3. ACKNOWLEDGEMENT
Writing this assignment appeared to be a great experience to us. It added a
lot to our knowledge. This assignment is one of our memorable experiences in
student life. Though words are inadequate in offering thanks to our teacher
Miss Suniti Debi
Executive summary
This is a semester project based on Human Resource Management. This
assignment is all about the Recruitment & Selection. Here we mentioned all
the recruitment and selection related topics in brief
4.
5. Recruitment
Recruitment concerned with appointing a pool of qualified candidates for job
vacancies. It also can be defined as the process of discovering potential
candidates.
6. Purpose of recruitment
• To make sure that a large pool of potential candidates generated at least
cost.
• To eliminate unqualified candidates
• To discover and attract potential candidates
• To help the firm in achieving its employment equity goals by attracting a
diverse applicant pool.
7. Process of recruitment Human Resource Planning
Identification of job openings
Determination of Job requirements
Evaluation of Alternatives
Recruitment proper
Pool of potential recruits
Internal Sources
Internal Methods
External Sources
External Methods
8.
9. Internal Sources
Internal sources involves recruiting candidates within an organization to
fill the vacancy.
Companies fill the positions through references of internal employees or
current employees promotions to higher positions.
Methods used in internal recruitment
(1)Job posting and bidding
(2)Skills inventories
(3)Computerized record system
10. Job posting & bidding
• Job posting is the procedure to inform current employees about existing
job openings. Generally it is done through mailing or by giving notice.
• Job bidding is the procedure that permits qualified current employee of an
organization to apply for posted job
11. Skills inventories
Skills inventories is the process of listing of abilities, capacities, qualifications,
and career goals of the employees to identify suitable candidates for internal
recruitment or promotions
12. Computerized record system
It is computerized record system in which a data bank is created by storing
the records and qualification of all employees. This is the faster method of
locating suitable candidates for a job vacancy.
13. Advantages & Disadvantages of using internal sources
Advantages
Cheaper and quicker to recruit
It builds morale
Increase loyalty and discipline
Disadvantages
Nepotism and Favouritism
Limits number of potential applicants
No new ideas can be introduced from outside
Creates another vacancy which needs to be filled
14. External Sources
External sources involves recruiting a candidate through references,
networks, job portals or by approaching recruitment agencies, in order to
compete with other companies & increasing standard.
15. Advantages & Disadvantages of using external sources
Advantages
Outside people bring in new ideas
Larger pool of workers from which to find best candidate
People have a wider range of experience
Disadvantages
Longer process
More expensive process due to advertisements and interviews
required
Selection process may not be effective enough to reveal best
candidate
16. Methods used in external recruitment
Conventional methods
Advertising
Advertising communicates the firm’s employment needs to the public
through media such as newspapers, trade journals, radio, television, and
billboards. A recruitment advertisement shows the following information:
organization, job, qualifications, experience, location etc.
17. Employee referrals
Referrals are job seekers who are recommended by the present employees.
Under this method present employees can be encouraged to help their
employers to locate and hire qualified applicants.
18. Campus recruiting
Campus recruitments often used by
big time firms. The recruiters from
those firms goes to campus of
technical and vocational schools,
university campus and takes
interview of the students of the
campus for the job which they are
offering.
19. Internship
An internship is a special form of
recruitment that involves placing a
student in a temporary job with no
obligation either by the company to
hire the student permanently or by
the student to accept a permanent
position with the firm
20. Job fair
A job fair is used by a single
employer or group of employers to
attract a large number of applicants
to one location for interviews.
21. Open house
An open house job interview is similar
to a job fair, except that it is held by
only one company instead of several.
22. Web based methods
Internet recruitment
“Internet Recruitment”, also
known as “Online recruitment”, it
is the use of technology or the
web based tools to assist the
recruitment processes.
23. Virtual Job Fairs
A virtual job fair is another computer based recruitment method. Under
this method, students meet recruiters face to face in interviews
conducted over computers having lenses that transmit head and
shoulder images of both parties.
24.
25. Selection
Selection is a process of hiring right person for a right job at a right time at a
right cost. Selection follows recruitment.
Selection involves a series of steps by which the candidates are screened for
choosing the most suitable persons for vacant posts.
26. Importance of selection
Better job performance
Employee with the right skills and
attributes will give better job
performance for individuals and
his/her company
27. Costs
Hiring an employee can cost too
much for a company so it is much
important to carefully select an
employee
28. Employee quitting
It is important to select such
employee who can be fit with the
vacant position as well as
organization. Because under
qualified or over qualified both could
results in employee quitting
29. Selection process
RECEIVE APPLICATION
/PRELIMINARY INTERVIEW
SCREENING OF APPLICATION
EMPLOYMENT TEST
EMPLOYMENT INTERVIEW
REJECTION OF
UNSUITTABLE CANDIDATE
BACKGROUND INVESTIGATION
MEDICAL EXAMINATION
FINAL SELECTION
30. Receiving Application
In most of the organizations, the selection program begins with
preliminary interview or screening.
In some places if an applicant appears in person, a preliminary interview
may be granted.
Screening Of Application
After the applications are received, the screening committee prepared a
list of the candidates to be interviewed.
The number of candidates called for interview is normally five to seven
times the number of posts to the filled up.
31. Employment Test
Intelligence tests- Intelligence tests
are used to judge the mental
capacity of the applicant. They
evaluate the ability of an individual
to understand instructions and make
decisions.
Aptitude tests-Aptitude tests
measure an applicant's capacity and
potential of development.
32. Achievement test- It measures what
someone has learned. Most of the
tests of school, college are
achievement tests.
Interest test- This test are designed
to measure a person’s activity
preference
33. Personality test- It measures the
basic aspects of an applicants
personality as Stability, Motivation,
Introversion
Polygraph test- It is popularly known
as ‘lie detector’, it is used to measure
an applicants honesty and
trustworthiness. The test done with
a device which measures
psychological changes.
34. Graphology test
It is the use of handwriting analysis to determine the writers basic personality
traits. Here the handwriting analyst studies an applicants handwriting and
signature to discover the person needs and desires.
35. Employment Interview
An interview is a face to face, oral
observational and personal appraisal
method One to one interview
Group interview
Board interview
Stress interview
Videotaped interview
Computer interview
38. Stress interview
The stress interview is done by
creating anxiety intentionally to
determine how a job applicant will
react in certain types of situations
39.
40. Recruitment is the process of searching for potential
employees and make them to apply for jobs in the
Organization
&
Selection means establishing a contractual relationship
between the employer and the worker.
41. www.slideshare.net
Human Resource Management
-Dessler
Fundamentals of Human Resource Management
-David Decenzo
Essential of Human Resource Management
-M.Omar Ali
