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.