RECRUITMENTAND

SELECTION

INTRODUCTION

The aim of personnel planning is to determine the needs for persons both in terms of number and type.

Right type of persons should be employed at right job.

Recruitment and employment is different

Recruitment and selection is different.

RECRUITMENT

Recruitment is the process of searching for prospective candidates for employment and stimulating them to apply for jobs in the organisation

It is a linkage activity that brings together those offering jobs and those searching jobs.

It is often termed as positive

PROCESS OF RECRUITMENT

Finding out the sources Developing the techniques to attract

desired candidates. Employing of techniques. To stimulate and ask them to apply

for jobs.

FACTORS AFFECTING RECRUITMENT

Size of the organization Employment conditions Salary structure and working

conditions Rate of growth

CONSTRAINTS ON RECRUITMENT

Image of the organisation Unattractive jobs Organisational policies Union requirements Government policies

CENTRALISED Vs DECENTRALISED RECRUITMENT

METHODS OR TECHNIQUES OF RECRUITMENT

SOURCES OF RECRUITMENT

INTERNAL SOURCES EXTERNAL SOURCES

INTERNAL SOURCES

TRANSFERS

PROMOTIONS

PRESENT EMPLOYEES

EXTERNAL SOURCES

Advertisement Employment

Exchanges Educational

Institutions Unsolicited Applicants Casual Callers Labour Contractors Gate Recruitment Walk-in Interviews

Competitors/ Poaching/ Similar Organisations

Recommendations/ Referals

Telecasting/ Tv Website/ E-

recruitment Outsourcing/ Leasing

Of Hr

BASIS OF DIFFERENCES

INTERNAL SOURCES EXTERNAL SOURCES

Meaning Recruitment is from within the organisation

It is the recruitment from outside the organisation

Bases Seniority cum merit Strictly on merit and qualifications

Time involved Less time consuming Time consuming

Cost Cheap source of recruitment Expensive. It involves time, expense and resources

reference No reference of the employees is needed since all his records are available with the concern.

References about previous work, conduct and character is needed.

Choice Limited choice Wider choice

Existing staff Feel motivated Feel dissatisfied.

SELECTION

“Selection is the process in which candidates for employment are divided into two classes, those who are to be offered employment and those who are not.” --Dale Yoder

OBJECTIVES: to determine whether an applicant meets the

qualifications for a specific job Choose the best suitable applicant Differentiate b/w qualified and unqualified

applicants. Applying various techniques such as interviews,

tests etc

SELECTION PROCEDURERECEIPT &

SCRUTINY OF APPLICANTS

PRELIMINARY INTERVIEW

BLANK APPLICATION

FORMTESTS

INTERVIEWS

CHECKING REFERENCES

PRELIMINARY AND FINAL SELECTION

PHYSICAL EXAMINATIO

N

PLACEMENT & ORIENTATION

SELECTION PROCEDURE

I. RECEIPT AND SCRUTINY OF APPLICATIONS/ RECEPTION

II. PRELIMINARY INTERVIEW- It is a sorting process which helps to screen out obvious misfits. Rejection rate is high, the interviewers should be courteous, kind, receptive and informal.

III. BLANK APPLICATION FORM- It includes following particulars:

• Bio-data• Educational qualifications• Work experience• Curricular activities• References• Salary demanded

continued…..

IV. TESTS/ EMPLOYMENT TESTS • Test is a most controversial step.• Test is a systematic procedure for comparing

the behaviour of two or more persons.• The worth of test will be judged from its ability

to reject unsuitable persons and selecting appropriate persons.

• CHARACTERISTICS OF A GOOD TESTi. Reliabilityii. Objectivityiii. Consistencyiv. Standardisation v. Proper communication

TYPES OF TESTS

PROFICIENCY/TRADE TESTS

ACHIEVEMENT TESTS

DEXTERITY TESTS

B. APTITUDE TESTS

An aptitude test measures the potential of the applicant to learn skills required on a job.

Graphology test Ability test Medical test.

V. INTERVIEWS

It is a face to face interaction between two persons for a particular purpose.

Purpose is to get information and give information.

Interviewer can judge certain qualities like manners, appearance, ability to speak, grasp of things of the prospective candidate.

TYPES OF INTERVIEWS

PATTERNED OR STRUCTURED INTERVIEW FREE/ NON-DIRECTED INTERVIEW ACTION INTERVIEW GROUP INTERVIEW PANEL OR BOARD INTERVIEW STRESS INTERVIEW

ERRORS IN INTERVIEWINGHalo error, leniency, projection, stereotyping

VI. CHECKING REFERENCES

VII. PRELIMINARY AND FINAL SELECTION

VIII. PHYSICAL EXAMINATION

IX. FINAL SELECTION AND APPOINTMENT LETTER

X. PLACEMENT AND ORIENTATION

BASIS OF DIFFERENCES B/W RECRUITMENT AND SELECTION

NATURE MEANING PROCESS CLASSIFICATION OBJECT RESTRICTION CONTRACT OF SERVICE

THANK YOU

MADE BY:SANDEEP KAUR

ASSIST. PROFESSORGCCBA-42