Recruitment & Selection

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Recruitment

By Nisha Hariyani

MAIN POINTS COVERAGE • • • • •

Concept of Recruitment Factors Affecting Recruitment Recruitment Policy Sources of Recruitment Need for Flexible and Proactive Recruitment Policy • Evaluation of a Recruitment Program

Recruitment • Tata owned Jaguar-Land Rover (JLR) has announced a major drive to recruit 600 engineers and technical staff to work on its 700-million-pounds projects • Besides, there are a "significant number" of vacancies in its purchasing, finance and human resources departments. It is also launching a programme aimed at recruiting

Recruitment • Problem of booming B Schools • Headhunters scouting around for MBAs • 2000 witnessed an alarming rise in number of institutes, offering management education both at the undergraduate & PG • All these needs atleast 200 MBAs for teaching faculty • Most of MBAs join industries • Management are worried • Where to find qualified & eligible MBAs…?

Recruitment Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations. Selection starts where recruitment ends

FACTORS AFFECTING RECRUITMENT • Organizational / internal factors • Environmental / external factors

A good recruitment policy • Complies with government policies • Provides job security • Provides employee development opportunities • Flexible to accommodate changes • Ensures its employees long-term employment opportunities • Cost effective for the organization

SOURCES OF RECRUITMENT HRIS

Notice boards

Circulars

Internal Search

Job portals

SOURCES OF RECRUITMENT Advertisements

Employee referrals Educational institutions

Employment agencies

Interested applications

External Search

Process of recruitment

Human resource planning surplus

Identify HR requirements Organizational Recruitment policy

Retrench/layoffs demand Determine numbers, levels & Criticality of vacancies

Choose the resources & Methods of Recruitment Job analysis

Analyze the cost & time involved

Start implementing the Recruitment program Select and hire Evaluate the Program

EVALUATION OF A RECRUTIMENT PROGRAM • The recruitment policies, sources & methods have to be evaluated from time to time • Successful recruitment program shows – No. of successful placements – No. of offers made – No. of applicants – Cost involved – Time taken for filling up the position

It is easier to go down a hill than up, but the view Is best from the top. Arnold Bennet

Thank You Questions ???

SELECTION

By Nisha Hariyani

How crucial is selection process?

Its better not to select then selecting a bad candidate

SELECTION Selecting the right candidate

POSITIVE OUTCOME

Rejecting the wrong candidate

Selecting the wrong candidate

NEGATIVE OUTCOME

Rejecting the correct candidate

SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION

THE SELECTION PROCESS Resumes/CVs Review

Initial Screening Interview

Analyze the Application Blank Conducting Tests and Evaluating performance Core and Departmental Interviews

Preliminary Interview

Reference checks Offer to the next suitable candidate

REJECTION

Job Offer ACCEPT

Medical Examination

Placement

SELECTION METHOD STANDARDS • Reliability – Reliability can be measured by using: • The repeat or test-retest approach • The alternate-form or parallel-form method • The split-halves procedure

• Validity – Criterion validity – Content validity – Construct validity

• Generalizability – Generalizability of a selection method is defined as the degree to which its validity, established in one context, can be extended to other “primary contexts”.

Utility Legality

APPLICATION FORMS      

Personal information Educational qualifications Work experience Salary Personality items Reference checks

EVALUATION OF APPLICATION FORMS – Clinical method: • In this method, all the information furnished by the applicant in the application form is analyzed and inferences are made about applicant's personality.

– Weighted method: • In this method, certain points or weights are assigned to each item in the application form.

ETHICAL ISSUES IN APPLICATION FORM DESIGN

SELECTION TESTS Intelligence tests

Interest tests

Aptitude tests

Personality tests

Achievement tests

Polygraph tests

Situational tests

Graphology

INTERVIEWS Interviews

Preliminary Interview

Formal & Structured Interview

Unstructured Interview

Selection Interview

Stress Interview

Decision-making 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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