RESOURCING

RECRUITMENT
SELECTION
PLACEMENT
INDUCTION
RESOURCING
 Resourcing of human resources/employees deals with
designing jobs based on organizational requirements and
strategies, analyzing the jobs, searching for the suitable
candidates and inspiring them to apply for jobs and
selecting candidates for jobs.
 It also includes socializing the new employees and place
them in appropriate jobs.
RECRUITMENT
 It is the process of locating and encouraging potential
applicants to apply for existing or anticipated job
openings
 It is actually linking function, joining together those with
jobs to fill and those seeking jobs
CONSTRAINTS
 Poor image
 Unattractive job

 Conservative internal policies

 Limited budgetary support

 Restrictive policies of government

SOURCES OF RECRUITMENT
INTERNAL SOURCES
 Persons who are already working in the organisation

 retrenched employees, retired employees, dependents of

deceased employees may also constitute
EXTERNAL SOURCES
 Employees working in other organisations
 Job aspirants registered with employment exchanges

 Students from reputed educational institutions

 Candidates responding to advertisements

METHODS OF RECRUITMENT

INTERNAL METHODS
 Promotions and transfers
 Job posting

 Employee referrals

EXTERNAL METHODS
DIRECT METHODS
 Campus recruitment
GUIDELINES FOR CAMPUS
RECRUITING
 Shortlist campuses
 Choose recruiting team carefully

 Pay smartly, not highly

 Present a clear image

 Do not oversell yourself

 Get in early
INDIRECT METHODS
 Advertisements
 Private employment search firms

 Employment exchanges

 Gate hiring and contractors

 Unsolicited applicants/walk-ins

 Internet recruiting
SELECTION
 It is the process of picking individuals who have relevant
qualifications to fill jobs in an organisation
 The basic purpose is to perform the job most
successfully from the pool of qualified candidates
SELECTION PROCESS
 Reception
 Screening interview

 Application blank

 Selection testing
COMMONLY USED EMPLOYMENT
TESTS
 Intelligence tests
 Aptitude tests

 Personality tests

 Achievement tests

 Simulation tests

 Assessment centre
SELECTION INTERVIEW
 It is the oral examination of candidates for employment
 The interviewer tries to obtain and synthesise
information about the abilities of the interviewee and
requirements of the job
TYPES OF INTERVIEW
 The non-directive interview
 The directive or structured interview

 The situational interview

 Behavioural interview

 Stress interview

 Panel interview
INTERVIEW PROCESS
 Preparation
 Reception

 Information exchange

 Termination

 Evaluation
PLACEMENT
 It is the actual posting of an employee to a specific job
 It involves assigning a specific rank and responsibility to
an employee
 The placement decisions are taken by line managers
INDUCTION/ORIENTATION
 It is the task of introducing the new employees to the
organisation and its policies, procedures and rules
 Lectures, handbooks, films, groups, seminars are also
provided to new employees so they can settle down
quickly and resume their work
OBJECTIVES OF INDUCTION
 Removes fears
 Creates a good impression

 Acts as a valuable source of information

INDUCTION PROGRAMME STEPS
 Welcome to the organisation
 Explain about the company

 Show the department where he will work

 Give company’s manual to new recruit

 Provide details about various work groups

 Give details about pay, benefits, holidays etc

 Explain about future training oppurtunities

 Clarify doubts and handover him to his supervisor

THANKYOU