TYPES OF
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RECRUITMENTS
• Give 3 examples of Internal Sources of Recruitments

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-
Types of interview
The primary purpose of an interview is to transfer information from
interviewee to interviewer
1. Structured Interview - In this type, the interview is planned,
designed and detailed in advance
2. Unstructured Interview - This type of interview is an unexpected
one, where the interview questionnaire is not prepared
3. Group Interview - In this type of interview, all the candidates or a
group of candidates are interviewed together
4. Depth Interview - It is a semi-structured interview, where the
candidates have to give detailed information about their educational
qualifications, work experience, special interests, skills, aptitude and
so forth.
5. Stress Interview - this are conducted to ascertain how a candidate
would react during the time of stress and cope up with problems.

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TYPES OF INTERVIEWS
6. Individual Interview - In an individual interview, the interview takes place on a one to one basis. In this
case, there will be a verbal and a visual interaction between two people, an interviewer and a candidate.
7. Informal Interview - Such interviews are conducted in an informal way, i.e., the interview will be stable
without any written communication and can be arranged at any place.
8. Formal Interview - A formal interview is organized in an informal manner, i.e., the candidate will be
aware about the dates and timings of the interview well in advance and the interviewer plans and prepares the
questions for the interview
9. Panel Interview - Panel interview, as the name indicates, is being conducted by a group of people. In this
type of interview, three to five members of the selection committee will be asking questions to the candidates
on various concepts
10. Exit Interview - Exit interviews are conducted for those employees, who want to leave the organization.
The significance of the exit interview is to ascertain the reasons behind leaving the job.

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TYPES OF INTERVIEWS

• Do you think the process of interview is important before

hiring a candidate? Do you think it is advisable to remove
on the process?

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ANK YOU FOR LISTENIN
“Peopleare not your most important asset. The right
people are.”
-Jim Collins, Author of Good to Great