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 TRANSFERSPROMOTIONS 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 SOURCESEXTERNAL SOURCES MeaningRecruitment is from within the organisation It is the recruitment from outside the organisation BasesSeniority cum meritStrictly on merit and qualifications Time involvedLess time consumingTime consuming CostCheap source of recruitmentExpensive. It involves time, expense and resources referenceNo reference of the employees is needed since all his records are available with the concern. References about previous work, conduct and character is needed. ChoiceLimited choiceWider choice Existing staffFeel motivatedFeel 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 I. RECEIPT AND SCRUTINY OF APPLICATIONS/ RECEPTION II. 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. III. 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 i. Reliability ii. Objectivity iii. Consistency iv. Standardisation v. Proper communication

15. TYPES OF TESTS

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

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