hr karthika u

Recruitment methods In Fashion Industry

Submitted By, Karthika U

•Recruitment refers to the process of attracting, screening, and selecting a qualified person for a job.

•All companies in any industry can benefit from contingency or retain professional recruiters or outsourcing the process to recruitment agencies.

Recruitment

•Apparel/Clothing

•Dyes/Chemicals

•Fashion

•Jewellery

•Retail/Stores

•Import-Export

•Textile

•Home Textiles

•Logistic/Warehouse

By Industry

By Functional Area

•Designer

•Coordinator

•Business Assistant

•Top Management

•HRD/HR

•Research/Development

•Marketing

•Merchandise

•Quality Control

Demography Of Job seeker’s

Recruitment Methods

• Internal recruitment: is when the business looks to fill the vacancy from within its existing workforce.• External recruitment: is when the business looks to fill the vacancy from any suitable applicant outside the business.•Traditional recruitment: candidates receive information only on most positive organizational features.•Realistic job previews: candidates receive all pertinent information.•Electronic recruiting: through internet.

Advantages DisadvantagesCheaper and quicker to recruit. Limit the number of potential

applicants.People already familiar with the business and how it operates.

No new ideas can be introduced from outside the business.

Provides opportunities for promotion with in the business-can be motivating.

May cause resentment amongst candidates not appointed.

Business already knows the strengths and weakness of candidates.

Creates another vacancy which needs to be filled.

Outside people bring in new ideas . Longer process

Larger pool of workers from which to find the best candidate.

More expensive process due to advertisements and interviews required.

People have a wider range of experience.

Selection process may not be effective enough to reveal the best candidate.

Internal Recruitment

External Recruitment

Internal and External Recruitment

•Walk in/write in•Advertising•Private placement agencies•Government – employment exchanges•Campus recruitment•Head hunters•Military•Professional associations

External source of recruitment

•Recruitment thru internet

•Advantage is wide publicity and a chance for a large number of applicants to choose

•Best method to be assessed depends upon:

- Cost per hire

- Number of resumes

- Time-lapse between recruitment and placement ratio

- Applicant performance and turnover

Electronic recruiting

•Planning ahead

•Clarity in job requirements

•Identify a good source of recruitment

•Screening and interviewing

•Providing challenging work

•Focus on compensation and working conditions

Retention of employees

SELECTION Selection

– Choosing from a pool of applicants the person or persons who offer the greatest performance potential.

Selection Steps– Completion of a formal application form.– Interviewing.– Testing.– Reference checks.– Physical examination.– Final analysis and decision to hire or reject.

Steps In The Selection Process

Steps In The Selection Process

Step 1—application forms– Declares individual to be a job candidate.

– Documents applicant’s personal history and

qualifications.

– Personal résumés may be included.

– Applicants lacking appropriate credentials

are rejected at this step.

Steps In The Selection Process

Step 2—interviews

– Exchange of information between job candidate and key

members of the organization.

– Opportunity for job candidate and organizational

members to learn more about each other.

Steps In The Selection Process

Step 3 — employment tests– Used to further screen applicants by gathering

additional job-relevant information.– Common types of employment tests:

• Intelligence• Aptitude• Personality• Interests

Steps In The Selection Process

Criteria for selection devices:

– Reliability

• The selection device is consistent in

measurement.

– Validity

• There is a demonstrable relationship between a

person’s score or rating on a selection device

and his/her eventual job performance.

Steps In The Selection Process

Behaviorally-oriented employment tests:– Assessment center

• Evaluates a person’s performance in simulated

work situations.

– Work sampling

• Evaluates a person’s performance on actual job

tasks.

Steps In The Selection Process Behaviorally-oriented employment tests:

– Assessment center

• Evaluates a person’s performance in simulated work situations.

– Work sampling

• Evaluates a person’s performance on actual job tasks.

Steps In The Selection Process

Step 5 — physical examinations

– Ensure applicant’s physical capability to fulfill job

requirements.

– Basis for enrolling applicant in life, health, and disability

insurance programs.

– Drug testing is done at this step.

Steps In The Selection Process

Step 6 — final decision to hire or reject

– Best selection decisions will involve extensive consultation

among multiple parties.

– Selection decision should focus on all aspects of the

candidate’s capacity to perform the designated job.

Steps In The Selection Process

Step 6 — final decision to hire or reject

– Best selection decisions will involve extensive

consultation among multiple parties.

– Selection decision should focus on all aspects of the

candidate’s capacity to perform the designated job.

•Welcomes the newcomer

•Explains the overall objectives of the company and his role

•Shows the location or place of work

•Hands over the rule book or job descriptions

•Provides details about training and promotional advancements

•Discusses working conditions

•History of that company

•Layout and physical facilities

•Products/services offered

•Overview of the company procedures

•Disciplinary procedures

•Probationary period

Introduction of employee to the organization

•Pay scales

•Vacations, holidays

•Schedules

•Counselling

•Other benefits

•Training opportunities

Employee benefits

THANK YOU