recruitment & selection. business objectives hr planning job analysis job descriptionjob...
TRANSCRIPT
The process of generating a pool of qualified candidates for a particular job
Or
The process of discovering potential candidates
RecruitmentRecruitment
• Attract the qualified applicants
• Encourage Unqualified applicants to self-select themselves out
Recruitment GoalsRecruitment Goals
Recruitment is a Two way streetRecruitment is a Two way street
Organization is
looking
for a qualified
applicants
Applicants are looking forthe potential emplacement opportunities
Recruitment
RecruitingRecruitingSource Choices:Source Choices:
Internal vs. Internal vs. ExternalExternal
RecruitingRecruitingSource Choices:Source Choices:
Internal vs. Internal vs. ExternalExternal
Organizational-Organizational-Based vs. Based vs.
OutsourcingOutsourcing
Organizational-Organizational-Based vs. Based vs.
OutsourcingOutsourcing
Regular vs. Regular vs. Flexible StaffingFlexible Staffing
Regular vs. Regular vs. Flexible StaffingFlexible Staffing
StrategicStrategicRecruitingRecruiting
StrategicStrategicRecruitingRecruiting
Strategic Recruiting DecisionsStrategic Recruiting Decisions
BudgetingBudgetingBudgetingBudgeting
Internal SourcesInternal Sources
Promotions andPromotions and TransfersTransfers
Re-recruiting former Re-recruiting former EmployeesEmployees
& Applicants & Applicants Organizational Organizational
Data baseData base
Job PostingJob PostingInternal Internal
Recruiting Recruiting SourcesSources
Employee Employee focusedfocused
Employee Employee ReferralsReferrals
Advantages Disadvantages
1. Employee & Employer relation
2. Build moral3. Cheaper4. Know your candidate
better
5. Already Socialization
1. Miss Good outside Talent
2. No New Ideas3. Need for more
trainings for enhancing Skills & Technology
Internal SourcesInternal Sources
Employee LeasingEmployee Leasing
Placement AgenciesPlacement Agencies Schools colleges &Schools colleges &universitiesuniversities
Professional Professional organizationsorganizations
External External Recruiting Recruiting SourcesSources
Media SourcesMedia Sourcesand Job Fairsand Job Fairs
Unsolicited Unsolicited ApplicationsApplications
External RecruitingExternal Recruiting
Advantages Disadvantages1. New Ideas2. Spark3. Can handle rapid
Growth4. Get people with
updated Knowledge, education and training
5. Shakeup the organization
1. Expensive2. Time consuming3. Hiring Mistake4. Reduce promotion
Opportunities
External RecruitingExternal Recruiting
Job BoardsJob BoardsJob BoardsJob Boards
Employer Web SitesEmployer Web SitesEmployer Web SitesEmployer Web Sites
Internet Internet RecruitingRecruitingMethodsMethods
Internet Internet RecruitingRecruitingMethodsMethods
Internet Recruiting MethodsInternet Recruiting Methods
Advantages Disadvantages
1. Cost savings
2. Time savings
3. Expanded pool of applicants
1. More unqualified applicants
2. Additional work for HR staff members
3. Many applicants are not seriously seeking employment
4. Access limited or unavailable to some
applicants
Internet Recruiting MethodsInternet Recruiting Methods
• Quantity of applicants– `As the goal of a good recruitment program is to generate a large
pool of applicants from which to choose, quantity is a natural place to begin evaluation
• Quality of applicants– In addition to quantity, the issue arises as to whether or not the
qualifications of the applicant pool are sufficient to fill the job openings. Do the applicants meet job specification and do they perform the jobs well after hire?
• Yield ratios– A comparison of the number of applicants at one stage of the
recruiting process to the number at the next stage.
Recruiting EvaluationRecruiting Evaluation
Constraints on Recruitment
• Image of the company
• Attractiveness of Job
• Internal Organizational Policy
• Recruitment Cost
Job Description
BUSINESS OBJECTIVES
HR PLANNING
Job Analysis
Job Specification
RECRUITMENT
SELECTION
• The Process of making a “Hire” or “No Hire” decision regarding each applicant for a job
• Selection is the process of choosing qualified individuals who are available to fill the positions in organization
• Effective selection benefits to an organization– It can improve the effectiveness of other human
resource practices and prevent numerous problems. – For example; motivated employees who fit with the
organizational culture can reduce disciplinary problems and diminish costs associated with replacing employees who quit.
SelectionSelection
• Education
• Competencies
• Experiences
• Knowledge, Skills, Abilities
• Personality, Interest, performance
• Other characteristic essentials to job performance
Basic Selection CriteriaBasic Selection Criteria
Initial screening
Completed application
Medical/physical examination if required
(conditional job offer
Comprehensive interview
Employment test
Permanent job offer
Reject Applicant
Background Examination if
required
Conditional job offer
Passed
Passed
Passed
Passed
Passed
Able to perform essential elements of job
Fail to meet minimum qualification
Failed to complete job application or failed job
specification
Failed Test
Failed to impress interviewer and /
meet job expectations
Problem encountere
d
Unfit to do essential
elements of job
The Selection Process
• Warning sign that may require further investigation.– The gaps in employment– Vague answers– Vague reasons for leaving jobs– Lack of employment history– Inconsistence in salary history– When all employer listed out of business
RED FLAGRED FLAG