A PRESENTATION

ON
RECRUITMENT AND SELECTION PROCESS
IN
NEPALESE ORGANIZATIONS
Presented By:
Ashok Joshi
Pragya Budhathoki
Rekha Rai
Saramsh Kharel
PRESENTATION OUTLINE:
• Introduction to Recruitment and Selection
• Objectives of the study
• About the Organization
• Recruitment and Selection Process
RECRUITMENT

• Is the process of searching the candidates for employment

and stimulating to apply for jobs in the organization.
 SELECTION

• Process of choosing the right

person for the right job from a
pool of different candidates
applied for a certain job.
WHY DO ORGANIZATIONS NEEDS A RECRUITMENT AND
SELECTION POLICY?

• It helps write an appropriate job description.

• It lends credibility to an organization.
• It provides consistency.
• It ensures transparency in hiring process.
OBJECTIVES OF THE STUDY

• General Objective
To know about the recruitment and selection policies of organizations
in Nepal.
Specific Objective
To know about the recruitment and selection policies of ‘MeroJob’ ( an
employment agency in Nepal).
WHAT IS ‘MERO JOB’ ?

• Recruitment agency; bridge between the

hiring employers and the job seekers.
• Turned out to be number one jobs provider
in Nepal.
• Gather convenient tools and quality data in
a single website in our in-house server.
• That makes online recruitment simple,
cost-effective and convenient saving time
and effort.
CONTINUED…
• It serves companies of all sizes to find the strategic fit.
•  Providing recruitment solutions to employers finding,
fostering and preparing the right candidates in every
possible ways
RECRUITMENT PROCESS AT ‘MEROJOB’

For the internal recruitment:

• Vacancy announcement in the site.

• Executive search.
• Referrals.
For external recruitment:
• E-recruitment
• Educational institutions
• Social Media
• Application
• Headhunting
THE SELECTION PROCEDURE
Application form evaluation

Preliminary Interview

Screening

Department Head Interview

Selection Tests

Reference Check

MD and HR Head Interview

Selection and Placement

Induction
CONTINUED…
Application Form Evaluation
 All application forms received are considered and checked for general
eligibility.
 Eligibility in terms of age, gender, qualification, skills, experience.

 Candidates meeting the eligibility criteria are called for preliminary

interview.
Preliminary Interview
 Filtering process used by recruiters to help them sort out the best
candidate pool to interview. 
 The interview is usually short and precise.

 Used for narrowing the candidate field.

Department Head Interview
 Candidates are interviewed by the head of respective departments
they are applying for.
 Makes the selection process effective as the department heads can
properly access whether the candidate possesses the required skills
and qualities.
Selection Tests
 Tests are taken according to the nature of jobs applied for.
 For example: Cognitive ability tests, Work Samples and Simulations,
Job-knowledge tests.
Reference Check
  Employer contacts a job applicant's previous employers, schools, colleges, and
other sources to learn more about his or her employment history,
educational background, and qualifications for a job.
MD and HR Head Interview
 Conducted jointly by MD and HR Head
 Structured Interview
 On the basis of all the above steps, all the candidates are compared.
 Final decision is made by MD and HR Head Interview.
Selection
 Candidate that best satisfies the pre-
established requirements of the vacancy is
selected for the job.
 Date for joining the organization is
communicated.
Induction
 Last stage of selection process.
 Part of the socialization process that enables
selected candidates to adapt themselves to the
new organization and its culture.
 Recruits are informed about company profile,
company policies, HR rules.
 Welcome gifts are also given to the new
recruits.
THANK YOU