Presented By: Sujaya Thapa Kantipur Valley College BBA V Sem

Recruitment
Acc to Mckenna and Beech, Recruiting is the process of

attracting a pool of candidates for a vacant position. Acc to Robbins & Decenzo, Recruiting is the discovery of potential candidates for actual or anticipated organizational vacancies. It is the process of identifying prospective employee, stimulating them & encouraging to apply for a job. Its purpose is to have an inventory of eligible persons, from which selection of most suitable candidate can be made.

Sources of Recruitment are: Internal Sources

Recruiting within the organization

External Sources
Recruiting from outside the organization

Internal Methods
Recruitment through internal techniques

External Methods
Recruitment through external techniques

Internal Sources

A. Promotions
Since internal employees are more familiar with

B. Transfers

organizations people, policies, practices Employee feel secure & identify long-term interests
Recruiting employee internally without promotion Allow employee to work in various departments Rehire of former employees whos been laid off

C. Job Rotation

D. Rehires & Recall

temporarily due to job cuts & downsizing

External Sources

A. Employee referral program

Also known as Word-of-mouth advertisement where

B. Walk-ins

current employee refer outsider applicants.

C. Employment agencies

When applicant apply job by walking into organization

Agencies have list of applicants & it supply manpower

D. Trade unions & associations

E. Schools, colleges and universities

the fresh graduates

They publish notice & fulfill the job requirements

Employers visit college, university for interview & select

Identify the vacancy Draw up a job description Draw up a person specification

Advertise the vacancy

Shortlist the candidates Interview the applicants Select and appoint the best candidate
6

Agree the vacancy not all vacancies are

filled and sometimes a job may be changed before it is advertised again. Draw up the job description listing the job title, salary, main duties and responsibilities of the job holder. Draw up the person specification listing the essential and desirable skills, qualifications and attributes of the person.

Advertise the vacancy decide where to advertise it. State the job content and the skills, qualifications and attributes required. Say how to apply for the job. Shortlist applications select the best applications for interview (usually 5 or 6 maximum).

Interview the applicants (may include tests and questions) and score their performance Select the best candidate (the top scorer/one who will fit in best with other staff)
Offer the job If offer accepted, notify

unsuccessful candidates.

Internal Methods

A. Job posting
Its an open invitation to all employees in an

organization to apply for job vacancies

B. Skill Inventories
It includes employee name, number, address and

easier to recruit the employees External Methods

A. Radio & Television

Helps to find applicants in short span of time

B. Newspaper and trade-journals

Ads in daily and weekly newspaper, use of ad agencies

Size of the Organization

Attracts the pool of candidates

Organizational Growth
Growth opportunities attracts talent workers

Image of Organization
Attraction of qualified & experienced workers

Organizational Policies
Rules & regulations are largely affect the choices

of worker

Employee Turnover Nature of the Job Government and Union Restrictions

They influence through legal provisions.

Selection
Acc to Robbins & Decenzo, The primary purpose

of selection is to predict which job applicant will be successful if hired. Acc to Wendell & French, Selection is the process of choosing among people who apply for work with an organization. Selection is the process of gathering information for the purposes of evaluating and deciding who should be hired, under legal guidelines, for the short & long term interests of the individual & the organization.

Steps in selection procedure are;

Application form personal detail, education,

interests Preliminary interview unstructured, semistructured, structured Selection tests aptitude, achievement, personality test Reference check Medical examination Final selection reject, hold or hire

1. Aptitude Tests measures skills

a. Intelligence tests measuring in terms of

reasoning, numbers memory b. Mechanical aptitude tests measures capacities related to the mechanical matters.

2. Achievement Tests measures theoretical & practical skills

a. Job knowledge test testing knowledge of a job b. Situational test candidates asked to cope with

situation c. Interests test inventories of likes, dislikes, hobby d. Personality test measure personality of candidates

3. Vocational test
Measures candidate preferences in different types

of jobs

4. Graphology test
Conducted to analyze the handwriting and

identify energy, control & balance

Ineffective Recruitment Perception Stereotyping Gender Issue Quota System Validity Reliability Pressure Nepotism/Favourism

Recruitment
Advertisement Walk-ins Recommendations

Selection

Application forms are evaluated Selection test are administered; they are written test Selection interview is held; generally semi-structured Hiring decision is made Medical examinations

Socialization is a process through which an employee begins to understand and accept the values, norms and beliefs held by the organization. Its purposes are;
Improve performance

Reduce employee anxiety

Predictability of employee behavior

Pre-arrival Stage (pre-entry stage)

Before employee joins the organization Recognizes individuals attitudes, expectation

Encounter Stage
Entry of employee in an organization Employee confronts the expectations & reality

Metamorphosis Stage
Stage of change where an employee adjust to job, work,

group & organization. Final stage where an employee comforts in his job.