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Recruitment & Selection
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What is Recruitment?
Employee recruitment forms a major part of anorganization's overall resourcing strategies, whichidentify and secure people needed for theorganization to survive and succeed in the short tomedium-term. Recruitment activities need to beresponsive to the ever-increasingly competitivemarket to secure suitably qualified and capablerecruits at all levels. To be effective these initiatives
need to include how and when to source the bestrecruits internally or externally.
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What is Recruitment?
Definition: Recruitment is the process of finding and
attracting suitably qualified people to apply for
employment.( Glueck)
Definition: Recruitment is the process of generating
a pool of qualified applicants for organizational jobs.
( Mathis and Jackson)
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Importance of Recruitment
To acquire a pool of suitably qualified job seekers.
To acquire this pool at the lowest possible cost.
To ensure the performance out come.
To reduce employee turnover.
To avoid unnecessary employee terminations.
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Recruitment
Internal Recruitment: Filling vacancies within
the organization by giving opportunities to
existing employees. It can be a promotion or
transfer.
External Recruitment: Filling vacancies fromoutside of the organization. Applicants may be
employees of other organizations or job seekerswho are not current employees.
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Advantages of Internal recruitment
Possible to attract people who expect career
development.
Possible to retain good performers.
Improve employee moral, loyalty and
motivation level.
Lesser time. Lesser cost.
Lesser orientation.
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Disadvantages of Internal recruitment
Number applying will be lesser than externalapplicants. Narrow opportunity for selection.
There may not be a suitable person.
Can not apply for entry level jobs.
Training and Development cost may behigher.
Avoids new blood. Prevents new knowledgeand skill flowing inside.
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Advantages of External Recruitment
More choice in the selection process.
Less investment for training and development
Possible to get best performers in the field. Obtain new blood. Allows new knowledge and
skill flowing inside.
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Disadvantages of External Recruitment
Higher cost for the procedure.
Existing employees miss career development
opportunities.
Decreases employee moral, loyalty and
motivation level.
Employee turnover may be increase. Induction cost will be higher.
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Methods of Recruitment
Word of Mouth
Job Posting and Bidding
Skills Inventories Intranet
Succession Plans
Employee referrals Pre- Applicants (walk-ins and writeins)
Past Employees
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Methods of Recruitment
Educational Institutes and Professional Institutes
Employment Agencies
Executive and professional search firms/ Head
Hunters Employee Organizations/ Trade Unions
Career Fairs
Internet
Clients
Advertising
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What is Selection?
Selection is the process of making the choice
of most appropriate person from the pool of
applicants recruited to fill the relevant job
vaccancy.
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Importance of Selection
To get the right person
To maintain the image of the organization
To be cost effective To minimize performance issues
To minimize grievances
To minimize employee turnover
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Selection Process
Medical Examination
Step 5
Selection
Step 6
Applications assessment
Step 1
Aptitude test
Step 2
Reference Check
Step 4
Conduct Interviews
Step 3
D
I
S
QU
A
L
I
F
I
E
D
C
A
N
D
ID
A
T
E
S
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Selection Methods
Application evaluation
Employment test
Interview Back ground investigation
Medical Examination
Assessment Centre
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Interview Process
Stage 1Method,
InterviewersPlace,
Interview
Guide
Evaluationscheme,
Time
(PLAN)
Stage 111
Evaluation
(EVALUATE)
Stage 11Start
Information
Exchange
End
(CONDUCT)
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Types of Interviews
Based on number of interwiewers1. Individual Interviews
2. Panel Interviews
Based on nature of Questions asked1.Unstructured Interview
2.Structured Interview
3.Mixed interview
4.Problem Solving Interview
5.Stress Interview
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Benefits of Interviews
Can evaluate the body language
There is a room for receiving moreinformation
There is a room for negotiation
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Main Problems Associated with
Interviews Problems with Interviewer
Problems with Interviewee
Problems with methodology
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Problems with the Interviewer
1. No proper understanding on the job
2. Halo Effect
3. Personal Prejudice4. Pseudo- Scientific premises
5. Overemphasis on one criterion
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Problems with the Interviewee
No Active listening
Misleading answers
Pretending Un prepared
Being nervous
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Problems with the Methodology
Poor design
No proper evaluation criteria
Criteria is more subjective