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Recrutment N Selection

The document discusses recruitment and selection processes. It defines recruitment as the process of finding and attracting capable job applicants, from deciding what positions need to be filled to receiving applications. Selection is differentiating between applicants to identify the best candidates for hire. The recruitment process involves planning, developing strategies, searching, screening, and evaluating. Sources of recruitment include advertisements, referrals, professional associations, and more. Internal recruitment has advantages like lower costs but limits choice, while external recruitment offers new skills but is more costly.

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313 views14 pages

Recrutment N Selection

The document discusses recruitment and selection processes. It defines recruitment as the process of finding and attracting capable job applicants, from deciding what positions need to be filled to receiving applications. Selection is differentiating between applicants to identify the best candidates for hire. The recruitment process involves planning, developing strategies, searching, screening, and evaluating. Sources of recruitment include advertisements, referrals, professional associations, and more. Internal recruitment has advantages like lower costs but limits choice, while external recruitment offers new skills but is more costly.

Uploaded by

jigar_jjj1469
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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Recruitment….

The process of deciding what positions the firm will


have to fill and how to fill them.
Recruitment and Selection Process

2
RECRUITMENT
Hiring involves 2 groups of activities:
Recruitment
Selection

What is Recruitment?
 It is the process of finding and attracting
capable applications for employment. The process
begins when new recruits are sought and ends
when their applications are submitted.
FACTORS GOVERNING
RECRUITMENT

EXTERNAL FORCES
INTERNAL FORCES
SUPPLY AND DEMAND
RECRUITMENT POLICY
UNEMPLOYMENT RATE
RECRUITMENT HRP
LABOUR MARKET
SIZE OF THE FIRM
POLITICAL –SOCIAL
COST
SONS OF SOIL
GROWTH & EXPANSION
IMAGE
SOURCES OF RECRUITMENT

ADVERTISEMENTS
PROFESSIONAL ASSOCIATIONS
E - RECRUITING
WALK-INS AND WRITE - INS
PREVIOUS APPLICANTS
REFERRALS
COMPETITORS
ACQUISITIONS AND EXPANSIONS
EMPLOYMENT EXCHANGE
RADIO AND TELEVISION
INTERNAL RECRUITMENT
ADVANTAGES:
1. It is less costly
2. Candidates are already oriented towards
Organisation
3. Good Performance is rewarded
4. Enhances Employee’s Morale and Motivation

DISADVANTAGES:
1. It perpetuates the old concept of doing things
2. Bone of contention.
3. Limited choice
4. Morale problem for those not promoted
EXTERNAL RECRUITMENT
ADVANTAGES:

1. Benefits of new skills, new talents to the Organisation


2. Scope for resentment & jealousies are avoided
3. Compliance with reservation policy becomes easy

DISADVANTAGES:
1. It is costly
2. Better morale and motivation associated with internal
recruiting is denied to the organisation
3. Adjustment of new employees to the Organisations climate
takes longer time
4. Time consuming
RECRUITMENT PROCESS
Comprises five inter-related stages:

1. Planning
2. Strategy Development
3. Searching
4. Screening
5. Evaluation and Control
BRINGING BUDDIES TO
WORK
Cisco hires 55% of employees through referrals
in India.

Employee referrals account for 40% of lateral


hiring in Infosys.

Patni Computers- referrals save costs by over


60%. In 2005, referrals brought in around 2000
of Patni’s recruits of the total recruitment of
4,400.
NEVER SAY
GOODBYE!!
Companies are forming alumni forums for their
ex-employees as they could end up as potential
re-hires or even clients in the future.

STAY CONNECTED: MAHINDRA AND MAHINDRA


Setting up an alumni network to maintain an
active relationship with their former employees.

BUSINESS WISE: Alumni networks provide real


time data on areas needed to be worked on.
Retired employees are utilised to train new
entrants.
SELECTION
It is the process of differentiating between
applicants in order to identify ( and hire)
those with a greater likelihood of success in a
job.
THE PROCESS

Hiring Decision Step 8


Reference Checks Step 7
Medical Examination Step 6
Selection Interview Step 5
Selection Tests Step 4
Application Blank Step 3
Screening Interview Step 2
Reception Step 1
EMPLOYMENT
INTERVIEW
PREPARATION
RECEPTION
INFORMATION EXCHANGE
TERMINATION
EVALUATION
INTELLIGENCE TESTS
APTITUDE TESTS
PERSONALITY TESTS
SIMULATION TESTS
ACHIEVEMENT TESTS
ATTITUDE TESTS
THANK YOU….

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