ppt- recruitment & selection.pptx
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Recruitment and Selection in Retail Sector
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Core part of HRM: namely, the acquisition, development andreward of employees
Decisions are often for good reason taken by the line managers
along with HR professionalsRecruitment is the process of generating a pool of capable
people to apply for employment.
Recruitment is a positive process i.e. encouraging more and
more employees to apply WHEREAS selection is a negativeprocess as it involves rejection of the unsuitable candidates.
Selection is the process by which managers and others usespecific instruments to choose from a pool of applicants a person
or persons more likely to succeed in the job(s), given
management goals and legal requirements.
Recruitment is concerned with tapping the sources of humanresources WHEREAS selection is concerned with selecting themost suitable candidate through various interviews and tests.
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Recruitment Policy
Derived from HR policy of the organization and is
formulated based on:
Selection criteria and preferences
HR policies of competition / other companies
Government policies
Recruitment sources
Recruitment needs and cost
Centralized Vs decentralized recruitment
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Sources of Recruitments
Internal Sources
Present Employees
Present temporary/Part-time employees
Retired employees
Employee referrals
Promotions
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Why prefer Internal Sources
Motivation to existing employees
Stability
Loyalty, commitment and belongingness
Minimized cost
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External Sources
Campus recruitments
Placement consultants
Govt. Employment exchanges
Professional organizations
Data Bank
Casual applicants
Advertisements
Job fairs
Outsourcing
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Modern sources & techniques of recruitments
Walk-In
Personally calling on
Head-hunting
Body Shopping
E-Recruitment
Reference
l k ll
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Developing Interviewing SkillsReview job description/specification
Prepare set of structured questions
Review application blank/resume before meeting candidate
Put the candidate at ease
Ask questions. Listen carefully answers. Need to make notes
Apart from functional knowledge, check on the following
Ability to work in teams
Analytical and problem solving skills
Communication skillsInter-personal skills
Creativity and resourcefulness
Leadership potential
Drive and zeal
Other managerial skillsEntrepreneurial skills
Close the interview by telling applicant what is going to happen next
Write your evaluation/impressions about the applicant on theevaluation sheet
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Selections
It is a process of picking individuals
having relevantqualifications/experience to fill jobs
in the organization.
The basic purpose is to choose theindividual who can most successfully
perform the job, from the pool of
qualified candidates.
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Selection Process
Screening of CVs
Application Blank
Weighted Application Blanks
Selection Testing
Intelligence/Aptitude/Personality/EI tests
Simulation or Mock up Tests-Activities and
problems employee faces at work i.e. Role Plays
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Assessment Centers
Psychometric test Suitable for managerial jobs
The in-basket exercise-accumulation of reports,memos, letters for action within a fixed time
Leaderless Group Discussion- group of
candidates work on a problem, Helps identifysoft skills, tolerance for stress, adaptability, self-confidence, initiative, persuasive skills etc.
Business Games
Integrity Test
The above tests are used by most organizationstoday
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Types of Selection interview
Non-directive interview- broad and open ended
questionsDirective/Structured Interview- Predetermined
set of questions
Situational Interview
Stress Interview- Response to rude,embarrassing, aggressive, insulting questions
Evaluation
Medical Examination
Reference Checks
Hiring Decision
Pl t I d ti S ti
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Placement, Induction, Separation
HR initiates the following steps while organizing the induction program:
i. Welcome to the organization.
ii. Explain about the company.
iii. Show the location/department where the new recruit will work.
iv. Give the companys manual to the new recruit.
v. Provide details about various work groups and the extent of unionism ifany within the company.
vi. Give details about pay, benefits, holidays, leave, etc. Emphasize theimportance of attendance or punctuality.
vii. Explain about future training opportunities and career prospects.
viii. Clarify doubts, by encouraging the employee to come out withquestions.
ix. Take the employee on a guided tour of buildings, facilities, etc. Hand himover to his superior.
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