Recriutment and selection process

apurv1993
apurv1993Relationship manager
RECRUITMENT AND SELECTION
PROCESS
• PRESENTED BY – APURV KUMAR MAURYA
(ROLL NO.- 13)
What is recruitment ?
• According to Edwin B.
Flippo,“
• “Recruitment is the
process of searching theprocess of searching the
potential candidate for
employment
and stimulating them to
apply for jobs in the
organisation”
MEANING AND NEEDS
• Recruitment is a linkage activity bringing together the
employers and the job seekers.
• A process of finding and attracting capable applicants
for employment.
• Recruitment needs are of three types-• Recruitment needs are of three types-
• Planned:- i.e. the need arising from changes in
organization.
• Anticipated:- i.e. needs which an organization can predict
by studying trends.
• Unexpectected:-i.e. resignation, deaths, accidents, illness
give rise to unexpected needs.
Purpose and importance of
recruitment
• Attract and encourage more and more candidates
to apply in the organisation.
• Create a talent pool of candidates to enable the
selection of best candidates for the organisation.selection of best candidates for the organisation.
• Determine present and future requirements of
the organisation in conjuction with its personnel
planning and job analysis activities.
• It increases the pool of job candidates at
minimum cost.
Process of recruitment
1- Recruitment planning.
2- Strategy development.
3- Searching.
4- Screening.4- Screening.
5- Evaluation and control.
1- Recruitment Planning
• Recruitment planning is the first step of the
recruitment process, where the vacant positions
are analyzed and described. It includes job
specifications and its nature, experience,
qualifications and skills required for the job, etc.
• A structured recruitment plan is mandatory to• A structured recruitment plan is mandatory to
attract potential candidates from a pool of
candidates. The potential candidates should be
qualified, experienced with a capability to take
the responsibilities required to achieve the
objectives of the organization.
2-Recruitment Strategy
• Recruitment strategy is the second step of the
recruitment process, where a strategy is prepared
for hiring the resources. After completing the
preparation of job descriptions and job
specifications, the next step is to decide which
strategy to adopt for recruiting the potential
candidates for the organization.candidates for the organization.
• While making strategies for recruitment the HR
team considers the following points-
• Types of recruitment.
• Geographical area.
• Recruitment source, etc.
3-Searching the Right Candidates
• Searching is the process of recruitment where
the resources are sourced depending upon
the requirement of the job. After the
recruitment strategy is done, the searching of
candidates will be initialized.candidates will be initialized.
• Searching involves attracting the job seekers
to the vacancies. The sources are broadly
divided into two categories: Internal
Sources and External Sources.
• Internal Source:-
• Internal sources of recruitment refer to hiring
employees within the organizaƟon through −
• Promotions
• Transfers
• Former Employees• Former Employees
• Internal Advertisements (Job Posting).
• Employee Referrals.
• Retrenced employees.
• External Sources
• External sources of recruitment refer to hiring
employees outside the organization through -
• Campus Recruitment.
• Advertisements.
• Employment Exchanges.• Employment Exchanges.
• Employment Agencies.
• Outsourcing.
• Online recruitment through website,by
conducting walk in interviews.
4- Screening / Short listing
• Screening is the process of filtering the
applications of the candidates for further
selection process.
• Screening is an integral part of recruitment
process that helps in removing unqualified or
irrelevant candidates, which were receivedirrelevant candidates, which were received
through sourcing. The screening process of
recruitment consists of three steps −
• Reviewing of Resumes .
• Conducting Interview.
• Identifying the top candidates.
5- Evaluation and Control
• Evaluation and control is the last stage in the
process of recruitment. In this process, the
effectiveness and the validity of the process
and methods are assessed. Recruitment is a
costly process, hence it is important that thecostly process, hence it is important that the
performance of the recruitment process is
thoroughly evaluated.
SELECTION
• Selection is the process of picking up
individuals (out of pool of job applicants) with
requsite qualifications and competence to fill
jobs in the organisation.jobs in the organisation.
• Selection process:-
1- Preliminary interview.
2- Selection tests.
3- Selection interviews.
4- Reference and background check.
5- Selection decision.5- Selection decision.
6- Physical Examination.
7- Job offer.
8- Contract of employment.
9- Evaluation of selection program.
• Techniques for making selection effective
• Employee selection is a very critical function
of HR department. So, in addition to the
routine selection process which is used by all
the organisations,some new and innovative
techniques are also used for selecting the besttechniques are also used for selecting the best
employees, some of them are as:-
• 1- competency based hiring techniques.
• 2- Training the interviewers.
• 3- Assessing culture fitment.
TEST AND INTERVIEWS
• Purpose of test?
Test are used for the selection of candidates for
these primary purposes:-
• for placing or assigning a person to the job for• for placing or assigning a person to the job for
which he is most suitable.
• For selecting candidates for promotion and
transfer within an organisation.
• For councelling employees.
• Types of tests
• Some commonly used employment tests are
as follows:-
1- Intelligence test.
2- Aptitude Test.
3- Personality test.3- Personality test.
4- Interest test.
5- Achievement Test.
6- video based situational tes,etc.
• Developing a test programme
• In order for any selection test to be useful, it is
imperative that the test should be validated
before use, by ensuring that the test scores are
good predictor for some criterion like job
performance, the steps are generally involved in
developing a test programme.developing a test programme.
• 1- Deciding the objective of the test programme.
• 2- Analysing the job.
• 3- Choosing the tests.
• 4- Administering the test.
• 5- Relating the test scores and criteria.
• 6- Cross validating.
• 7- Analysing the results of the tests.
• INTERVIEWS
• Interview is a face to face interaction between• Interview is a face to face interaction between
two persons for a particular purpose, by this
method an idea about an applicant’s
personality ( including his
intelligence,interests and general attributes
towards life) can be obtained.
• Objectives of interview
• Some of the objectives of the interview are:-
• 1- judgement of applicant.
• 2- give information to the applicant.
• 3- promote goodwill.
• 4-To establish a rapport,etc.• 4-To establish a rapport,etc.
• Types of interview
• Type of interview depends upon the type of
recruitment’s requirement, some of the
common types are as:-
• Unstructured interview.
• Structured interview.
• Situational interview.
• Psychological interview.
• Panel interview.
Personal interview.• Personal interview.
• Behavioural interview.
• Job related interview, etc.
Limitations of interview:-
Regardless of the type, several problems are
inherent in interviews are as:-
1. Personal bias.
2. Halo effect.
3. Constant error.3. Constant error.
4. Stereotyping.
5. Pressure to hire.
6. too much/ too little talking, etc.
PLACEMENT AND INDUCTION
• The selection procedure ends with the
placement of a worker to the job, placement
is the process of assigning a specific rank and
responsibility to each one of the selected
candidate.candidate.
• INDUCTION:- it is the welcoming process to
make the new employee feel at home and
generate in him a feeling of belongingness to
the organisation.
Recriutment and selection process
1 von 24

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Recriutment and selection process

  • 1. RECRUITMENT AND SELECTION PROCESS • PRESENTED BY – APURV KUMAR MAURYA (ROLL NO.- 13)
  • 2. What is recruitment ? • According to Edwin B. Flippo,“ • “Recruitment is the process of searching theprocess of searching the potential candidate for employment and stimulating them to apply for jobs in the organisation”
  • 3. MEANING AND NEEDS • Recruitment is a linkage activity bringing together the employers and the job seekers. • A process of finding and attracting capable applicants for employment. • Recruitment needs are of three types-• Recruitment needs are of three types- • Planned:- i.e. the need arising from changes in organization. • Anticipated:- i.e. needs which an organization can predict by studying trends. • Unexpectected:-i.e. resignation, deaths, accidents, illness give rise to unexpected needs.
  • 4. Purpose and importance of recruitment • Attract and encourage more and more candidates to apply in the organisation. • Create a talent pool of candidates to enable the selection of best candidates for the organisation.selection of best candidates for the organisation. • Determine present and future requirements of the organisation in conjuction with its personnel planning and job analysis activities. • It increases the pool of job candidates at minimum cost.
  • 5. Process of recruitment 1- Recruitment planning. 2- Strategy development. 3- Searching. 4- Screening.4- Screening. 5- Evaluation and control.
  • 6. 1- Recruitment Planning • Recruitment planning is the first step of the recruitment process, where the vacant positions are analyzed and described. It includes job specifications and its nature, experience, qualifications and skills required for the job, etc. • A structured recruitment plan is mandatory to• A structured recruitment plan is mandatory to attract potential candidates from a pool of candidates. The potential candidates should be qualified, experienced with a capability to take the responsibilities required to achieve the objectives of the organization.
  • 7. 2-Recruitment Strategy • Recruitment strategy is the second step of the recruitment process, where a strategy is prepared for hiring the resources. After completing the preparation of job descriptions and job specifications, the next step is to decide which strategy to adopt for recruiting the potential candidates for the organization.candidates for the organization. • While making strategies for recruitment the HR team considers the following points- • Types of recruitment. • Geographical area. • Recruitment source, etc.
  • 8. 3-Searching the Right Candidates • Searching is the process of recruitment where the resources are sourced depending upon the requirement of the job. After the recruitment strategy is done, the searching of candidates will be initialized.candidates will be initialized. • Searching involves attracting the job seekers to the vacancies. The sources are broadly divided into two categories: Internal Sources and External Sources.
  • 9. • Internal Source:- • Internal sources of recruitment refer to hiring employees within the organizaƟon through − • Promotions • Transfers • Former Employees• Former Employees • Internal Advertisements (Job Posting). • Employee Referrals. • Retrenced employees.
  • 10. • External Sources • External sources of recruitment refer to hiring employees outside the organization through - • Campus Recruitment. • Advertisements. • Employment Exchanges.• Employment Exchanges. • Employment Agencies. • Outsourcing. • Online recruitment through website,by conducting walk in interviews.
  • 11. 4- Screening / Short listing • Screening is the process of filtering the applications of the candidates for further selection process. • Screening is an integral part of recruitment process that helps in removing unqualified or irrelevant candidates, which were receivedirrelevant candidates, which were received through sourcing. The screening process of recruitment consists of three steps − • Reviewing of Resumes . • Conducting Interview. • Identifying the top candidates.
  • 12. 5- Evaluation and Control • Evaluation and control is the last stage in the process of recruitment. In this process, the effectiveness and the validity of the process and methods are assessed. Recruitment is a costly process, hence it is important that thecostly process, hence it is important that the performance of the recruitment process is thoroughly evaluated.
  • 13. SELECTION • Selection is the process of picking up individuals (out of pool of job applicants) with requsite qualifications and competence to fill jobs in the organisation.jobs in the organisation.
  • 14. • Selection process:- 1- Preliminary interview. 2- Selection tests. 3- Selection interviews. 4- Reference and background check. 5- Selection decision.5- Selection decision. 6- Physical Examination. 7- Job offer. 8- Contract of employment. 9- Evaluation of selection program.
  • 15. • Techniques for making selection effective • Employee selection is a very critical function of HR department. So, in addition to the routine selection process which is used by all the organisations,some new and innovative techniques are also used for selecting the besttechniques are also used for selecting the best employees, some of them are as:- • 1- competency based hiring techniques. • 2- Training the interviewers. • 3- Assessing culture fitment.
  • 16. TEST AND INTERVIEWS • Purpose of test? Test are used for the selection of candidates for these primary purposes:- • for placing or assigning a person to the job for• for placing or assigning a person to the job for which he is most suitable. • For selecting candidates for promotion and transfer within an organisation. • For councelling employees.
  • 17. • Types of tests • Some commonly used employment tests are as follows:- 1- Intelligence test. 2- Aptitude Test. 3- Personality test.3- Personality test. 4- Interest test. 5- Achievement Test. 6- video based situational tes,etc.
  • 18. • Developing a test programme • In order for any selection test to be useful, it is imperative that the test should be validated before use, by ensuring that the test scores are good predictor for some criterion like job performance, the steps are generally involved in developing a test programme.developing a test programme. • 1- Deciding the objective of the test programme. • 2- Analysing the job. • 3- Choosing the tests. • 4- Administering the test.
  • 19. • 5- Relating the test scores and criteria. • 6- Cross validating. • 7- Analysing the results of the tests. • INTERVIEWS • Interview is a face to face interaction between• Interview is a face to face interaction between two persons for a particular purpose, by this method an idea about an applicant’s personality ( including his intelligence,interests and general attributes towards life) can be obtained.
  • 20. • Objectives of interview • Some of the objectives of the interview are:- • 1- judgement of applicant. • 2- give information to the applicant. • 3- promote goodwill. • 4-To establish a rapport,etc.• 4-To establish a rapport,etc. • Types of interview • Type of interview depends upon the type of recruitment’s requirement, some of the common types are as:-
  • 21. • Unstructured interview. • Structured interview. • Situational interview. • Psychological interview. • Panel interview. Personal interview.• Personal interview. • Behavioural interview. • Job related interview, etc.
  • 22. Limitations of interview:- Regardless of the type, several problems are inherent in interviews are as:- 1. Personal bias. 2. Halo effect. 3. Constant error.3. Constant error. 4. Stereotyping. 5. Pressure to hire. 6. too much/ too little talking, etc.
  • 23. PLACEMENT AND INDUCTION • The selection procedure ends with the placement of a worker to the job, placement is the process of assigning a specific rank and responsibility to each one of the selected candidate.candidate. • INDUCTION:- it is the welcoming process to make the new employee feel at home and generate in him a feeling of belongingness to the organisation.