recruitment bigit 5-7
TRANSCRIPT
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M IN POINTS
Recruitment and selection
Recruitment System
Factors affecting recruitment
A good recruitment policy
Evaluation of a recruitment program
Selection system
Selection method standards
Recruitment and Selection Conclusion
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RECRUITMENT
Recruitment is a process of attracting candidates towards a job
in an organization. When a vacancy for a job exists recruitment is
initiated. Selection starts where recruitment ends
Selection :
Selection is a process of hiring right person for a right job at a
right time at a right cost. Selection follows recruitment.
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RECRUITMENT SYSTEM
Internal Sources
Promotion Demotion
Reference.
External Sources
Advertisement,
Direct,
Schools,colleges,training institutions
Employment Exchange
At the factory gate
Labour contractor/Placement agencies
Labour union.
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F CTORS FFECTING RECRUITMENT
Organizational / internal factors: Inner strength and weakness that
an organisation exhibits are internal factors. Internal factors can
strongly affect how well a company meets its objectives, and they might
be seen as strengths if they have a favourable impact on a business, but
as weaknesses if they have a deleterious effect on the business.
Environmental / external factors: These will affect the main
internal functions of the business and possibly the objectives of
the business and its strategies.
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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
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EV LU TION OF RECRUTIMENT
PROGR M
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
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SELECTION SYSTEM
Preliminary Interview Pre Interview Screening
Formal Application
Interview(s)
Reference Credit Check
Testing
Physical Examination
Employment Offer
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SELECTION METHOD ST ND RDS
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
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RECRUITMENT ND SELECTION CONCLUSION
To fill a vacancy created in an organization it should be
filled by a right person at right time at right cost. If
recruitment and selection goes right the goal is achieved.
Also it includes cost so it should be done at
predetermined cost.
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