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HRM Rect and Sel
HRM Rect and Sel
HRM Rect and Sel
2
Revision-HRM Meaning and
Definition
Human Resource Management is a function
of management, concerned with hiring,
motivating and maintaining people in an
organization.
4
fFactors Affecting Recruitment Success
Recruitment success
• Source of resumes
• Type of positions
• Geographic location
• Time constraint
Changing Recruitment Policies in
Response to Change in Market
Conditions
• Improving characteristics of vacant positions
Arrange Managing
Interviews Response
Short listing
Recruitment Approaches
• There are a variety of recruitment approaches and
most organizations will utilize a combination of two
or more of these as part of a recruitment exercise
or to deliver their overall recruitment strategy.
• The steps for recruiting approaches are :
† In-house recruitment
» Internal recruiters
» Employee referral
† Outsourcing
† Employment agencies
† Executive search firms “Headhunters”
† Internal Recruitment services
Internal Recruitment
• Job Posting
• Employee referrals
• Temporary workers pool
• EXTERNAL RECRUITMENT
• University Relations
• Executive search firms
• Employment Agencies
• Recruitment Advertising
FFactors Governing Selection and Recruitment
• External factors
• Internal factors
Supply and demand
Recruitment policy
Unemployment rate
HRP
Labour Market
Size of the firm
Political
Cost
Social
Growth
Sons of soil
Expansion
Image
Internal Recruitment
• Advantages • Disadvantages
• 1. It is less costly • 1. It perpetuates the old
• 2. Candidates are already concept of doing things
oriented toward • 2. It reflects raiding (make
organization a person provide
• 3. Organizations have something)
better knowledge about • 3. Candidate’s current
the internal candidates work may be affected
• 4. Enhancement of • 4. Politics play greater
employee morale and role
motivation • 5. Morale problem for
• 5. Good performance is those not promoted
rewarded
External Recruitment
• Advantages • Disadvantages
• 1. Benefits of new skill, • 1. Better morale and
new talent and motivation associated
experiences to with internal recruiting is
organisation denied to the organisation
• 2. Compliance with • 2. It is costly
reservation policy • 3. Chances of creeping in
becomes easy false positive or false
• 3. Scope of resentment, negative error
jealousies and heartburn
are avoided
SELECTION METHOD
• Selection is the process by which you choose from a
list of applicants, the persons who best meet the
criteria for the position available considering current
environmental context.
• The aim is to compare the demands of the job with
the candidates capabilities and inclinations, by
various techniques.
STAGES OF RECRUITMENT AND
SELECTION
The main steps which could be incorporated :
1. Receiving Applications
2. Screening of Application
3. Selection Tests
4. Employment Interview
5. Background Investigation
6. Medical Examination
7. Final Selection
8. Rejection of unsuitable candidate.
SeS
3/16/2018
RECEVING APPLICATION / PRELIMINARY
RECEPTION
• In most of the organizations, the selection program
begins with preliminary interview or screening.
• In some places if an applicant appears in person, an
impromptu preliminary interview may be granted.
SCREENING OF APPLICATION
• After the applications are received, the screening
committee prepares a list of the candidates to be
interviewed.
• The number of candidates called for interview is
normally five to seven times the number of posts to be
filled up.
Basic Testing Concepts