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    Recruitment and Selection Principles

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    Siddharth Chandrasekar
    The document discusses the recruitment and selection process. It begins with an overview of job analysis, which systematically collects data about job requirements. This information informs the recruitment strategies used to attract qualified candidates both internally and externally. The selection process then evaluates applicants to choose the best candidates, using techniques like testing, interviews, and simulations. The goal is to select individuals who are the right fit for the job based on their qualifications and potential to perform well.

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    Recruitment and Selection Principles

    Uploaded by

    Siddharth Chandrasekar
    576 views23 pages
    The document discusses the recruitment and selection process. It begins with an overview of job analysis, which systematically collects data about job requirements. This information informs the recruitment strategies used to attract qualified candidates both internally and externally. The selection process then evaluates applicants to choose the best candidates, using techniques like testing, interviews, and simulations. The goal is to select individuals who are the right fit for the job based on their qualifications and potential to perform well.

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    The document discusses the recruitment and selection process. It begins with an overview of job analysis, which systematically collects data about job requirements. This information informs the recruitment strategies used to attract qualified candidates both internally and externally. The selection process then evaluates applicants to choose the best candidates, using techniques like testing, interviews, and simulations. The goal is to select individuals who are the right fit for the job based on their qualifications and potential to perform well.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as pptx, pdf, or txt
    576 views23 pages

    Recruitment and Selection Principles

    Uploaded by

    Siddharth Chandrasekar
    The document discusses the recruitment and selection process. It begins with an overview of job analysis, which systematically collects data about job requirements. This information informs the recruitment strategies used to attract qualified candidates both internally and externally. The selection process then evaluates applicants to choose the best candidates, using techniques like testing, interviews, and simulations. The goal is to select individuals who are the right fit for the job based on their qualifications and potential to perform well.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
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    of 23

    Recruitment & Selection

    Principles
    Today we will cover…
    Job Analysis

    Systematic process of gathering and


    organizing data about jobs
    E.g. equipment employees use
    Job Analysis
    Job Data can be collected through

    Observation
    Interview employees
    Structured Questionnaire
    Critical incidents
    Available records
    The result of job analysis is
    Recruitment

    Attracting a sufficient number of right


    people at the right time
    Recruitment Process
    Staff
    turnover

    Job
    Analysis
    Recruiting Methods

    Internal External
    Employees familiar with New Ideas and
    organization approaches

    Lower training cost Clean slate

    Increase morale for Level of knowledge not


    employees available in the
    organization
    Recruitment Strategies - Ads
    Recruitment Strategies – Online Recruiting
    Recruitment Strategies – Employment Agents
    Recruitment Strategies – Campus
    Recruitment
    Selection

    The process of deciding who will or will not be


    allowed into the organization

    Choosing the right person for the job from


    a pool of applicants
    Selection Process
    Selection: Eliminating non-qualified applicants
    • Validity: Do tests measure exactly what they have to
    • Reliability: Is it consistent and free of errors
    • Generalisability: Does the test apply in all contexts
    • Utility: Effectiveness
    • Legality
    Selection: Testing potential employees

    Psychological Simulations

    Skill
    Personality Ability
    Knowledge
    Selection: Interview
    Selection Process
    What next after selection?
    • Management of Talent
    – Induction
    – Training
    – Development
    Conclusion

    There are situations where almost nothing you


    can learn about candidates before they start
    predicts how they'll do once they're hired.
    Conclusion

    But job analysis is an important step before


    recruitment and recruitment strategies
    influence who will be selected.
    Reference
    • Why Can't We Figure Out How to Select Leaders?
    (HBS Working Knowledge February 2009)
    • Plan Your Workforce for the Economic Rebound
    (Businessweek 2009)
    • Employers Use Facebook More Than LinkedIn for
    HR Screening (cmswire August 21, 2009)
    • Ask About Changing Careers in New York
    (nytimes March 2010)

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