1. RECRUITMENT AND SELECTION

2. INTRODUCTION
The aim of personnel planning is to determine the needs for persons both in terms of number and type.
Right type of persons should be employed at right job.
Recruitment and employment is different
Recruitment and selection is different.

3. RECRUITMENT
Recruitment is the process of searching for prospective candidates for employment and stimulating them to apply for jobs in the organisation
It is a linkage activity that brings together those offering jobs and those searching jobs.
It is often termed as positive

4. PROCESS OF RECRUITMENT
Finding out the sources
Developing the techniques to attract desired candidates.
Employing of techniques.
To stimulate and ask them to apply for jobs.

5. FACTORS AFFECTING RECRUITMENT
Size of the organization
Employment conditions
Salary structure and working conditions
Rate of growth

6. CONSTRAINTS ON RECRUITMENT
Image of the organisation
Unattractive jobs
Organisational policies
Union requirements
Government policies
CENTRALISED Vs DECENTRALISED RECRUITMENT
METHODS OR TECHNIQUES OF RECRUITMENT

7. SOURCES OF RECRUITMENT
INTERNAL SOURCES
EXTERNAL SOURCES

8. INTERNAL SOURCES
TRANSFERS
PROMOTIONS
PRESENT EMPLOYEES

9. EXTERNAL SOURCES Advertisement Employment Exchanges
Educational Institutions
Unsolicited Applicants
Casual Callers
Labour Contractors
Gate Recruitment
Walk-in Interviews
Competitors/ Poaching/ Similar Organisations
Recommendations/ Referals
Telecasting/ Tv
Website/ E-recruitment
Outsourcing/ Leasing Of Hr

10. BASIS OF DIFFERENCES
INTERNAL SOURCES
EXTERNAL SOURCES
Meaning
Recruitment is from within the organisation
It is the recruitment from outside the organisation
Bases
Seniority cum merit
Strictly on merit and qualifications
Time involved
Less time consuming
Time consuming
Cost
Cheap source of recruitment
Expensive. It involves time, expense and resources
reference
No reference of the employees is needed since all his records are available with the concern.
References about previous work, conduct and character is needed.
Choice
Limited choice
Wider choice
Existing staff
Feel motivated
Feel dissatisfied.

11. SELECTION
“Selection is the process in which candidates for employment are divided into two classes, those who are to be offered employment and those who are not.” Dale Yoder
OBJECTIVES:
to determine whether an applicant meets the qualifications for a specific job
Choose the best suitable applicant
Differentiate b/w qualified and unqualified applicants.
Applying various techniques such as interviews, tests etc

12. SELECTION PROCEDURE RECEIPT & SCRUTINY OF APPLICANTS
PRELIMINARY INTERVIEW
BLANK APPLICATION FORM
TESTS
INTERVIEWS
CHECKING REFERENCES
PRELIMINARY AND FINAL SELECTION
PHYSICAL EXAMINATION
PLACEMENT & ORIENTATION

13. SELECTION PROCEDURE RECEIPT AND SCRUTINY OF APPLICATIONS/ RECEPTION
PRELIMINARY INTERVIEW- It is a sorting process which helps to screen out obvious misfits. Rejection rate is high, the interviewers should be courteous, kind, receptive and informal.
BLANK APPLICATION FORM- It includes following particulars:
Bio-data
Educational qualifications
Work experience
Curricular activities
References
Salary demanded

14. continued….. IV. TESTS/ EMPLOYMENT TESTS
Test is a most controversial step.
Test is a systematic procedure for comparing the behaviour of two or more persons.
The worth of test will be judged from its ability to reject unsuitable persons and selecting appropriate persons.
CHARACTERISTICS OF A GOOD TEST
Reliability
Objectivity
Consistency
Standardisation
Proper communication

15. PROFICIENCY/TRADE TESTS
TYPES OF TESTS
PROFICIENCY/TRADE TESTS
ACHIEVEMENT TESTS
DEXTERITY TESTS
APTITUDE TESTS
INTELLIGENCE TESTS
PERSONALITY TESTS
MOVEMENT TESTS
INTEREST TEST

16. B. APTITUDE TESTS
An aptitude test measures the potential of the applicant to learn skills required on a job.
Graphology test
Ability test
Medical test.

17. V. INTERVIEWS
It is a face to face interaction between two persons for a particular purpose.
Purpose is to get information and give information.
Interviewer can judge certain qualities like manners, appearance, ability to speak, grasp of things of the prospective candidate.

18. TYPES OF INTERVIEWS PATTERNED OR STRUCTURED INTERVIEW
FREE/ NON-DIRECTED INTERVIEW
ACTION INTERVIEW
GROUP INTERVIEW
PANEL OR BOARD INTERVIEW
STRESS INTERVIEW
ERRORS IN INTERVIEWING
Halo error, leniency, projection, stereotyping

19. Errors in Interviewing
33If
34.
Halo Error One trait of personality of the candidate dominates the judgement of the interviewer.
Leniency One person may be lenient or very strict while taking interview
Projection This error arises when the interviewer expects his own skills, qualities, values in an applicant
Stereotyping - An interviewer may form a mental association between a particular trait, cultural background, particular community etc.
Personalities come across differently- Shy, nervous and slow people can be assessed poorly even though the job does not require speaking up or boldness.
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20. Fooled by enthusiasm- Some interviewers are so smitten with
Fooled by enthusiasm- Some interviewers are so smitten with candidate enthusiasm and passion that they fail to
accurately assess other important job requirements.
Looking for reasons to reject. Often interviewers spend almost all of the time trying to find a reason to reject the candidate, and as a result, they miss the candidate’s positive aspects. In some cases, negative responses are given twice the weight, so a candidate can be “mentally” rejected after a single error.
Recentcy comparison (the contrast effect)- If an interviewer has several bad interviews in a row, the next person that performs much better may be inaccurately rated as outstanding, simply because they are so much better than the recent poor performers.

21. Checking References Features
Candidate are required to give atleast two or three references.
Reference from former employers or with whom working earlier (if he is already in service).
Referee should not be relative of candidate.

22. Merits
Provide information regarding education, experience, skills, ability etc. of candidate.
Easy to investigate about candidate.
Economical and time saving
Demerits
Partial- Referee either praise the candidate or criticise his work and ability.
Not helpful in knowing exact position of candidates.

23. Preliminary and Final Selection
Work under line officers
Line officer assign work
Assess on job performance
If not suitable, tried at other job or kept as apprentice
No rejection at this stage

24. Physical Examination
After final selection candidates have to appear for physical examination.
Purpose
Physical suitability to perform job
Contagious disease can be prevented
Helps in discovering existing disabilities and obtain a record of employee’s health
Setting claim of compensation
Place person in jobs which they can handle without injury or damage to health

25. Contents
Quick examination of the eyes, ears, throats, hearts, lungs etc.
The person who assigned heavy manual work should be tested for physical strength and health.
Who employed for office work need to be tested for eyesight, conditions of pulmonary system and sign of tubecular tenden.

26. Placement and Orientation
Placement In this step selected candidates should be given detailed description of the job assigned to them and introduced to their immediate superior and subordinate . Orientation The employee should be informed about product manufactured, service provided, canteen location, recreation rooms, dispensary etc. so that they adjust easily in the organisation.

27. Recruitment Selection Bases of difference
1. Meaning
Identification of potential employees and encouraging them to apply
Selection amongst the qualified applicants.
2. Nature
Positive
Negative
3. Process
Simple
Complex and consist many hurdles
4. Sequence
Starts before selection
Starts after the process of recruitment
5. Object
To create a large pool of candidates
To select the most appropriate candidate after eliminating others
6. Classification
Internal and external
No such classification
7. Restriction
No restriction on the no. of persons applying for the job
Only restricted no. of persons selected
8. Contract of Service
No contractual relationship established
Contract of service between employer and selected candidates

28. Scrutiny of applications
Preliminary interview Y
Is preliminary interview O.K ? N
Specialized application form
Testing N
Is Test O.K ? Y
Final Interview
Is Interview O.K. ? N Y
Checking References
Is Reference O.K. ? N Y
Selection
Medical Test
Is Medical Test O.K ? N Y
Rejected Applications
Job Offer
Employment Contract

29. VI. CHECKING REFERENCES VII. PRELIMINARY AND FINAL SELECTION VIII
VI. CHECKING REFERENCES VII. PRELIMINARY AND FINAL SELECTION VIII. PHYSICAL EXAMINATION IX. FINAL SELECTION AND APPOINTMENT LETTER X. PLACEMENT AND ORIENTATION

30. BASIS OF DIFFERENCES B/W RECRUITMENT AND SELECTION
NATURE
MEANING
PROCESS
CLASSIFICATION
OBJECT
RESTRICTION
CONTRACT OF SERVICE

31. THANK YOU MADE BY: SANDEEP KAUR ASSIST. PROFESSOR GCCBA-42