Description
PRESENTATION ON RECRUITMENT AND SELECTION
Recruitment
By Nisha Hariyani
MAIN POINTS COVERAGE
• • • • • Concept of Recruitment Factors Affecting Recruitment Recruitment Policy Sources of Recruitment Need for Flexible and Proactive Recruitment Policy • Evaluation of a Recruitment Program
Recruitment
• Tata owned Jaguar-Land Rover (JLR) has announced a major drive to recruit 600 engineers and technical staff to work on its 700-million-pounds projects • Besides, there are a "significant number" of vacancies in its purchasing, finance and human resources departments. It is also launching a programme aimed at recruiting
Recruitment
• Problem of booming B Schools • Headhunters scouting around for MBAs • 2000 witnessed an alarming rise in number of institutes, offering management education both at the undergraduate & PG • All these needs atleast 200 MBAs for teaching faculty • Most of MBAs join industries • Management are worried • Where to find qualified & eligible MBAs…?
Recruitment
Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations. Selection starts where recruitment ends
FACTORS AFFECTING RECRUITMENT
• Organizational / internal factors
• Environmental / external factors
A good recruitment policy
• Complies with government policies • Provides job security • Provides employee development opportunities • Flexible to accommodate changes • Ensures its employees long-term employment opportunities • Cost effective for the organization
SOURCES OF RECRUITMENT
HRIS Notice boards
Job portals
Circulars
Internal Search
SOURCES OF RECRUITMENT
Advertisements Educational institutions Employment agencies Interested applications Employee referrals
External Search
Process of recruitment
Human resource planning surplus
Identify HR requirements
Retrench/layoffs
Organizational Recruitment policy Choose the resources & Methods of Recruitment Job analysis Start implementing the Recruitment program
demand Determine numbers, levels & Criticality of vacancies
Analyze the cost & time involved
Select and hire Evaluate the Program
EVALUATION OF A RECRUTIMENT PROGRAM
• The recruitment policies, sources & methods have to be evaluated from time to time • Successful recruitment program shows
– No. of successful placements – No. of offers made – No. of applicants – Cost involved – Time taken for filling up the position
It is easier to go down a hill than up, but the view Is best from the top.
Arnold Bennet
Thank You Questions ???
SELECTION
By Nisha Hariyani
How crucial is selection process?
Its better not to select then selecting a bad candidate
SELECTION
Selecting the right candidate
POSITIVE OUTCOME
Rejecting the wrong candidate
Selecting the wrong candidate
NEGATIVE OUTCOME
Rejecting the correct candidate
SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION
THE SELECTION PROCESS
Resumes/CVs Review Analyze the Application Blank Conducting Tests and Evaluating performance Core and Departmental Interviews Initial Screening Interview
Preliminary Interview
Reference checks
Offer to the next suitable candidate REJECTION Job Offer ACCEPT
Medical Examination
Placement
SELECTION METHOD STANDARDS
• Reliability
– Reliability can be measured by using:
• The repeat or test-retest approach • The alternate-form or parallel-form method • The split-halves procedure
• Validity
– Criterion validity – Content validity – Construct validity
• Generalizability
– Generalizability of a selection method is defined as the degree to which its validity, established in one context, can be extended to other “primary contexts”.
?Utility ?Legality
APPLICATION FORMS ? ? ? ? ? ? Personal information Educational qualifications Work experience Salary Personality items Reference checks
EVALUATION OF APPLICATION FORMS
– Clinical method:
• In this method, all the information furnished by the applicant in the application form is analyzed and inferences are made about applicant's personality.
– Weighted method:
• In this method, certain points or weights are assigned to each item in the application form.
ETHICAL ISSUES IN APPLICATION FORM DESIGN
SELECTION TESTS
Intelligence tests
Aptitude tests Achievement tests
Interest tests
Personality tests
Polygraph tests
Situational tests
Graphology
INTERVIEWS
Interviews
Preliminary Interview
Selection Interview
Decision-making Interview
Formal & Structured Interview
Unstructured Interview
Stress Interview
Group Interview Method
Panel Interview
In-depth Interview
Great interviews requires smart skills
Preparation
THE INTERVIEW PROCESS
Conduct of Interview
Setting
Closing an Interview
Evaluation Reference Checks Medical Examination
PLACEMENT
The determination of the job to which an accepted candidate is to be assigned and his assignments to the job.
Questions?
Thank You
doc_882308797.ppt
PRESENTATION ON RECRUITMENT AND SELECTION
Recruitment
By Nisha Hariyani
MAIN POINTS COVERAGE
• • • • • Concept of Recruitment Factors Affecting Recruitment Recruitment Policy Sources of Recruitment Need for Flexible and Proactive Recruitment Policy • Evaluation of a Recruitment Program
Recruitment
• Tata owned Jaguar-Land Rover (JLR) has announced a major drive to recruit 600 engineers and technical staff to work on its 700-million-pounds projects • Besides, there are a "significant number" of vacancies in its purchasing, finance and human resources departments. It is also launching a programme aimed at recruiting
Recruitment
• Problem of booming B Schools • Headhunters scouting around for MBAs • 2000 witnessed an alarming rise in number of institutes, offering management education both at the undergraduate & PG • All these needs atleast 200 MBAs for teaching faculty • Most of MBAs join industries • Management are worried • Where to find qualified & eligible MBAs…?
Recruitment
Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations. Selection starts where recruitment ends
FACTORS AFFECTING RECRUITMENT
• Organizational / internal factors
• Environmental / external factors
A good recruitment policy
• Complies with government policies • Provides job security • Provides employee development opportunities • Flexible to accommodate changes • Ensures its employees long-term employment opportunities • Cost effective for the organization
SOURCES OF RECRUITMENT
HRIS Notice boards
Job portals
Circulars
Internal Search
SOURCES OF RECRUITMENT
Advertisements Educational institutions Employment agencies Interested applications Employee referrals
External Search
Process of recruitment
Human resource planning surplus
Identify HR requirements
Retrench/layoffs
Organizational Recruitment policy Choose the resources & Methods of Recruitment Job analysis Start implementing the Recruitment program
demand Determine numbers, levels & Criticality of vacancies
Analyze the cost & time involved
Select and hire Evaluate the Program
EVALUATION OF A RECRUTIMENT PROGRAM
• The recruitment policies, sources & methods have to be evaluated from time to time • Successful recruitment program shows
– No. of successful placements – No. of offers made – No. of applicants – Cost involved – Time taken for filling up the position
It is easier to go down a hill than up, but the view Is best from the top.
Arnold Bennet
Thank You Questions ???
SELECTION
By Nisha Hariyani
How crucial is selection process?
Its better not to select then selecting a bad candidate
SELECTION
Selecting the right candidate
POSITIVE OUTCOME
Rejecting the wrong candidate
Selecting the wrong candidate
NEGATIVE OUTCOME
Rejecting the correct candidate
SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION
THE SELECTION PROCESS
Resumes/CVs Review Analyze the Application Blank Conducting Tests and Evaluating performance Core and Departmental Interviews Initial Screening Interview
Preliminary Interview
Reference checks
Offer to the next suitable candidate REJECTION Job Offer ACCEPT
Medical Examination
Placement
SELECTION METHOD STANDARDS
• Reliability
– Reliability can be measured by using:
• The repeat or test-retest approach • The alternate-form or parallel-form method • The split-halves procedure
• Validity
– Criterion validity – Content validity – Construct validity
• Generalizability
– Generalizability of a selection method is defined as the degree to which its validity, established in one context, can be extended to other “primary contexts”.
?Utility ?Legality
APPLICATION FORMS ? ? ? ? ? ? Personal information Educational qualifications Work experience Salary Personality items Reference checks
EVALUATION OF APPLICATION FORMS
– Clinical method:
• In this method, all the information furnished by the applicant in the application form is analyzed and inferences are made about applicant's personality.
– Weighted method:
• In this method, certain points or weights are assigned to each item in the application form.
ETHICAL ISSUES IN APPLICATION FORM DESIGN
SELECTION TESTS
Intelligence tests
Aptitude tests Achievement tests
Interest tests
Personality tests
Polygraph tests
Situational tests
Graphology
INTERVIEWS
Interviews
Preliminary Interview
Selection Interview
Decision-making Interview
Formal & Structured Interview
Unstructured Interview
Stress Interview
Group Interview Method
Panel Interview
In-depth Interview
Great interviews requires smart skills
Preparation
THE INTERVIEW PROCESS
Conduct of Interview
Setting
Closing an Interview
Evaluation Reference Checks Medical Examination
PLACEMENT
The determination of the job to which an accepted candidate is to be assigned and his assignments to the job.
Questions?
Thank You
doc_882308797.ppt