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Recruitment, selection,
- 2. Recruitment, Selection, Induction &Promotion
- 3. Human Resource Planning Determine Recruitment & Selection Needs JobAnalysis Recruitment & Selection Needs
- 4. Recruitment Meaning In simple terms,recruitment is understood as the process of searching for & obtaining applications for jobs, from among whom the right people can be selected. Definition “It is the process of finding & attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected.”
- 5. Definition “Recruitment acts setof activities and organization uses to attract job candidates possessing appropriate characteristics to help the organization reach its objectives.” “Recruitment involves seeking & attracting a pool of people from which qualified candidates for job vacancies can be chosen.”
- 6. Recruitment It is aprocess of searching the candidates for employment and stimulating them to apply for jobs in the organization.
- 7. Purpose & Importance 1.Determine the present & future requirement of the organization. 2. Identifying potential job applicants. 3. Increase the pool of job candidates at minimum cost. 4. Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants. 5. Help reduce the probability of candidates leaving the organization. 6. Meet the organization’s legal & social obligation regarding the composition of its workforce. 7. Increase organizational & individual effectiveness
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- 9. - Identify Vacancy -Prepare Job description and person specification. - Advertising the vacancy - Managing the response - Short- listing - Arrange Interviews - Conducting interview and decision Making The recruitment process is immediately followed by the selection process i.e. the final interview and the decision making, conveying the decision and the appointment formalities
- 10. Factors Governing Recruitment ly& demand ploym ate Market cal image actors itment policy f the th & expansion Recruitment
- 11. Personnel planning Job vacancies Job Analysis Recruitment Planning . Number . Types Strategy Development .Where .How .When Employee Requisition Screening Applicant Pool Potential Hires Selection Evaluation & Control
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- 13. Head hunting referto the approach of finding and attracting the best experienced person with the required skill set. Headhunting is also a recruitment process involves convincing the person to join your organization
- 14. Indentify the prospectiveemployee Hold a talk with the candidate Candidate interested Look for some other candidate Call for a formal discussion Job Offer Look for some other candidate Ask the person to join and submit various necessary Documents
- 15. Source of Recruitment Internal • Transfer •Promotion •Upgrading •Demotion • Retirement •Dependent and relatives of deceased employees •External •Recruitment of factory gate. • Casual Callers. • Advertisement • Employment Agencies. • Management consultants. • Educational Institutions. • Recommendations • Labor Contractors • Telecasting
- 16. Internal Source ofRecruitment - Persons who are already working in an organization constitute the Internal sources. It includes the existing employees. The retired employees and the dependent of the deceased employees. - The way of internal recruitment is generally through transfer, promotion and other job changes. Merits: Demerits: Economical Limited choice Suitable Inefficiency Reliable Bone of contention Satisfying
- 17. Promotion & Transfer -Promotion involves the movement of employees from a lower level to a higher level with changes in duties, responsibilities, status & values. - Transfer, however, involves lateral or horizontal movement within the same grade from one job to another. It might lead to changes in duties & responsibilities & sometimes the working conditions but the status and salary is not affected
- 18. Employees Referrals - Itmeans making use of recommendations from a current employee regarding a job applicant. The logic is that they serve as a reliable source. - Companies offer rich reward to the employees whose recommendations are accepted. Example: Citibank offers RS.50,000 to its employees for the every vacancy filled up by the bank on the basis if their referral.
- 19. External Source ofRecruitment These includes employees working in other organizations, Job aspirants registered with employment exchanges, students from reputed educational institutions, candidates forwarded by search firms & contractors, candidates responding to advertisements issued by the organizations, unsolicited application/walk ins. Merits Demerits Wide choice Expensive Motivational Force Time consuming Long Term Benefits Uncertainty
- 20. Campus Recruitment A preliminaryscreening is done within the campus & short listed candidates are then subjected to the reminder of the selection process.
- 21. Advertisements This source includeadvertisement in newspaper, trade, professional & technical journals, radio & television etc.
- 22. Employment Exchanges It isan office setup by the Govt under the employment Exchange Act. These are created all over the country for helping the unemployed youth
- 23. Private Employment SearchFirms - A search firm is a private employment agency which maintain a computerized list of qualified applicants & supplies these to employers willing to hire people from such a source. - These agencies charge some fees from both the applicant and the employer. Examples: job bank etc.
- 24. Selection It is aprocess of picking individuals with requisite, qualifications & competent to fill jobs in the organization
- 25. Barriers to EffectiveSelection - Perception - Fairness - Validity - Reliability - Pressure
- 26. Induction/Orientation It is theprocess of receiving and welcoming an employee when he/she first joins a company and giving him/her the basic information he needs to settle down quickly & happily and start work.