Recruitment “PROCESS OF HIRING AND IDENTIFYING BEST QUALIFIED CANDIDATES FOR A JOB VACANCY, IN A MOST TIMELY AND COST EFFECTIVE MANNER.”

ORGANISATION NEED FOR HIGH QUALITY EMPLOYEES POTENTIAL APPLICANTS NEED FOR SUITABLE JOB INTERNAL APPLICANTS INFORMATION FLOW ENVIRONMENT ECONOMIC AND SOCIAL,TECHONOLOGICAL AND POLITICAL MATCHING THE NEEDS OF APPLICANTSAND ORGANISATION

ENVIRONMENT THE ECONOMIC ENVIRONMENT THE SOCIAL ENVIRONMENT THE TECHNOLOGICAL ENVIRONMENT THE POLITICAL ENVIRONMENT THE LEGAL ENVIRONMENT  THE FACTORIES ACT,1948  THE APPRENTICE ACT,1961  THE EMPLOYMENT EXCHANGE ACT,1959  THECONTRACT LABOUR ACT,1970  BONDED LABOUR SYSTEM(ABOLITION) ACT,1976  THE CHILD LABOUR ACT,1986

SOURCES OF RECRUITMENT INTERNAL SOURCES: PERSONS ALREADY WORKING IN AN ORGANISATION. 1. TRANSFER 2. PROMOTION AND DEMOTION 3. RETIRED EMPLOYEES 4. DEPENDENTS OF DECEASED EMPLOYEES 5. RETRENCHED EMPLOYEES

EXTERNAL SOURCES: EMPLOYEES WORKING IN OTHER ORGANISATION 1.EMPLOYMENT EXCHANGE 2.ON CAMPUS RECRUITMENT 3.EMPLOYEE REFFEREL SYSTEM 4.ADVERTISEMENT 5.WALK-INS

METHODS OF RECRUITMENT METHODS INTERNAL 1.PROMOTIONS AND TRANSFERS 2.JOB POSTING 3.EMPLOYEE REFERRALS DIRECT 1.CAMPUS RECRUITMENT INDIRECT 1.ADVERTISEMENT THIRD PARTY 1.PRIVATE EMPLOYMENT SEACH FIRMS 2.EMPLOYMENT EXCHANGE 3.GATE HIRING AND CONTRACTORS 4.UNSOLICITED APPLICANTS/WALK-INS

SELECTION SELECTION IS THE PROCESS OF PICKING INDIVIDUALS WHO HAVE RELEVANT QUALIFICATIONS TO FILL JOB IN AN ORGANISATION.

PURPOSE TO CHOOSE THE INDIVIDUALS WHO CAN MOST SUCCESSFULLY PERFORM THE JOB FROM THE POOL OF QUALIFIED CANDIDATES. IT ELIMIMNATES THE UNSUITABLE APPLICANTS THROUGH SUCCESSIVE STAGES OF SELECTION PROCESS.

CRITERIA FOR SELECTION CRITERIA QUALIFICATIONEXPERIENCE PHYSICAL CHARACTERISTICS PERSONAL CHARACTERISTICS

Steps in the selection process

RECEPTION IT’S THE FACE OF THE COMPANY OBJECTIVE IS TO CREATE A FAVOURABLE IMPRESSION RECEPTIONISTS HAVE TO BE COURTEOUS AND TACTFUL

SCREENING INTERVIEW IT’S A PRELIMINARY INTERVIEW ELIGIBLE CANDITATES GO TO THE FURTHER STAGES

APPLICATION BLANK IT’S A FORM WHICH COLLECTS INFORMATION ON VARIOUS ASPECTS OF AN APPLICANT IT’S A BRIEF HISTORY SHEET OF AN EMPLOYEE

WEIGHTED APPLICATION BLANK MAKES THE APPLICATION FORM MORE JOB ORIENTED ITEMS THAT HAVE A STRONG RELATIONSHIP TO JOB PERFORMANCE ARE GIVEN HIGH SCORES

SELECTION TESTS THESE TESTS ARE STANDARDIZED AS THEY ARE UNIFORMLY APPLIED THEY MEASURE A PERSONS BEHAVIOUR, PERFORMANCE OR ATTITUDE.

SELECTION INTERVIEW ORAL EXAMINATION OF THE CANDIDATE MOST ESSENTIAL IN THE SELECTION PROCESS HERE THE INTERVIEWER CAN CROSS CHECK THE DETAILS LISTED BY THE CANDIDATE

TYPES OF TESTS TESTS INTELLIGENCE TESTS PERSONALITY TEST APPTITUDE TESTS ACHIEVEMENT TESTS MISCELLANEOUS TESTS

MEDICAL EXAMINATION CERTAIN JOBS REQUIRE CERTAIN PHYSICAL QUALITIES IT REVEALS WHETHER THE CANDIDATE POSSESSES THESE QUALITIES OR NOT

REFERENCE CHECKS THE PERSONNEL DEPARTMENT ENGAGES IN CHECKING REFERENCES BY THE CANDITATES REFERENCES ARE USUALLY PREVIOUS EMPLOYERS OR INDIVIDUALS WHO ARE WELL VERSED WITH THE CANDIDATES ACADEMIC ACHIEVEMENT

HIRING DECISION THE LINE MANAGER TAKES THE FINAL DECISION i.e. TO SELECT OR REJECT ADEQUATE CARE HAS TO BE TAKEN WHILE MAKING THIS DECISION LASTLY THE CANDITATES HAVE TO BE INFORMED-WHETHER SELECTED OR NOT

CASE STUDYS INTRODUCTION SELECTION