1. - recruitment - selection - orientation
Group members:
Ahlam idael
Nagham arqam
Yasmeen salahat
ala’a mghari
Majdoleen hasson

2. objectives 1. Recruitment Purpose of Recruitment
Factors governing Recruitment
Recruitment Process
Sources of Recruitment
2. Selection
Recruitment VS Selection
Outcomes of Selection
Selection Process
Barriers to Effective Selection
3. Placement
Benefits of Proper Placement
4. Induction
Steps in Induction Programme

3. RECRUITMENT & SELECTION

4. Recruitment & Selection Needs
Determine Recruitment
and
Selection Needs
Job Analysis
Human
Resource
Planning

5. RECRUITMENT
Meaning:
In simple terms, recruitment is understood as the process of searching for & obtaining applicants for jobs, from among whom the right people can be selected.
Definition:
“It is the process of finding & attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants form which new employees are selected.”

6. Contd……
William F Glueck – Recruitment acts set of activities and organization uses to attract job candidates possessing appropriate characteristics to help the organization reach its objectives.
Byars & Rue – Recruitment involves seeking & attracting a pool of people from which qualified candidates for job vacancies can be chosen

7. PURPOSE & IMPORTANCE
Determine the present & future requirements of the organization.
Identifying potential job applicants.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants.
Help reduce the probability of candidates leaving the organization.
Meet the organization’s legal & social obligations regarding the composition of its workforce.
Increase organizational & individual effectiveness

8. Recruitment and Selection Process
Planning for Recruitment & Selection
Step 1
Recruitment: Locating Prospective Candidates
Step 2
Selection: Evaluation and Hiring
Step 3
Job Analysis
Job Qualifications
Job Description
Recruitment & Selection Objec.
Recruitment & Selection Strategy
Internal Sources
External Sources
Screening Resumes and Applications
Initial Interview
Intensive Interview
Testing
Background Invest.
Physical Exam
Selection Decision and Job Offer 3

9. Factors Governing Recruitment
Internal Forces
Recruitment Policy
HRP
Size of the Firm
Cost
Growth &
Expansion
External Factors
Supply & Demand
Unemployment
rate
Labour Market
Political – social
Image
Recruitment

10. RECRUITMENT PROCESS Personnel Planning Employee Requisition Job
Analysis
Job
Vacancies
Recruitment
Planning
- Numbers
- Types
Screening
Potential
Hires
Selection
Strategy
Development
-Where
-How
-When
Applicant
Pool
Evaluation
&
Control
RECRUITMENT PROCESS

11. SOURCES OF RECRUITMENT

12. SELECTION
Selection is the process of picking individuals with requisite qualifications & competence to fill jobs in the organization.
It is the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job

13. Recruitment vs. Selection
Positive in approach.
Attracts as many candidates as possible
Selection
Negative in approach
Seeks to eliminate as many unqualified applicants as possible

14. Selection Process Rejected Applicants External Environment
Internal Environment
Rejected
Applicants
Preliminary Interview
Selection Tests
Employment Interviews
Reference And Background Analysis
Selection Decision
Physical Examination
Job Offer
Employment Contract
Evaluation

15. Types Of Tests Intelligence Tests: Mental ability tests
Measure the learning ability
e.g. Stanford-Binet test, Binet - Simon test
Personality Tests:
Measure basic aspects of an applicant’s personality like motivation, emotional balance , self confidence
Include tests like projective tests, interest tests and preference tests

16. Types Of Tests (contd…)
3) Achievement Tests:
Designed to measure what the applicant can do the job
4)Assessment Centre:
Extended work sample
Exercise designed to simulate the type of work which the candidate is expected to do
5) Polygraph Tests:
Recording physical changes in the body in response to certain questions

17. Tests as Selection Tools
Advantages:
Uncover hidden talents
Provides unbiased information that can be put to scientific analysis
Errors:
No scales which have a known ZERO POINT
Fail to elicit truthful responses from testees
Results depend a lot on the testers

18. Types of Interviews 1)Non Directive Interview: No specific format
Broad , open ended questions
2)Structured Interview:
Predetermined questions
Job related
Eliminate bias and errors

19. Contd…. 3)Situational Interview: Hypothetical situation
Pre established benchmark standards
4)Behavioural Interview:
Focuses on actual work incidents
Behavior during a particular incident

20. CONTD…. 5)Stress Interview:
How applicants react to embarrassing insulting situations
Stress producing situations
6)Panel interview:
A panel of interviewers from different fields
Limits the personal bias

21. Interviewing Mistakes
Favor applicants
May not be asking right questions
Show leniency
Cultural Noise
Stereotyping
Biasness
Halo Effect
Influenced by unfavorable information rather than favorable information

22. Barriers To Effective Selection
Perception
Fairness
Validity
Reliability
Pressure

23. PLACEMENT & INDUCTION

24. PLACEMENT
Placement is the process of assigning a specific job to each one of the selected candidates.
It is the actual posting of an employee to a specific job.
It involves assigning a specific rank and responsibility to an individual.

25. BENEFITS OF PROPER PLACEMENT
The employees is able to :-
Show good results on the job.
Get along with people easily.
Keep his spirits high, report for duty regularly.
Avoid mistakes and accidents.
Thus, Placement is an important Human Resource activity.

26. INDUCTION/ORIENTATION
Induction or Orientation is:
“the process of receiving and welcoming an employee when he/she first joins a company and giving him/her the basic information s/he needs to settle down quickly & happily and start work.”
It is the process of indoctrination, welcoming and socialization. 26

27. OBJECTIVES OF INDUCTION
An Orientation programme is designed to serve the following purposes :-
To explain duties & responsibilities, company policies & rules and other relevant information to the newcomer.
To help the person overcome his natural shyness & nervousness.
To make the new entrant feel at home & develop a sense of pride in the organization.

28. OBJECTIVES OF INDUCTION
To develop among the newcomers a sense of belonging & loyalty to the organization.
To foster a close & cordial relationship between the newcomer and the old employees, supervisor.
To give necessary information such as location of cafeteria, restrooms, leave rules etc.

29. INDUCTION PROGAMME:STEPS
CONTENTS
1.Organizational Issues:
History of company
Organizational structure
Names & titles of key executives
Employee’s title & department
Company policies & rules
Disciplinary procedures
Safety measures

30. CONTD… 2. Employee benefits: Pay scales, pay days Leaves
Training & development avenues
Counselling
Grievance handling procedure
Insurance, medical, recreation, retirement benefits.
3. Introductions:
- To supervisors To trainers
- To co-workers To employee counselor

31. CONTD… 4. Job duties: Job location Job tasks Overview of jobs
Job objectives
Relationship with other jobs
SOCIALIZATION
FOLLOW UP

32. Thank
You