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Recruitment and selection

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Recruitment Recruitment is a possible step which aims at attracting a number of candidates to apply for the given job. The higher the number of people who apply for a job the higher will be the possibility of getting a suitable employee. HR planning Identify job vacancy Prepare job description and job specification Advertising the job vacancy Short-listing Selection is the process of identifying and choosing the best person out of a number of prospective candidates for a job. The management goes through the qualification and experience of all the candidates and matches them with the job roles in order to decide on the most suitable ones for the job.

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PRESENTATION ON Presented by AjitMajumder ABMFT 1601 DEPTT. OF ABMFT
What is recruitment Recruitment is a possible step which aims at attracting number of candidates to apply for the given job. The higher the number of people who apply for a job the higher will be the possibility of getting a suitable employee.
Importance of recruitment  Attract more candidates to apply in the organization.  Process which links employers with employees.  Increase the pool of candidates for job at minimum cost.  Determine present and future requirements of the organization with proper planning.  To provide good quality people to the organization.
Recruitment process  HR planning  Identify job vacancy  Prepare job description and job specification  Advertising the job vacancy  Short-listing
Recruitment and selection
Transfer Promotion s Re- employme nt of ex- employee s Internal sources
Transfers  Transfer means shifting an employee from one job to another, one department to another or from one shift to another without any change in his rank and responsibility.
Promotions Promotion is vertical movement of an employee within the organisation. In other words, promotion refers to the upward movement of an employee from one job to another higher one, with increase in salary, status and responsibilities.
Re-employment of ex- employees Business organizations invite and appoint ex- employees to fill existing vacancies.
Recruitment and selection
Internal vs External recruitment
Selection Selection is the process of identifying and choosing the best person out of a number of prospective candidates for a job. The management goes through the qualification and experience of all the candidates and matches them with the job roles in order to decide on the most suitable ones for the job
Selection process Preliminary screening Selection tests Employment interview Reference and background checks Selection decision Job offer Medical examination Contract of employment
Screening is the process of checking the contents of the applications by an organisation to ensure that the minimum eligibility conditions in respect of age, experience, necessary qualifications and skills are fulfilled by the candidates. The purpose of these tests is to measure skills and abilities of the candidates e.g. Intelligence tests, aptitude tests, personality tests Preliminary screening Selection tests
Face to face in depth conversation to evaluate the applicants suitability for the job Addition quality assessment e.g. Balance temperament, honesty, loyalty etc. Final decision on who pass the tests, interviews, and reference Employment interview Reference and background checks Selection decision
Physical fitness is examined for job like police, army etc. Job offer contains a date by which the appointee must report on duty, details regarding salary, terms of employment etc Documents verification and Contract of employment Medical examination Job offer Contract of employment
Conclusion “if an HR person is trying to choose people for an organization, knowing their values is very important-if they are not consistent with the organization’s values they are not likely to stay very long.” Professor, Roger Collins.
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Recruitment and selection

  • 2. What is recruitment Recruitment is a possible step which aims at attracting number of candidates to apply for the given job. The higher the number of people who apply for a job the higher will be the possibility of getting a suitable employee.
  • 3. Importance of recruitment  Attract more candidates to apply in the organization.  Process which links employers with employees.  Increase the pool of candidates for job at minimum cost.  Determine present and future requirements of the organization with proper planning.  To provide good quality people to the organization.
  • 4. Recruitment process  HR planning  Identify job vacancy  Prepare job description and job specification  Advertising the job vacancy  Short-listing
  • 7. Transfers  Transfer means shifting an employee from one job to another, one department to another or from one shift to another without any change in his rank and responsibility.
  • 8. Promotions Promotion is vertical movement of an employee within the organisation. In other words, promotion refers to the upward movement of an employee from one job to another higher one, with increase in salary, status and responsibilities.
  • 9. Re-employment of ex- employees Business organizations invite and appoint ex- employees to fill existing vacancies.
  • 12. Selection Selection is the process of identifying and choosing the best person out of a number of prospective candidates for a job. The management goes through the qualification and experience of all the candidates and matches them with the job roles in order to decide on the most suitable ones for the job
  • 13. Selection process Preliminary screening Selection tests Employment interview Reference and background checks Selection decision Job offer Medical examination Contract of employment
  • 14. Screening is the process of checking the contents of the applications by an organisation to ensure that the minimum eligibility conditions in respect of age, experience, necessary qualifications and skills are fulfilled by the candidates. The purpose of these tests is to measure skills and abilities of the candidates e.g. Intelligence tests, aptitude tests, personality tests Preliminary screening Selection tests
  • 15. Face to face in depth conversation to evaluate the applicants suitability for the job Addition quality assessment e.g. Balance temperament, honesty, loyalty etc. Final decision on who pass the tests, interviews, and reference Employment interview Reference and background checks Selection decision
  • 16. Physical fitness is examined for job like police, army etc. Job offer contains a date by which the appointee must report on duty, details regarding salary, terms of employment etc Documents verification and Contract of employment Medical examination Job offer Contract of employment
  • 17. Conclusion “if an HR person is trying to choose people for an organization, knowing their values is very important-if they are not consistent with the organization’s values they are not likely to stay very long.” Professor, Roger Collins.