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Recruitment Process Guide - 40 Key Steps from Planning to Evaluation

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NISHA SHAH
NISHA SHAH

human resource operational functions - understanding the concept of recruitment and selection procedures.

EducationCareerTechnology
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Recruitment
MAIN POINTS COVERAGE ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Recruitment ,[object Object],[object Object]
Recruitment ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Recruitment ,[object Object],[object Object],[object Object]
FACTORS AFFECTING RECRUITMENT ,[object Object],[object Object]
A good recruitment policy ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
SOURCES OF RECRUITMENT Internal Search HRIS Job portals Notice boards Circulars
SOURCES OF RECRUITMENT External Search Advertise- ments Employee referrals Educational institutions Interested applications Employment agencies
Human resource planning Identify HR requirements surplus Retrench/layoffs demand Determine numbers, levels & Criticality of vacancies Choose the resources & Methods of Recruitment Analyze the cost & time involved Organizational Recruitment policy Job analysis Start implementing the Recruitment program Select and hire Evaluate the Program Process of recruitment
EVALUATION OF A RECRUTIMENT PROGRAM ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
It is easier to go down a hill than up, but the view Is best from the top. Arnold Bennet
[object Object],[object Object]
SELECTION
How crucial is selection process?
Its better not to select then selecting a bad candidate
SELECTION Selecting the right candidate Rejecting the wrong candidate Selecting the wrong candidate Rejecting the correct candidate POSITIVE OUTCOME NEGATIVE OUTCOME SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION
THE SELECTION PROCESS Resumes/CVs Review Analyze the Application Blank Conducting Tests and Evaluating performance Preliminary Interview Reference checks Job Offer Initial Screening Interview Medical Examination Placement Core and Departmental Interviews ACCEPT REJECTION Offer to the next suitable candidate
SELECTION METHOD STANDARDS ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
[object Object],[object Object],[object Object],[object Object]
APPLICATION FORMS ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
EVALUATION OF APPLICATION FORMS ,[object Object],[object Object],[object Object],[object Object],[object Object]
SELECTION TESTS Intelligence tests Achievement tests Interest tests Aptitude tests Situational tests Polygraph tests Personality tests Graphology
INTERVIEWS Interviews Preliminary Interview Selection Interview Decision-making Interview Formal & Structured Interview Unstructured Interview Stress Interview Group Interview Method Panel Interview In-depth Interview
Great interviews requires smart skills
THE INTERVIEW PROCESS Preparation Setting Conduct of Interview Closing an Interview Evaluation Reference Checks Medical Examination
PLACEMENT The determination of the job to which an accepted candidate is to be assigned and his assignments to the job.
Questions? Thank You

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Recruitment Process Guide - 40 Key Steps from Planning to Evaluation

  • 2.
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  • 4.
  • 5.
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  • 8. SOURCES OF RECRUITMENT Internal Search HRIS Job portals Notice boards Circulars
  • 9. SOURCES OF RECRUITMENT External Search Advertise- ments Employee referrals Educational institutions Interested applications Employment agencies
  • 10. Human resource planning Identify HR requirements surplus Retrench/layoffs demand Determine numbers, levels & Criticality of vacancies Choose the resources & Methods of Recruitment Analyze the cost & time involved Organizational Recruitment policy Job analysis Start implementing the Recruitment program Select and hire Evaluate the Program Process of recruitment
  • 11.
  • 12. It is easier to go down a hill than up, but the view Is best from the top. Arnold Bennet
  • 13.
  • 15. How crucial is selection process?
  • 16. Its better not to select then selecting a bad candidate
  • 17. SELECTION Selecting the right candidate Rejecting the wrong candidate Selecting the wrong candidate Rejecting the correct candidate POSITIVE OUTCOME NEGATIVE OUTCOME SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION
  • 18. THE SELECTION PROCESS Resumes/CVs Review Analyze the Application Blank Conducting Tests and Evaluating performance Preliminary Interview Reference checks Job Offer Initial Screening Interview Medical Examination Placement Core and Departmental Interviews ACCEPT REJECTION Offer to the next suitable candidate
  • 19.
  • 20.
  • 21.
  • 22.
  • 23. SELECTION TESTS Intelligence tests Achievement tests Interest tests Aptitude tests Situational tests Polygraph tests Personality tests Graphology
  • 24. INTERVIEWS Interviews Preliminary Interview Selection Interview Decision-making Interview Formal & Structured Interview Unstructured Interview Stress Interview Group Interview Method Panel Interview In-depth Interview
  • 26. THE INTERVIEW PROCESS Preparation Setting Conduct of Interview Closing an Interview Evaluation Reference Checks Medical Examination
  • 27. PLACEMENT The determination of the job to which an accepted candidate is to be assigned and his assignments to the job.