Recruitment

PROCESS OF HIRING AND IDENTIFYING BEST QUALIFIED CANDIDATES FOR A JOB VACANCY, IN A MOST TIMELY AND COST EFFECTIVE MANNER.

MATCHING THE NEEDS OF APPLICANTSAND ORGANISATION INFORMATION FLOW

ORGANISATION NEED FOR HIGH QUALITY EMPLOYEES

INTERNAL APPLICANTS

POTENTIAL APPLICANTS NEED FOR SUITABLE JOB

ENVIRONMENT ECONOMIC AND SOCIAL,TECHONOLOGICAL AND POLITICAL

ENVIRONMENT

THE ECONOMIC ENVIRONMENT THE SOCIAL ENVIRONMENT THE TECHNOLOGICAL ENVIRONMENT THE POLITICAL ENVIRONMENT THE LEGAL ENVIRONMENT
THE FACTORIES ACT,1948 THE APPRENTICE ACT,1961 THE EMPLOYMENT EXCHANGE ACT,1959 THECONTRACT LABOUR ACT,1970 BONDED LABOUR SYSTEM(ABOLITION) ACT,1976 THE CHILD LABOUR ACT,1986

SOURCES OF RECRUITMENT

INTERNAL SOURCES:

PERSONS ALREADY WORKING IN AN ORGANISATION.

1. 2. 3. 4. 5.

TRANSFER PROMOTION AND DEMOTION RETIRED EMPLOYEES DEPENDENTS OF DECEASED EMPLOYEES RETRENCHED EMPLOYEES

EXTERNAL SOURCES:

EMPLOYEES WORKING IN OTHER ORGANISATION

1. 2. 3. 4. 5.

EMPLOYMENT EXCHANGE ON CAMPUS RECRUITMENT EMPLOYEE REFFEREL SYSTEM ADVERTISEMENT WALK-INS

METHODS OF RECRUITMENT

METHODS

INTERNAL

DIRECT

INDIRECT

THIRD PARTY

1. 2. 3.

PROMOTIONS AND TRANSFERS JOB POSTING EMPLOYEE REFERRALS

1.

CAMPUS RECRUITMENT

1.

ADVERTISEMENT

1. 2. 3. 4.

PRIVATE EMPLOYMENT SEACH FIRMS EMPLOYMENT EXCHANGE GATE HIRING AND CONTRACTORS UNSOLICITED APPLICANTS/WALK-INS

SELECTION
SELECTION IS THE PROCESS OF PICKING INDIVIDUALS WHO HAVE RELEVANT QUALIFICATIONS TO FILL JOB IN AN ORGANISATION.

PURPOSE

TO CHOOSE THE INDIVIDUALS WHO CAN MOST SUCCESSFULLY PERFORM THE JOB FROM THE POOL OF QUALIFIED CANDIDATES. IT ELIMIMNATES THE UNSUITABLE APPLICANTS THROUGH SUCCESSIVE STAGES OF SELECTION PROCESS.

CRITERIA FOR SELECTION

CRITERIA

QUALIFICATION

EXPERIENCE

PHYSICAL CHARACTERISTICS

PERSONAL CHARACTERISTICS

Steps in the selection process

Hiring decision
Reference check Medical examination Selection interview Selection test Application blank Screening interviews Reception

RECEPTION

ITS THE FACE OF THE COMPANY OBJECTIVE IS TO CREATE A FAVOURABLE IMPRESSION RECEPTIONISTS HAVE TO BE COURTEOUS AND TACTFUL

SCREENING INTERVIEW

ITS A PRELIMINARY INTERVIEW ELIGIBLE CANDITATES GO TO THE FURTHER STAGES

APPLICATION BLANK

ITS A FORM WHICH COLLECTS INFORMATION ON VARIOUS ASPECTS OF AN APPLICANT ITS A BRIEF HISTORY SHEET OF AN EMPLOYEE

WEIGHTED APPLICATION BLANK

MAKES THE APPLICATION FORM MORE JOB ORIENTED

ITEMS THAT HAVE A STRONG RELATIONSHIP TO JOB PERFORMANCE ARE GIVEN HIGH SCORES

SELECTION TESTS

THESE TESTS ARE STANDARDIZED AS THEY ARE UNIFORMLY APPLIED THEY MEASURE A PERSONS BEHAVIOUR, PERFORMANCE OR ATTITUDE.

SELECTION INTERVIEW

ORAL EXAMINATION OF THE CANDIDATE

MOST ESSENTIAL IN THE SELECTION PROCESS

HERE THE INTERVIEWER CAN CROSS CHECK THE DETAILS LISTED BY THE CANDIDATE

TYPES OF TESTS

TESTS MISCELLANEOUS TESTS INTELLIGENCE TESTS

ACHIEVEMENT TESTS APPTITUDE TESTS

PERSONALITY TEST

MEDICAL EXAMINATION

CERTAIN JOBS REQUIRE CERTAIN PHYSICAL QUALITIES IT REVEALS WHETHER THE CANDIDATE POSSESSES THESE QUALITIES OR NOT

REFERENCE CHECKS

THE PERSONNEL DEPARTMENT ENGAGES IN CHECKING REFERENCES BY THE CANDITATES REFERENCES ARE USUALLY PREVIOUS EMPLOYERS OR INDIVIDUALS WHO ARE WELL VERSED WITH THE CANDIDATES ACADEMIC ACHIEVEMENT

HIRING DECISION

THE LINE MANAGER TAKES THE FINAL DECISION i.e. TO SELECT OR REJECT ADEQUATE CARE HAS TO BE TAKEN WHILE MAKING THIS DECISION LASTLY THE CANDITATES HAVE TO BE INFORMED-WHETHER SELECTED OR NOT

CASE STUDYS INTRODUCTION SELECTION