Post on 15-Apr-2017
RECRUITMENT & SELECTION
Presented By: Aman Kushwaha (4) Sunaina Yadav(44) DOPM
BUSINESS OBJECTIVES
HR PLANNING
JOB ANALYSIS
JOB DESCRIPTION JOB SPECIFICATION
RECRUITMENT
HUMAN RESOURCEMANAGEMENT
Introduction
Source of Recruitment
Organization is Looking for a
Qualified Applicants
Applicants are Looking for the
Potential Emplacement Opportunities
RECRUITMENT
RECRUITMENT IS A TWO WAY STREET
Quantity of Applicants
Quality ofApplicants
Yield RatioEvaluating
Recruiting Costs and Benefits
RECRUITING EVALUATION
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.
SELECTION
BASIC 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
SELECTION PROCESS
SELECTION METHOD
1. TESTING
Tests measure knowledge, skill, and ability, as well as
other characteristics, such as personality traits.
TESTING TYPES
Cognitive Ability Test
Personality Test
Physical Ability Test
Integrity Test
Drug Test
Work Sample Testing
SELECTION METHOD CONT..
1. Cognitive Ability Testing
It is designed to assess the likelihood
that applicants will be dishonest or engage in
illegal activity.
2. Physical Ability Testing
It assesses muscular strength,
cardiovascular endurance, and coordination.
3. Personality Testing
It measures the patterns of thought,
emotion, and behavior. e.g. Myers Briggs
TESTINGTYPES
SELECTION METHOD CONT..
SELECTION METHOD CONT..
4. Integrity Testing
It is designed to assess the likelihood
that applicants will be dishonest or engage in
illegal activity.
6. Drug Testing
Normally requires applicants to provide required sample that is tested for illegal
substances.
5. Work Sample Testing
Measures performance on some element of
the job.
TESTINGTYPES
INFORMATION GATHERING
Application Forms and Résumés
BiographicalData
Reference Checking
INTERVIEWS
The interview is the most frequently used selection method
Interviewing occurs when applicants respond to questions posed by a manager or some other organizational representative (interviewer).
EXPERIENCE, KNOWLDEGE,COMMUNICATION ,PERSONALITY
Types of Interviews
1. Structured Interviews
2. Unstructured
Interviews
CONCLUSION
To fill the vacancy created in an organization, it should be filed by right person at right time , if recruitment and selection is goes right ,the goal is achieved.It’s important to choose those candidate who mix in well and compliment the skill of existing team.