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What is Recruitment?
Employee recruitment forms a major part of an organization's overall resourcing strategies, which identify and secure people needed for the organization to survive and succeed in the short to medium-term. Recruitment activities need to be responsive to the ever-increasingly competitive market to secure suitably qualified and capable recruits at all levels. To be effective these initiatives need to include how and when to source the best recruits internally or externally.
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)
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.
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 from
outside of the organization. Applicants may be employees of other organizations or job seekers who are not current employees.
Methods of Recruitment
Word of Mouth Job Posting and Bidding Skills Inventories Intranet Succession Plans Employee referrals Pre- Applicants (walk-ins and write ins) Past Employees
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
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.
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
D I S Q U A L I F I E D C A N D I D A T E S
Selection Process
Applications assessment Step 1
Aptitude test Step 2 Conduct Interviews Step 3 Reference Check Step 4 Medical Examination Step 5 Selection Step 6
Selection Methods
Application evaluation Employment test Interview Back ground investigation Medical Examination Assessment Centre
Interview Process
Stage 1
Method, Interviewers Place, Interview Guide Evaluation scheme, Time (PLAN)
Stage 11
Start Information Exchange End
Stage 111
Evaluation
(CONDUCT)
(EVALUATE)
Types of Interviews
Based on number of interwiewers 1. Individual Interviews 2. Panel Interviews Based on nature of Questions asked 1. Unstructured Interview 2. Structured Interview 3. Mixed interview 4. Problem Solving Interview 5. Stress Interview
Benefits of Interviews
Can evaluate the body language
There is a room for receiving more information There is a room for negotiation