RECRUITMENT & SELECTION PROCESS

RECRUITMENT

It is the discovering of potential applicants for actual or anticipated organizational vacancies. Yoder- Recruitment is the process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective selection of an efficient working force

FACTORS AFFECTING RECRUITMENT

1. 2. 3. 4. 5.

Broadly divided as internal factors & external factors Internal factors: Recruiting policy of the organization Human resource planning strategy of the company Size of the organization and the number of employees employed Cost involved in recruiting employees Growth and expansion plans of the organisation


1.

2.

3.

External factors: Supply and demand of specific skills in the labor market Political and legal considerations such as reservations of jobs for SCs,STs,etc Companys image-perception of the job seekers and about the company

RECRIUTMENT PROCESS
PERSONNEL HRP RECRUITING NEEDED PERSONNEL SELECTING QUALIFIED PERSONNEL PLACING NEW EMPLOYEES ON JOB

DEVELOPING SOURCES OF POTENTIAL EMPLOYEES

SEARCH FOR POTENTIAL EMPLOYEES

EVALUATING RECRUITING EFFECTIVENESS UPGRADING IN SAME POSITION TRANSFERRING TO NEW JOB

PERSONNEL RESEARCH
INTERNAL SOURCES JOB POSITIONING

EXTERNAL SOURCES

EMPLOYEE REFERRALS ADVERTISING

PROMOTING TO HIGHER RESP.

SCOUTING

EVALUATING FOR SELECTION

1.

2.
3. 4. 5.

The process comprises of 5 interrelated stages Planning Strategy development Searching Screening Evaluation and control

RECRUITMENT POLICY

1. 2. 3. 4.

According to YODER- the recruitment policy is concerned with quantity and qualifications of manpower It involves a commitment by the employer to such general principles as:
To find and employ the best qualified persons for each job To retain the best and most promising of those hired To offer promising opportunities for life time working careers To provide programmes and facilities for personal growth on the job

SOURCES OF RECRUITMENT

INTERNAL SOURCES Personnel already on the payroll of the organization Whenever any vacancy occurs,somebody from within he organization is upgraded,transferred,promoted or sometimes demoted

MERITS OF INTERNAL SOURCES

Improves he morale of employees Evaluation of present employees is easier than outside candidates Little training is required as they are already acquainted with the organization Higher reliability and less expensive

DEMERITS OF INTERNAL SOURCES

Leads to inbreeding and discourages new blood from entering the organization It may be difficult to find requisite personnel within the organization No innovations Really capable hands may not be chosen High probability of unfair biasing

EXTERNAL SOURCES

Sources that lie outside the organization New entrants to the labor force The unemployed Retired experienced personnel Women and minority group

MERITS & DEMERITS

Merits requisite type of personnel can be obtained;the best selection devoid of any biases can be made due to the large availability of manpower Demerits this system suffers from BRAINDRAIN ie;experienced personnel are raided or hunted by competitors

TECHNIQUES OF RECRUITMENT

Broadly classified into 3- direct,indirect & third party Direct method: Sending travelling recruiters to educational and professional institutions,seminars,conventions; employees contacts with the public, and manned exhibits

Indirect method: Advertising in newspaper,radio,trade and professional journals,technical magazines and brochures Its highly effective in recruiting both blue collar workers as well as scientific,technical and professionals

Third party method: Use of commercial or private employment agencies,state agencies,placement offices of schools,colleges and professional associations,recruiting firms,management consulting firms,indoctrination seminars for college professors and friends and relatives.

SELECTION

According to YODER, the hiring process is of one or many go,no-go gauges.Candidates are screened by the application of these tools.Qualified applicants go on to the next hurdle while the unqualified are eliminated.

STEPS IN SELECTION PROCEDURE

Reception or preliminary interview or screening Application blank A well conducted interview A physical examination Physiological testing A reference check Final selection,approval by manager & communication of the decision to the candidate

THANK YOU!!

BY MERLYN EAPAN K.ROHINI RAO AKHILA .N