recruitment and selection in multinational corporation
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Recruitment and Selection in Multinational Corporation
For Marketing/Sales and HR Departments
Marketing/Sales
Middle-level Executive VP
HR
Middle-level Executive HR Manager
Recruitment : Purposes and Importance
• Provide pool of potentially qualified job candidates
• Increase pool of job candidates at minimum cost
• Reduce number of under qualified or overqualified job applicants
• Help reduce turnover rate
Continued…
•Induct outsiders with new perspective to lead the company
•Develop an organizational culture that attracts competent people to company
•Evaluate effectiveness of recruiting techniques and sources for job applicants
Recruitment Process: Functions
1) Finding out and developing the sources where the required number and kind of employees will be available.
2) Developing suitable techniques to attract the desirable candidates.
3) Employing the techniques to attract candidates.
4) Stimulating as many candidates as possible and asking them to apply for jobs irrespective of the number of candidates required.
Inducements:
•Compensation•Career Opportunities•Image or Reputation
Relationship with other activities
Microsoft Office Word Document
Sources of Recruitment
Internal Methods Promotions and Transfers Job Posting Employee Referrals
External Methods▫ Advertisement▫ Private Employment
Search Firms
The Selection Process for Middle-level Executive
Reception
Screening Interview
Selection Test
Selection Interview
Reference Check
Hiring Decision
•Reception: Whoever meets the applicant initially should be tactful and able to extend help, Employment possibilities must be presented
•Screening Interview: ‘Courtesy interview’ as it is often called helps the department screen out obvious misfits
•Selection Test: Asses intelligence, abilities, personality trait, performance simulation tests and the tests administered at assessment centres
▫Aptitude Test: potential to learn skills- clerical, mechanical, mathematical, etc.
▫Simulation Test (For Managers): duplicate many of the activities and problems an employee faces while at work
▫Assessment Centre (For Managers): incorporate group and individual exercises, performance in the situational exercise is observed and evaluated by a team of 6-8 assessors standardised way of interpreting behaviour
Standards for Selection Tests
•Reliability: Confidence that an indicator will measure the same thing every time
•Validity: the extent to which an instrument measures what it intends to measure
•Qualified People•Suitability•Usefulness•Standardization: Norms for finalising test
scores, prescribed methods for administering, scoring or interpreting it.
•Selection Interview: oral examination▫Recruiter can
Size up the candidate Ask question that are not covered in the tests Make judgments on candidates enthusiasm
and intelligence Assess subjective aspects (Body language) Give facts to the candidates regarding
policies and promote goodwill towards the company
Types of Interviews
•Structured or situational interview: fixed job related questions that are presented to each applicant
•Panel interview
• Reference Checks: Required to give the names of 2 or 3 references in their application forms
▫ Information in the areas like: job title, job description, period of employment, pay and allowances, gross emoluments, benefits provided, rate of absence, willingness of previous employer to employ the candidate again
▫ Through telephones, mails, or sometimes personal visit
The Selection Process for Manager, HR
Reception
Selection Test
Selection Interview
Reference Check
Hiring Decision
The Selection Process for VP, Marketing Dept.
Reception
Selection Interview
Hiring Decision
THANK_YOU
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