HUMAN

RESOURCE
MANAGEMENT
 CONTENT

 RECRUITMENT
 SELECTION
 Introduction

RECRUITMENT:
It isn’t done without proper strategic planning.
Recruitment is defined as a process that
provides the organization with a pool of
qualified job candidates from which to choose.

SELECTION:
According to Dale Yoder, “hiring (selection)
process is one or many candidates are screened
by the application of these gangs. Qualified
applicants go on to the next hurdle, while in
qualified are eliminated”.
RECRUITMENT
 RECRUITMENT DEFINITION
 “Recruitment” is the process of finding and hiring the best and most qualified candidate
for a job opening, in a timely and cost-effective manner. It can also be defined as the
“process of searching for prospective employees and stimulating and encouraging them
to apply for jobs in an organization”.
 RECRUITMENT PROCESS
 RECRUITMENT PLANNING

 IDENTIFYING RECRUITMENT SOURCES

 CONTRACTING SOURCES

 APPLICATION POOL

 SELECTION PROCESS
 RECRUITMENT PLANNING : A recruitment plan is a predetermined strategy for
recruiters and hiring teams to implement during the hiring process.

 IDENTIFYING RECRUITMENT SOURCES :

 Internal Sources of Recruitment

 Promotion and Transfers

 Job posting

 Employee referrals
 EXTERNAL SOURCES OF RECRUITMENT

Advertisements

 Internet ads

  Newspaper ads

 Television and radio ads

 Employment agencies

  Public employment agencies

 Private Employment Agencies

 Headhunters

 CONTRACTING SOURCES: Source to contract refers to the entire procurement system as a whole, it’s important
to understand the various elements that make up the procurement system.

 APPILICATION POOL: Application pools allow a set of Web applications to share one or more similarly configured
worker processes, they provide a convenient way to isolate a set of Web applications from other Web applications on
the server computer.
 RECRUITMENT METHODS
 DIRECT METHOD:

The organization sends a representative from HRM department in educational institutes to interact with
potential candidates. The candidates who are seeking for jobs are explained about the job vacancy in the
organization and the skills which are required to perform the job.
 INDIRECT METHOD:

In the indirect method of recruitment the organization use the advertisement channel such as news papers,
radio, job sites, radio, television, magazines and professional journals to reach the potential candidates.
The advertisement provides information about the job requirement, the range of salary offered, the type of
job (full time or part time) and job location.
 THIRD PARTY METHOD:

The third party method of recruitment includes the helping hands which are outside the organization.
 SELECTION

20XX SAMPLE FOOTER TEXT 10

 SELECTION DEFINITION
 According to Harold Koontz, “Selection is the process of choosing from the candidates,
from within the organization or from outside, the most suitable person for the current
position or for the future positions.”

 Dale Yoder said, “Selection is the process by which candidates for employment are divided
into classes those who will be offered employment and those who will not.”

 Selection is the process of choosing from a group of applicants those individuals best suited
for a particular position.

 Most managers recognize that employee selection is one of their most difficult, and most
important, business decisions.
SELECTION PROCESS
SELECTION METHODS
 INTERVIEW: Interview is one of the important steps in selection procedure. It is probably the
most widely used selection tools.

 REFERENCE: A human resource reference or HR recommendation letter evaluates the

personal characteristics, skills, achievements, and qualities of a person seeking employment in
an HR position.

 PHYSICAL ABILITY: An acquired or natural capacity or talent that enables an individual to

perform a particular job or task successfully.

 COGNITIVE AVILITY: At their core are specific important cognitive skills essential for

performing all day-to-day duties and occasional, more complex ones.  

 WORK SAMPLES: The most important component of HRM is its relativity to human nature,
hence, handling employees and the issues faced by them is not an easy task

 PERSONALITY: A personality trait is the combination of qualities or characteristics that make

up an individual’s distinct character.
 CONCLUSION
An effective recruitment and selection process reduces turnover, we also
get much better results in our recruitment process if we advertise specific
criteria that are relevant to the job. Include all necessary skills, and
include a list of desired skills that are not necessary but that would
enhance the candidate's chances. If we fail to do this, we might end up
with a low-quality pool of candidates and wind up with limited choices to
fill the open position. When we choose a candidate based upon the
qualifications demonstrated in the resume, the interview, employment
history and background check, we will land the best fit for the position.
Thank you