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    The document discusses the recruitment and selection process. It outlines that recruitment involves searching for potential job candidates to fill actual or anticipated vacancies. The dual goals of recruitment are to generate a large applicant pool while allowing self-selection. Constraints that HR managers face include organizational image, job attractiveness, company policies, and regulations. Common recruitment sources are internal referrals, advertisements, agencies, schools, the internet, and headhunters. The selection process involves initial screening, applications, testing, interviews, background checks, medical exams, and conditional offers. Employee testing aims to be reliable and valid by measuring consistency and job relevance. Assessment centers use simulations and exercises to evaluate management candidates objectively.

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    The document discusses the recruitment and selection process. It outlines that recruitment involves searching for potential job candidates to fill actual or anticipated vacancies. The dual goals of recruitment are to generate a large applicant pool while allowing self-selection. Constraints that HR managers face include organizational image, job attractiveness, company policies, and regulations. Common recruitment sources are internal referrals, advertisements, agencies, schools, the internet, and headhunters. The selection process involves initial screening, applications, testing, interviews, background checks, medical exams, and conditional offers. Employee testing aims to be reliable and valid by measuring consistency and job relevance. Assessment centers use simulations and exercises to evaluate management candidates objectively.

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    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
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    Download as ppt, pdf, or txt
    2 views9 pages

    Recruiting

    Uploaded by

    ashraf
    The document discusses the recruitment and selection process. It outlines that recruitment involves searching for potential job candidates to fill actual or anticipated vacancies. The dual goals of recruitment are to generate a large applicant pool while allowing self-selection. Constraints that HR managers face include organizational image, job attractiveness, company policies, and regulations. Common recruitment sources are internal referrals, advertisements, agencies, schools, the internet, and headhunters. The selection process involves initial screening, applications, testing, interviews, background checks, medical exams, and conditional offers. Employee testing aims to be reliable and valid by measuring consistency and job relevance. Assessment centers use simulations and exercises to evaluate management candidates objectively.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as ppt, pdf, or txt
    of 9

    Recruiting

    • Recruiting is the discovery of potential


    applicants for actual or anticipated
    organizational vacancies. It involves
    searching and sourcing for viable job
    candidates
    Dual goals of Recruiting
    • 1. To generate a large pool of applicants
    from which to select.
    • 2. Simultaneously providing enough
    information for individuals to self select out
    Constraints with HR Managers
    • Image of the Organization
    • Attractiveness and Nature of the Job
    • Internal Policies of the Company
    • Government Requirements
    • Recruiting Budget
    Principal Sources involved in
    Recruitment
    • 1. Internal Search
    • 2. Advertisements
    • 3. Employee Referrals
    • 4. Employment Agencies
    • 5. Business Schools /Colleges
    • 6. Internet
    • 7. Head hunter organizations
    Selection

    Chapter 7-DR
    Selection Process
    • Initial Screening
    • Completed Application
    • Employment Test
    • Comprehensive Interview
    • Background Examination
    • Medical/Physical Examination
    • Conditional Job Offer
    Employee Testing and Selection
    • Reliability in Testing is “Consistency”.
    • (How to measure Reliability in Testing) :Give
    the same test to the same audience twice
    • Test Validity What does this test measure?
    • (Validate the test on contents or criterion)
    • five steps in validation 1)job analysis
    2)selecting tests 3)administration 4)relate test
    scores (5) validate tests & cross validate
    Assessment Centers
    • Are for Management positions
    • Members are nominated from cross- functions-
    HR Representative is there
    • Tests, Simulations , Presentations,Case
    Studies, Group Discussions , etc. are some
    examples of devices
    • Objective of AC is to bring transparency in the
    process for right person for the right job

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