recruitment & selection (2).pptx

8/18/2019 Recruitment & Selection (2).pptx

1/37

RECRUITMENTAND

SELECTION


2/37

AFTER STUDYING THIS CHAPTER YOU SHOULD BE ABLE TO:

Understand and Diferentiate recruitment an

selection.

Identiy the goals o recruiting.

Decisions involved in recruiting.

Explain the major recruitment methods aanalyze their advantages and disadvantage

Identiy the basic selection criteria.


3/37

AFTER STUDYING THIS CHAPTER YOU SHOULD BE ABLE TO:

Efective selection process.

Methods in employee selection.

ppreciate varied contemporaryintervie!ing techni"ues used byintervie!ers.

Design intervie! orm and evaluationmatrix.


4/37

BUSINESSOBJECTIVES

RECRUITMENT

JOBANALYSIS


5/37

RECRUITMENT

#he $rocess o generating a pool o "uali%ed

candidates or a particular job.

#he $rocess o discovering potential candidates.

OR


6/37

RECRUITMENT GOALS

1

2


7/37

RECRUITMENT IS A TWOWAY STREET

RECRUITMENT

Organia!i"n i#L""$ing %"r a

&'a(i)*+ A,,(i-an!#

A,,(i-an!# ar*

L""$ing %"r !.*P"!*n!ia(

E/,(a-*/*n!O,,"r!'ni!i*#


8/37

RECRUITMENT PROCESS


9/37

9

RECRUITING DECISIONS

HR PLANNINGDECISIONS

RECRUITINGDECISIONS

DECISIONS ONRECRUITING

SOURCES0METHODS


10/37

STRATEGIC DECISIONS

FLEIBLE STAFFING

1 REGULAREMPLOYMENT

2 FULL3TIME OR PART3TIME

4 INDEPENDENTCONTRACTORS

5 PROFESSIONALEMPLOYERORGANI6ATIONS ANDEMPLOYEE LEASING

7 TEMPORARY WOR8ERS

9 SEASONAL EMPLOYEES


11/37

SOURCES OF RECRUITMENT

INTERNALSOURCES ETERNALSOURCES

SOURCES OFRECRUITMENT


12/37

In!*rna( R*-r'i!ingDa!a a#*

Pr"/"!i"n# an+ Tran#%*r#

J" P"#!ing ;Bi++ing

E/,("


13/37

OURCES OF RECRUITMENT C"n!

INTERNAL SOURCESADVANTAGES DISADVANTAGES

Morale o $romotee

&etter assessment oabilities

'o!er cost or some jobs

Motivator or good

perormance

(auses a succession o

promotions

)ave to hire only at entry

level

Inbreeding

$ossible morale problems othose not promoted

*$olitical+ in%ghting or

promotions

,eed or management-

Development program


14/37


S-.""(# C"((*g*# ;Uni=*r#i!i*#

La"rUni"n#

M*+ia S"'r-*#

E/,("


15/37


ETERNAL SOURCES

ADVANTAGESDISADVANTAGES

,e! *blood+ brings ne!

perspectives

(heaper and aster than

training

$roessionals

,o group o political supporters

in company

May bring ne! industry insights

May not select someone !ho

!ill *%t+ the job or organization

May cause morale problems or

internal

(andidates not selected

'onger *adjustment+ or

orientation time


16/37

16

INTERNET RECRUITING METHODS

INTERNET RECRUITINGMETHODS

1 J" B"ar+#

2 E/,("


17/37

INTERNET RECRUITINGMETHODS C"n!

ADVANTAGESDISADVANTAGES

(ost savings

#ime savings

Expanded pool o applicants

More un"uali%ed applicants

dditional !or or )/ staf

members

Many applicants are not

seriously seeingemployment

ccess limited or unavailable

to some applicants


18/37

RECRUITING EVALUATION

s the goal o a goodrecruitment program is togenerate a large pool oapplicants rom !hich to

choose0 "uantity is a naturalplace to begin evaluation

In a cost1bene%t analysis toevaluate recruiting eforts0 costs

may include both direct costs2advertising0 recruiters3 salaries0

travel0 agency ees0 telephone4 andthe indirect costs 2involvement o

operating managers0 publicrelations0 image4.

&'an!i!< "%A,,(i-an!#

comparison o the number oapplicants at one stage o the

recruiting process to thenumber at the next stage.

In addition to "uantity0 the issuearises as to !hether or not the

"uali%cations o the applicant poolare su5cient to %ll the job

openings. Do the applicants meet job speci%cation and do they

perorm the jobs !ell ater hire6

&'a(i!< "% A,,(i-an!#

Yi*(+ Ra!i"E=a('a!ing

R*-r'i!ing C"#!#an+ B*n*)!#


19/37

19

RECRUITING EVALUATION C"n!

4>> A,,(i-an!#

1>> Fina(In!*r=i*?#

7> O@*r#

27 Hir*#

Ini!ia( C"n!a-!#0Fina(

In!*r=i*?Yi*(+ ra!i" 4:1

Fina( In!*r=i*?0O@*r#Yi*(+ ra!i" 2:1

O@*r#0Hir*#Yi*(+ ra!i" 2:1

U#ing Yi*(+ Ra!i"# !" D*!*r/in* N**+*+

A,,(i-an!#:


20/37

CONSTRAINTS ON RECRUITMENT

I/ag* "% !.*C"/,an<

A!!ra-!i=*n*##"% J"

In!*rna(Organia!i"na(

P"(i-<

R*-r'i!/*n!C"#!


21/37

BUSINESSOBJECTIVES

RECRUITMENT

JOB

ANALYSIS

SELECTION


22/37

SELECTION

1• #he $rocess o maing a *)ire+ or *,o

)ire+ decision regarding each applicant

or a job.

2

• 7election is the process o choosing"uali%ed individuals !ho are available to%ll the positions in organization.

Or

BASIC SELECTION


23/37

BASIC SELECTIONCRITERIA

BASICSELECTIONCRITERIA


24/37

SELECTION PROCESS

Ini!ia( #-r**ning

C"/,(*!*+a,,(i-a!i"n

M*+i-a(0,.


25/37

SELECTION METHODS

1 T*#!ing

2 Ga!.*ringIn%"r/a!i"n

4 In!*r=i*?ing

#he #hree most (ommon

Methods used are8

SELECTION METHODS C !


26/37

SELECTION METHODS C"n!

#ests measure no!ledge0sill0 and ability0 as !ell asother characteristics0 such as

personality traits.

1 TESTING

TESTING TYPES

C"gni!i=*Ai(i!<T*#!

In!*gri!<T*#!

P*r#"na(i!< T*#!

Dr'gT*#!

P.


27/37



28/37


2 INFORMATIONGATHERING:

(ommon methods or gathering inormation includeapplication orms and r9sum9s0 biographical data0

and reerence checing.


29/37



30/37


4 INTERVIEWS:


31/37


T


32/37


SITUATIONAL

INTERVIEW

•In which theinterviewer asksquestions aboutwhat the applicantwould do in ahypotheticalsituation

BEHAVIORAL

INTERVIEW

•In which thequestions focuson theapplicant’s behavior in pastsituations.

Uses a list opredetermined "uestions.

ll applicants are ased thesame set "uestions. #hereare t!o types o structured

intervie!s.

1 S!r'-!'r*+

In!*r=i*?#

Intervie!s-open ended"uestions are used such as

*#ell me about yoursel+

2 Un#!r'-!'r*+

In!*r=i*?#

• #his allo!s theintervie!er to probe and

pose diferent sets o"uestions to diferentapplicants.

S C O O S C


33/37


CREATING STRUCTURED INTERVIEW

&UESTIONS

SELECTION METHODS C


34/37


INTERVIEW&UESTION

SELECTION METHODS C !


35/37

INTERVIEW EVALUATION

FORM

:ohinoor Mills 'td.

;ateen #elecom


36/37



37/37

THOUGHT OF THE DAY

recruitment & selection (2).pptx

Documents