The document discusses recruitment, selection, and appointment processes in human resources. It defines each term and explains that recruitment is encouraging applicants, selection is choosing the best candidate, and appointment is the final hiring agreement. The document outlines the stages of recruitment and selection including job analysis, writing job descriptions and specifications, using internal and external recruitment methods, screening applicants through methods like interviews and tests, and making a final hiring decision. It also discusses factors that can influence the recruitment and selection processes and how to evaluate if the processes were effective.
3. Learning Outcomes
What is Recruitment, Selection & Appointment ?
What Factors are Affecting Recruitment &
Selection ?
What is Effective Recruitment & Selection ?
What are the Stages in Recruitment & Selection ?
What is difficult in the Process of Recruitment &
Selection ? 3
5. Recruitment, Selection & Appointment
RECRUITMENT
The process by which applicants are encouraged
to apply for employment in an organization.
SELECTION
The process through which the best person for
the particular post is chosen and offered
employment.
APPOINTTMENT
It is the final agreement process in which
employer and employee commit themselves to
the contract of employment. 5
6. Recruitment & Selection Process
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Job Analysis
Marketing Jobs
Deciding Application
Methods
Deciding Recruitment
Methods
Writing JD & PS
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Inducting new Employee
Holding Selection Events
Taking up references
Making a Decision and
offer
Short listing Candidates
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7. Job Analysis
Detailed examination of
1)Tasks that make up a job (employee role)
2)Conditions under which they are performed
3)what the job requires from an employee in terms of
aptitude, attitudes, knowledge and skills.
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8. Job Description
• A written statement of a specific job, based
on the findings of a job analysis.
• Includes duties, purpose, responsibilities,
scope, and working conditions of a job along
with the job's title, and the name or
designation of the person to whom the
employee reports.
9. Person Specification
• The skills that a job candidate must have in
order to complete the tasks of a position
offered by a company.
• A person specification can outline the
educational requirements, training
experience as well as more personal
qualifications that a candidate must possess.
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10. Methods of Recruitment
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Internal External
when the firm
looks to fill the
vacancy from
within its existing
workforce
when the firm
looks to fill the
vacancy from any
suitable applicant
outside the
business
15. Selection Methods
Application Forms
Application forms are a means of collecting
written information about an applicant's
education, work and non-work experiences.
Employment Interviews
The employment interview is a vehicle for
information exchange between applicant and
interviewer regarding an applicant's suitability
and interest in a job the employer seeks to fill.
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16. Selection Methods
Tests of Abilities
Tests used for screening applicants on the basis
of skills, abilities, and aptitudes can be classified
as either paper and pencil tests or job sample
tests.
Personality Test
People often believe that certain jobs require
unique personalities or temperaments.
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18. Factors Affecting Recruitment
Internal Factors
• Human resource planning
• Size of Firm
• Cost
• Growth and Expansion
External Factors
• Supply & Demand
• Image of firm
• Economic conditions
• Competitors
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19. Factors Affecting Selection
Quality of Applicants
Selector can only make a choice from those who actually apply
and it is the stage the care taken in job description will pay dividend.
Quality of Selectors
Leaders and Managers could consider the Middle Managers and
could be dependant on their expertise.
Weakness of Selectors
Judgment, Insisting on Personal Stereotype, Comparing
Candidates and Preferring a Candidate.
Micro Political Factors
internal politics in any organization can also affect selection
process.
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21. Evaluating the Recruitment and
Selection Process
Cost
Did you stay within your recruitment
budget?
Time:
How long did it take you to fill the
position?
Quality
Were your applicants well qualified for the
job?
Longevity
What about turnover? Do your new hires 21
