Recruitment and selection

Names of group members

Mayuri patil Komal singh Tanvi bhandary Shaibaz kazi Nishat shaikh Pranav shetty Rajasi marathe Rameez shaikh Prachhi ambbekar Hema malini

06 08 10 13 16 17 29 38 46 56

MEANING OF RECRUITMENT

Recruitment is the discovering of potential applicants for actual or anticipated organizational vacancies. Its a linking activity bringing together those with jobs

and those seeking jobs.

This is the first stage in the process which continues with selection and ceases with the placement of the candidate.

definition

Definition: Recruitment is a process to discover the

sources of manpower to meet the requirements of the

staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.-YODER

The main objective is to locate sources of manpower to meet job requirements and job specialization.

Purpose of Recruitment

Smooth implementation Inventory of candidates Determine the future and present job requirement. Success rate Legal and social obligations Individual and organization effectiveness Recruitment techniques

Factors Affecting Recruitment

The factors are the internal and external as follows

Internal factors are:

Recruitment policy of the organization Human resource planning strategy of the company Size of the organization and the number of employees employed

Cost involved in recruitment employees Growth and expansion plans of the organization.

External factors

Supply and demand of specific skills in the labor market

Political and legal considerations such as

reservation of jobs for sc/st

Companys image perception of the job seekers about the company

Identifying The Need To Recruit

Reorganization Flexible working Using part time casual staff Using contractors Staff transfer or promotion Job sharing

Recruitment Process

Evaluation and control

Strategy development

screening

searching

RECRUITMENT POLICY
Recruitment policy of any organization is derived from the personnel policy of the same organization. Such a policy may involve a commitment of broad principles such as filling vacancies with the best qualified individuals. involve the organization system to be It may also for developed

implementing recruitment program and procedures to the employed.

According to Yoder the recruitment policy is concerned with

quantity and qualification of manpower.

Factors involved in Recruitment Policy

Providing suitable jobs which can be handled easily by physically handicapped workers & minority sections.

Treating all the employees fairly & equally in all employment relationships including salary , benefits Promotions & transfers.

To encourage one or more strong, effective, responsible trade unions among the employees.

Providing security to the employees

Sources Of Recruitment
It Includes Internal & External Source. Internal Sources Include:

Present permanent employees Present temporary /causal employees Retrenched or retired employees

Dependents of deceased disabled& present

employees.

External Sources Include

Educational & training Institutes Private employment agencies Professional Associations Casual Applicants

Merits & Demerits Of Internal & External Sources

Internal Sources: Merits It improves morale of employees It Promotes loyalty among the employees, for it gives them a sense of job security employer is in a better position to evaluate less costly

Demerits
It often leads to inbreeding & discourages new blood from entering an organization. There are responsibilities that internal sources may dry up & it may be difficult to find the requisite personnel from within organization. capable hands may not be chosen.

External Sources
Merits

unemployed- with a wide range of skills and abilities Retired experienced persons such as mechanics, accountants, salesman, and welders.

New entrants to the labor force

In long run this source proves economical because potential employees need not train for their job.

Demerits

However this system suffers from what

is called brain drain, especially when

experienced persons are raided or

hunted by sister concerns.

Techniques of Recruitment
Recruitment techniques are the means by which management contacts prospective employees or provides necessary information or exchange ideas or stimulates them to apply for jobs. Management uses different techniques like :

Promotion Transfers Recommendations Scouting Advertising

selection

Meaning of selection
The selection procedure is concerned with securing relevant information about an applicant. Selection is a long process, commencing from the preliminary interview of the applicants and ending with the contract of employment. Selection procedure cannot be effective until and unless Requirements of the job to be filled, have been clearly specified Employee specifications have been specified Candidates for screening have been attracted.

Definition of selection

Definition : The hiring process is of one or many

go, no-go gauges. Candidates are screened by the

application of these tools. Qualified applicants go on to the next hurdle, while the unqualified are eliminated- Yoder

Selection procedure is the system of functions and

devices adopted in a given company to ascertain

whether the candidates specification are matched with the job specifications & requirements or not.

Role of selection
Work

performance depends on individuals Cost incurred in recruiting and hiring personnel speaks volumes about the role of selection

Organization for selection

Applicant can send their applications to single centralized department facilitates contact with applicants It helps operating managers better selection Hiring costs

Steps involved in selection process

Application blank Preliminary interview

Fitness test

Reference check

Letter of appointment

placement
interview

Group discussion

Types of interview

Structured interview Unstructured interview Face to face interview Telephonic interview Group interview Stress interview

Recruitment and selection process of karangi info-tech

conclusion

Recruitment and selection are two crucial steps in HR process and are often use interchangeably. There is however fine distinction between 2 steps. Recruitment refers to process of identifying and encouraging prospective employees to apply for jobs and selection is concerned with picking up the right candidates from the pool of candidates. Recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible. Selection on the other hand is negative in its application as it seeks to eliminate as many unqualified applicants as possible in order to identify the right candidate.