human resource management
TRANSCRIPT
Human Resource Management
SelectionRecruitment
By Mayank Garg
Selection and Recruitment Recruitment is the process of identifying that the
organization needs to employ someone up to the point at which application forms for the post have arrived at the organization.
Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post.
Challenges in Recruitment & Selection:
Talent Shortage Attrition Rate Reservations and other Gov. Policies Remoteness of Job Scrutiny of employee’s credentials
Factors Governing Recruitment
• Internal Factors• Recruitment Policy of the Org• Size of the org & the Number of Employees
Employed• Cost Involved in Recruitment • Growth & Expansion Plans of the Org.
• External Factors• Supply & Demand of Specific Skills in the
Market• Political & Legal considerations such as
Reservations of jobs for reserved Categories• Company’s Image Perception by the Job Seekers.
Sources Of Recruitment: Present Employees Unsolicited Applicants Educational and Professional Institutions Public Employment Offices Private employment Agencies Employee Referrals Help wanted Advertising Walk-Ins
Selection Process Preliminary Interview Selection Tests Employment Interview Reference and Background Analysis Physical Examination Job Offer Employment Contract
Psychological tests (definition and dimensions)
A selection procedure measure the personality characteristics of applicants that are related to future job performance. Personality tests typically measure one or more of five personality dimensions:
Extroversion, Emotional stability, Agreeableness, Conscientiousness and Openness to experience.
Stages In Selection Process:
Stage 1: Screening Of Application Forms.
Stage 2: Tests--Intelligence, Aptitude, Technical, Psychometric, Ability, Interest.
Stage 3: Selection Interview.
Stage 4: Selection Decision
USES OF TESTS Evaluation of right candidate
Proper selection of candidate
Identifying the candidates personality
Places Where Psychological Testing Is Used
Colleges or Educational Institutes Army, Navy etc. Bank Airlines Companies Schools So, now a days in most of the places candidates
are evaluated on the basis of the psychological test.
Advantages can result in lower turnover due if applicants are
selected for traits that are highly correlated with employees who have high longevity within the organization
can reveal more information about applicant's abilities and interests
can identify interpersonal traits that may be needed for certain jobs
Decision is made as to whether recruitment is necessary
Job description is prepared
Specification is prepared
Plans are made on how and when to advertise
Applicants are short-listed
References are requested
Candidates are invited for interviews and selection tests
The successful candidate is offered the job and signs the contract of employment
Steps Of Recruitment Process
RECRUITMENT PROCESS FOR FRESHER WRITTEN /APPTITUDE. GROUP DISCUSSION. PSYCHOMETRIC TEST(CONDITIONAL). TECHNICAL INTERVIEWS(CONDITIONAL). HR INTERVIEWS.
Difficulties In Recruitment Process
Talent Acquisition Expensive. Time Constraint. Retention of employees. Managing low attrition rate. Budget.
Thank You