hr karthika u
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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