9 Internal Sources Advantages Disadvantages Employee & Employer relation Build moralCheaperKnow your candidate betterAlready SocializationMiss Good outside TalentNo New IdeasNeed for more trainings for enhancing Skills & Technology
10 Media Sources and Job Fairs External Recruiting Sources Placement AgenciesSchools colleges &universitiesMedia Sources and Job FairsExternal Recruiting SourcesProfessionalorganizationsUnsolicitedApplicationsEmployee Leasing
11 External Recruiting Advantages Disadvantages New Ideas Spark Can handle rapid GrowthGet people with updated Knowledge, education and trainingShakeup the organizationExpensiveTime consumingHiring MistakeReduce promotion Opportunities
12 Internet Recruiting Methods Job BoardsInternet Recruiting MethodsEmployer Web Sites
13 Internet Recruiting Methods AdvantagesDisadvantagesCost savingsTime savingsExpanded pool of applicantsMore unqualified applicantsAdditional work for HR staff membersMany applicants are not seriously seeking employmentAccess limited or unavailable to some applicants
14 Recruiting Evaluation Quantity of applicants`As the goal of a good recruitment program is to generate a large pool of applicants from which to choose, quantity is a natural place to begin evaluationQuality of applicantsIn addition to quantity, the issue arises as to whether or not the qualifications of the applicant pool are sufficient to fill the job openings. Do the applicants meet job specification and do they perform the jobs well after hire?Yield ratiosA comparison of the number of applicants at one stage of the recruiting process to the number at the next stage.
15 Constraints on Recruitment Image of the companyAttractiveness of JobInternal Organizational PolicyRecruitment Cost
17 Selection Effective selection benefits to an organization The Process of making a “Hire” or “No Hire” decision regarding each applicant for a jobSelection is the process of choosing qualified individuals who are available to fill the positions in organizationEffective selection benefits to an organizationIt can improve the effectiveness of other human resource practices and prevent numerous problems.For example; motivated employees who fit with the organizational culture can reduce disciplinary problems and diminish costs associated with replacing employees who quit.
19 The Selection Process Initial screening Passed Employment test Completed applicationMedical/physical examination if required (conditional job offerComprehensive interviewEmployment testPermanent job offerReject ApplicantBackground Examination if requiredConditional job offerPassedAble to perform essential elements of jobFail to meet minimum qualificationFailed to complete job application or failed job specificationFailed TestFailed to impress interviewer and / meet job expectationsProblem encounteredUnfit to do essential elements of jobThe Selection Process
20 RED FLAG Warning sign that may require further investigation. The gaps in employmentVague answersVague reasons for leaving jobsLack of employment historyInconsistence in salary historyWhen all employer listed out of business
21 Common Interviewing Mistakes StereotypingHalo Effect and Horn EffectContrast EffectPressure to hireNon-Verbal Expressions