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CommentGo Back Download CHANNEL OF RECRUITMENT (A)- INTERNAL SOURCES OF RECRUITMENT -1. TRANSFERSThe employees are transferred from one department to another according to theirefficiency and experience.2. PROMOTIONSThe employees are promoted from one department to another with more benefits andgreater responsibility based on efficiency and experience.3. Others are Upgrading and Demotion of present employees according to theirperformance.4. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work.recruitment such people savetime and costs of the organisations as the people are already aware of the organisationalculture and the policies and procedures.5. The dependents and relatives of Deceased employees and Disabled employees are alsodone by many companies so that the members of the family do not become dependenton the mercy of others.(B) EXTERNAL SOURCES OF RECRUITMENT1.PRESS ADVERTISEMENTSAdvertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach.2. EDUCATIONAL INSTITUTESVarious management institutes, engineering colleges, medical Colleges etc. are a goodsource of recruiting well qualified executives, engineers, medical staff etc. They providefacilities for campus interviews and placements. This source is known as CampusRecruitment.3.PLACEMENT AGENCIESSeveral private consultancy firms perform recruitment functions on behalf of clientcompanies by charging a fee. These agencies are particularly suitable forrecruitmentof executives and specialists.

Many job seekers visi t the off ice of well -know n companies on their ow n. Suchcallersare considered nuisance to the daily work routine of the enterprise. But canhelp increating the talent pool or the database of the probable candidates for theorganisation.M a n y o r g a n i s a t i o n s h a v e s t r u c t u r e d s y s t e m w h e r e t h e c u r r e n t e m p l o y e e s o f t h e organisationcanrefertheirfriendsandrela tivesforsomepositionintheirorganisation. A l s o , t h e o f f i c e b e a r e r s o f t r a d e u n i o n s a r e o f t e n a w a r e o f t h e s u i t a b i l i t y o f c a n d i d a t e s . RecruitmentManage mentc a n i n q u i r e t h e s e l e a d e r s f o r s u i t a b l e j o b s . I n s o m e organizationstheseareformalagreementstogivepriori t y i n r e c r u i t m e n t t o t h e candidates recommended by the trade union.T h e n o r m s f o r u s i n g a n y o f t h e s o u r c e s a r e n o t w a t e r t i g h t . N u m b e r o f p o s i t i o n s , criticalityofpositionsandtheurgencyof t h e p o s i t i o n s , c o n f i d e n t i a l i t y r e q u i r e m e n t s , relativeefficacyandcostcons i d e r a t i o n s w o u l d p l a y a r o l e i n t h e c h o i c e o f t h e a p p r o p r i a t e sourcing mechanism. SELECTION-MEANING AND NATURE Selectionistheprocessofevaluatingthequalifications ,experience,skill,knowled ge,etc,o f a n a p p l i c a n t i n r e l a t i o n t o t h e r e q u i r e m e n t s o f t h e j o b t o d e t e r m i n e hi ss u it ab ili tyf o r thejob.Theselectionprocedureisconcernedwithsecu ringrelevantinformationfroma pp li ca n ts a n ds el ect i ngt h em ost s uit a bl e a m o n g t h e m , b a s e d o n a n a s s e s s m e n t o f h o w successful the employee would be in the job, if he were placed in the vacant position.T h e s e l e c t i o n p r o c e s s h a s t w o b a s i c o b j e c t i v e s : ( a ) T o p r e d i c t whichapplicantwouldb e t h e m o s t s u c c e s s f u l i f s e l e c t e d f o r t h e j o b , a n d ( b ) T o s e l l t h e o r g a n i z a t i o n a n d thejobtotherigh tcandidate.Theselectionprocessisbasedontheorganizationa lobjectives,thejobspecificationandtherecruitmentpolicyoftheo r g a n i z a t i o n . T h e variousselectionprocessesareinitialscreening,application f o r m s , s e l e c t i o n t e s t s , g r o u p discussions, interviews and reference checks.T o f a c i l i t a t e a n e a r a c c u r a t e p r e d i c t i o n o f a n a p p l i c a n t ' s s u c c e s s o n t h e j o b , t h e s e l e c t i o n methodsshouldmeetseveralgenericstandardsofreliability,val idity,generalizability,utilityandlegality.Theapplicationformisaformalrecord o f a n i n d i v i d u a l ' s a p p l i c a t i o n for employment. It is usually used in the preliminary screeningof job applicants.T h e f i l l e d inapplicationformsprovidepertinentinformationabouttheindividualand areusedinthejobinterviewandforreferencecheckstodetermi netheapplicant'ssuitabilityforemployment.Therearetwome thodsofevaluatingtheseforms t h e clinicalmethodandtheweightedmethod.Selectiontests,whicharewidel yusedincludeintelligencetests,aptitudetests,achievementtests,situation a l t e s t s , i n t e r e s t t e s t s , a n d personality tests.I n t e r v i e w s h e l p m a n a g e r s t o f i l l t h e g a p s i n t h e i n f o r m a t i o n o b t a i n e d t h r o u g h t h e applicationblanksandtests.Interviewsalsoe nablethemanagementtomakeanimpacto n t h e j o b a p p l i c a n t ' s v i e w o f t h e organization,apartfromassessinghisjobrelatedbehaviorandattitude.Interviewsmaybeclassifiedasp r e l i m i n a r y , s e l e c t i o n a n d decision-making, based on their timing and purpose.T h e p r o c e s s o f i n t e r v i e w i n g c o n s i s t s o f s e v e r a l s t e p s s uc ha s pr e p a r a t i o nf o r t h e

interview,ensuringasetting,andconducting,closingandevaluati n g . T h e s e l e c t i o n processalsousesbackgroundinvestigationorreferencechec kstochecktheauthenticityo f t h e i n f o r m a t i o n p r o v i d e d b y t h e a p p l i c a n t . F i n a l l y , a f t e r a n a p p l i c a n t i s s e l e c t e d , t h e offer is made to him and on acceptance, the placement process starts. 18

of 00 Leave a Comment You must be logged in to leave a comment. Submit Characters: ... 09 / 30 / 2010This doucment made it onto the Rising List! You must be logged in to leave a comment. Submit Characters: ... Project Report on Recruitment Download or Print 4,401 Reads Info and Rating Category: Books - Fiction Rating: (1 Rating) Upload Date: 01/02/2010 Copyright: Attribution Non-commercial Tags: This document has no tags. Flag document for inapproriate content Uploaded by vjchoudhary Follow Download

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