recruitment & selection
DESCRIPTION
TRANSCRIPT
By Nisha Hariyani
Recruitment
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
Internal Search
HRIS Job portalsNotice
boards Circulars
SOURCES OF RECRUITMENT
External Search
Advertise-ments
Employee referrals
Educational institutions
Interested applicationsEmployment
agencies
Human resource planningHuman resource planning
Identify HR requirementsIdentify HR requirementssurplus
Retrench/layoffs
demand
Determine numbers, levels &Criticality of vacancies
Determine numbers, levels &Criticality of vacancies
Choose the resources & Methods of Recruitment
Choose the resources & Methods of Recruitment
Analyze the cost & timeinvolved
Analyze the cost & timeinvolved
Organizational Recruitment policy
Job analysis
Start implementing the Recruitment program
Start implementing the Recruitment program
Select and hireSelect and hire
Evaluate the ProgramEvaluate the Program
Process of recruitment
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 hillthan up, but the viewIs best from the top.
Arnold Bennet
Thank You Questions ???
By Nisha Hariyani
SELECTION
How crucial is selection process?
Its better not to select then selecting a bad candidate
SELECTION
Selecting the right candidate
Selecting the right candidate
Rejecting the wrong candidate
Rejecting the wrong candidate
Selecting the wrong candidate
Selecting the wrong candidate
Rejecting the correct candidate
Rejecting the correct candidate
POSITIVE OUTCOME
NEGATIVE OUTCOME
SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION
THE SELECTION PROCESSResumes/CVs ReviewResumes/CVs Review
Analyze the Application BlankAnalyze the Application Blank
Conducting Tests and Evaluating performance
Conducting Tests and Evaluating performance
Preliminary InterviewPreliminary Interview
Reference checks Reference checks
Job OfferJob Offer
Initial Screening InterviewInitial Screening Interview
Medical ExaminationMedical Examination
Placement Placement
Core and Departmental Interviews
Core and Departmental Interviews
ACCEPT
REJECTIONOffer to the next suitable candidate
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
Achievement tests
Interest tests
Aptitude tests
Situational tests
Polygraph tests
Personality tests
Graphology
INTERVIEWS
InterviewsInterviews
PreliminaryInterview
PreliminaryInterview
Selection Interview
Selection Interview
Decision-makingInterview
Decision-makingInterview
Formal &Structured Interview
Formal &Structured Interview
UnstructuredInterview
UnstructuredInterview
Stress Interview
Stress Interview
Group InterviewMethod
Group InterviewMethod
Panel Interview
Panel Interview
In-depth Interview
In-depth Interview
Great interviews requires smart skills
THE INTERVIEW PROCESSPreparation Preparation
Setting Setting
Conduct of InterviewConduct of Interview
Closing an InterviewClosing an Interview
Evaluation Evaluation
Reference ChecksReference Checks
Medical ExaminationMedical Examination
PLACEMENTThe determination of the job
to which an accepted candidate
is to be assigned and
his assignments to the job.
Questions?
Thank You