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HRM
Presented By
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Recruitment???
Process of finding and attracting capable applicants for employment
Represents the first contact that a company makes with potential
employees
Well-planned and well-managed recruiting effort will result in highquality applicants, whereas, a haphazard and piecemeal efforts will
result in mediocre ones.
Internal
Factors
External
Factors
Sources ofRecruitment
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Internal Factors
Recruitment Policy (Internal Hiring or External Hiring?)
Human Resource Planning (Planning of resources required)
Size of the Organization (Bigger the size lesser the recruitment
problems) Cost
Growth and Expansion Plans
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External Factors
Demand and Supply (Specific Skills)
Unemployment Rate (Area-wise)
Labour Market Conditions
Political and Legal Environment (Reservations, Labour laws) Image
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Selection???
Process of picking up individuals (out of the pool of job applicants)
with requisite qualifications and competence to fill jobs in the
organization
Purpose of selection : To find out which job applicant will be
successful, if hired.
Managers can use a number of selection devices to reduce accept
and reject errors.
Best-known devices include
- analysis of the applicant's completed application form,- written and performance-simulation tests, interviews,
- background investigations,
- a physical examination
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Distinguish between R & S
RECRUITMENT SELECTION
Process of identifying and encouraging
prospective employees to apply for jobs.
Concerned with picking up the right
candidates from a pool of applicants
Positive in its approach as it seeks toattract as many candidates as possible
Negative in its application in as much as itseeks to eliminate as many
unqualified applicants as possible in order
to identify the right candidates.
Concerned with tapping the sources of
human resources
Concerned with selecting the most
suitable candidate through various
interviews and tests.
No contract of recruitment established Results in a contract of service between
the employer and the selected employee.
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Process of recruitment
Recruitment Planning
Recruitment Strategy Development
Internal Recruitment (Source 1)
External Recruitment (Source 2) Evaluation and Cost Control
Evaluation of Recruitment Process
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Process of selection
Contract of Employment
Job Offer
Physical Examination
Selection Decision
Reference & Background Checks
Employment Interview
Selection Tests
Preliminary Interview
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Manpower plan/
replacement need
Approved manpower
requisition
Internal job
postings/(Tata world)
Sourcing- internal/
external source
Screening of CVs
Selection process
Candidate
selected
Inputs from hiring
managers
Salary fixation
E - Offer
Offer Commencement of
sourcing activity
Medical check
up
Do ref.
check
Joining & completion of SAP HR
hiring process
Review process
Issue formal offer with
undertaking
No
Not OK
If OK
RECRUITMENT PROCESS ATTATA
TELESERVICES
(Tata DOCOMO)
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Google's ideal candidates: Ethical
Well-rounded/outside interests
Enthusiastic
Talented generalist
Strong analytical skills
Passionate
Innovative
High quality implementers Solution-oriented mindset
Self-motivated
Communicate openly/clearly
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Interviewing CriteriaDO...... Don't.....
Hire people who are smarter and more
knowledgeable than you are;
Don't hire people you can't learn from or
be challenged by.
Hire people who will add value to the
product AND our culture;
Don't hire people who won't
contribute well to both.
Hire people who will get things done; Don't hire people who just think about
problems
Hire people who are enthusiastic, self-
motivated, and passionate;
Don't hire people who just want a job.
Hire people who inspire and work well
with others;
Don't hire people who prefer to work
alone.
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Google Interview Process Outline:
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Thank You