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What is Recruitment
Recruitment Process
Sources of Recruitment
Selection Process
Recruitment – What does it mean?
Recruitment
Selection filter
Recruitment Process
Factors Affecting Recruitment
?
Company reputation
FACTORS
Sources of
Recruitment
Internal Sources:
• Present , Permanent employees
• Present Temp/ Casual
• Employee referrals
• Dependents of diseased , disabled , retired
and present employees
Advantages & Disadvantages of
Internal Recruitment
Recruiting Advantages Disadvantages
Source
Internal Morale of promotee Possible morale
problems of those not
Better assessment of promoted
the abilities
“Political” infighting
Lower cost for some for the promotions
jobs
Talent pool within the
Motivator for the good organization might
performance stagnate, so the need to
bring in fresh flow of
Causes a succession of ideas & opinions
the promotions
Advertisements
Advantages & Disadvantages
of External Recruitment
Recruiting Advantages Disadvantages
Source
3. employment tests
4. comprehensive interview
5. background investigation
7. medical/physical exam
Initial Screening
Involves screening of inquiries and
screening interviews
Job description information is shared
along with a salary range
OR
• Initial Screening with resume/application
The Selection Process
Employment Tests
Estimates say 60% of all organizations use
some type of employment tests
Performance simulation tests: requires the
applicant to engage in specific job behaviors
necessary for doing the job successfully
Work sampling: Job analysis is used to develop
a miniature replica of the job on which an
applicant demonstrates his/her skills
Assessment centers: A series of tests and
exercises, including individual and group
simulation tests, is used to assess managerial
potential or other complex sets of skills
The Selection Process
Comprehensive Interviews:
Interviews involve a face-to-face meeting
with the candidate to probe areas not
addressed by the application form or tests
They are a universal selection tool
The Selection Process
Comprehensive Interviews:
Interview Effectiveness
Interviews are the most widely used
selection tool
Often are expensive, inefficient, and not
job-related
Possible biases with decisions based on
interviews include prior knowledge about
the applicant, stereotypes, interviewee
order
The Selection Process
Comprehensive Interviews:
Interview Effectiveness
Impression management, or the
applicant’s desire to project the “right”
image, may skew the interview results
Interviewers have short and inaccurate
memories: note-taking and videotaping
may help
The Selection Process
Background Investigation:
Verify information from the
application form
Typical information verified includes:
former employers
previous job performance
education
legal status to work
criminal records
The Selection Process
Job Offers
Actual hiring decision generally made by
the department manager
Candidates not hired deserve the
courtesy of prompt notification
Difference between Recruitment
& Selection
1. Recruitment is the process of searching the
candidates for employment and stimulating them to
apply for jobs in the organization WHEREAS
selection involves the series of steps by which the
candidates are screened for choosing the most
suitable persons for vacant posts.