Recruitment and Selection (3)

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RECRUITMENTAND

SELECTION

BY- ANIKET BHARTI

SMRITI KHANNA

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Meaning Of Recruitment

According to Edwin B. Flipped ,Recruitment is the process of

searching the candidates for

employment and stimulating themto apply for jobs in the

organization

It is a linking activity that bringstogether those offering jobs and those

seeking jobs.

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Characteristics Of

Recruitment

Recruitment is a process or series of action.

It is a linking activity as it brings employer andprospective employees together.

It is a positive function. The basic function of recruitment is to locate the

sources of people required to meet the jobrequirements.

It is a pervasive function.

Recruitment is a two-way function as it takesboth recruiter and recruitee together.

Recruitment is a complex job.

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Factors Affecting

Recruitment

ExternalFactors

Recru

itmen

t

InternalFactors

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Internal Factors

Recruitment Policy

Human Resource Planning

Size of the firm

Cost

Growth and expansion

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External Factors

Supply and demand

Labour market

Image/Goodwill

Competitors

Political-social-legal environment

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Recruitment process

Recruitment process consists of following steps:

1. Identifying the vacancy -The recruitmentprocess begins with the human resource

department receiving requisitions forrecruitment from any department of thecompany.

2. Prepare job description and person

specification.3. Locating and developing the sources of

required number and type ofemployees.(advertising etc.)

4. Managing the response

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Recruitment process

The recruitment process begins with the humanresource department receiving requisitions forrecruitment from any department of the company.

Locating and developing the sources of requirednumber and type of employees.

Identifying the prospective employees withrequired characteristics.

Communicating the information about theorganisation ,the job and the terms andconditions of service.

Encouraging the identified candidates to applyfor jobs in the organisation.

Evaluating the effectiveness of recruitmentprocess.

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Sources of Recruitment

RECRUITMENT

Internal

Sources

External

Sources

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Sources Of Internal

Recruitment

Present Employees-promotion,

demotion and transfer

Retired and retrenched employees

Dependants and relatives of deceased

and disabled employee.

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Merits of internal source

Increase in Motivation

Labor turnover reduces

Familiarity with the organisational set up

Time and expenditure

Loyalty

Improve relation with trade union

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Demerits

Limitation of number of employees

Biasedness

May cause Political infighting among

employees.

It discourages flow of new blood into

the organization.

Restrict mobility of labour

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External sources of

Recruitment

AdvertisementEmployment ExchangeSchool College & UniversitiesRecommendation of existing

employeesUnsolicited Applicant

Labour contractorsExecutive search agencies orplacement agents

Job portals-e.g. monster.com

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Merits Entry of young blood in the

organization is possible.

Big pool of candidates can be

acquired. Selection can be made in an impartial

manner as large number of qualified

and interested candidates areavailable.

Scope for heartburn and jealousy can

be avoided by recruiting from outside.

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Demerits Costly

Dissatisfaction among internal

candidate

Since employee will be new to theorganization so orientation and

training is necessary.

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SELECTION Selection is the process of choosing

the most suitable persons out of all the

applicants.

In this process relevant information

about the applicants are collected

through a series of steps so as to

evaluate their suitability for the job to

be filled. It is considered as a negative process

as it means rejection of several and

selection of few.

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gn cance oselection

Selection is an important function asno organisation can achieve its goal

without selecting the right people .

Proper selection is helpful in

increasing efficiency and productivity

of the enterprise .It helps to reduce

absenteeism and labour turnover .

Faulty selection leads to wastage oftime and money and spoils the

environment of an organisation.

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Factors to be considered for

selecting

Physical characteristics

Personal characteristics

Proficiency or skill and ability

Competency

Temperament and character

Interest

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SELECTION PROCESS The selection process consists of a

series of steps .At each stage , facts

may come to light which may lead to

rejection of the applicant .It is a seriesof hurdles or barriers which an

applicant must cross Candidates who

qualify a hurdle go to the next stagewhile those who do not qualify are

dropped out . This technique is called

SUCCESSIVE HURDLES

TECHNIQUE.

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Selection procedure

Reception of Application

Scrutiny of Application

Preliminary Interview

Selection Test

Employment Interview

Reference & Background

Physical Examination

Selection & Placement

REJECTIO

N

Th l t i l d i

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The general steps involved in

employee selection are:-

APPLICATION BLANK-Applicationform is a traditional and widely

accepted device for collecting

information from the candidates whichhelp the management to select .

Generally an information blank

contains the identifying information ,personal information , physical

information , family background ,

education , experience , references

etc.

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PRELIMINARY INTERVIEW-itis a

process in which prospective

candidates are given the necessary

information about the nature of job

and organization Necessary

information is also elicited from the

candidates about their education,skills , experience ,expected salary

etc . Preliminary interviews saves

time and effort of both the companyand candidates.

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SELECTION TEST-The most vitaltechnique of selection is testing. It

would be difficult for the organizationto evaluate the candidates suitabilityto the job and accordingly giving rankto them. The various selection tests

are aptitude test , achievement test ,personality test , interest test.

EMPLOYMENT INTERVIEW-An

interview is a conversation betweentwo persons .In selection it involves apersonal, observational , and face toface appraisal of candidates

employment.

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MEDICAL EXAMINATION-The

clearance of physical examination isnecessary to ensure compliance with

the physical standards mentioned in

the job specification and theorganizational recruitment policy .

Candidates who have crossed the

above stages are sent for a physical

examination either to a companys

physician or a medical officer.

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REFERENCE CHECKS-The applicant

is asked to mention in his application

form the names and addresses of twoor more persons who know him well.

FINAL APPROVAL-In mostorganizations selection process is

carried out by the HR department .The

candidates shortlisted by thedepartment are finally approved by the

executives of the concerned units.

Employment is offered in the form of

an appointment letter.

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Recruitment Vs Selection

Recruitment is the

process of searching

the candidates for

employment and

stimulating them toapply for jobs in the

organisation.

It is a positive

process.

It aims to create

large pool of

candidates.

Selection involves

the series of steps

by which the

candidates are

screened forchoosing the most

suitable persons for

vacant posts.

It is a negative

process

Its aim is to identify

and reject unsuitablecandidates.

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Continued.

It does not result in

contract of service.

It always preceeds

selection.

It involves

searching.

It leads to a

contract of services

between the

employer and theselected candidate.

It always succeeds

recruitment.

It involves

comparison and

choice.

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References

Human Resource Management:- C.B.Gupta

www.wikipedia.com

www.google.com

Human resource management- A. K.Singhal

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?Any Query

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ThankYou