1. Recruitment & Selection

2. RECRUITMENT BUSINESS OBJECTIVES HR PLANNING Job Analysis
Job Description
Job Specification
RECRUITMENT

3. The process of discovering potential candidates
Recruitment
The process of generating a pool of qualified candidates for a particular job Or
The process of discovering potential candidates

4. Recruitment Goals Attract the qualified applicants
Encourage Unqualified applicants to self-select themselves out

5. Recruitment is a Two way street
Organization is
looking
for a qualified
applicants
Recruitment
Applicants are
looking for
the potential
emplacement
opportunities

6. Strategic Recruiting Decisions
Budgeting
Strategic Recruiting
Recruiting Source Choices: Internal vs. External
Regular vs. Flexible Staffing
Organizational-Based vs. Outsourcing

7. Sources of Recruitment

8. Internal Recruiting Sources
Internal Sources
Promotions and
Transfers
Re-recruiting former
Employees
& Applicants
Organizational
Data base
Job Posting
Internal Recruiting Sources
Employee
focused
Referrals

9. Internal Sources Advantages Disadvantages Employee & Employer relation
Build moral
Cheaper
Know your candidate better
Already Socialization
Miss Good outside Talent
No New Ideas
Need for more trainings for enhancing Skills & Technology

10. Media Sources and Job Fairs External Recruiting Sources
Placement Agencies
Schools colleges &
universities
Media Sources and Job Fairs
External Recruiting Sources
Professional
organizations
Unsolicited
Applications
Employee Leasing

11. External Recruiting Advantages Disadvantages New Ideas Spark
Can handle rapid Growth
Get people with updated Knowledge, education and training
Shakeup the organization
Expensive
Time consuming
Hiring Mistake
Reduce promotion Opportunities

12. Internet Recruiting Methods
Job Boards
Internet Recruiting Methods
Employer Web Sites

13. Internet Recruiting Methods
Advantages
Disadvantages
Cost savings
Time savings
Expanded pool of applicants
More unqualified applicants
Additional work for HR staff members
Many applicants are not seriously seeking employment
Access 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 evaluation
Quality of applicants
In 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 ratios
A 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 company
Attractiveness of Job
Internal Organizational Policy
Recruitment Cost

16. SELECTION BUSINESS OBJECTIVES HR PLANNING RECRUITMENT Job Analysis
Job Specification
RECRUITMENT
Job Description
SELECTION

17. Selection Effective selection benefits to an organization
The Process of making a “Hire” or “No Hire” decision regarding each applicant for a job
Selection is the process of choosing qualified individuals who are available to fill the positions in organization
Effective selection benefits to an organization
It 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.

18. Basic Selection Criteria
Education
Competencies
Experiences
Knowledge, Skills, Abilities
Personality, Interest, performance
Other characteristic essentials to job performance

19. The Selection Process Initial screening Passed Employment test
Completed application
Medical/physical examination if required (conditional job offer
Comprehensive interview
Employment test
Permanent job offer
Reject Applicant
Background Examination if required
Conditional job offer
Passed
Able to perform essential elements of job
Fail to meet minimum qualification
Failed to complete job application or failed job specification
Failed Test
Failed to impress interviewer and / meet job expectations
Problem encountered
Unfit to do essential elements of job
The Selection Process

20. RED FLAG Warning sign that may require further investigation.
The gaps in employment
Vague answers
Vague reasons for leaving jobs
Lack of employment history
Inconsistence in salary history
When all employer listed out of business

21. Common Interviewing Mistakes
Stereotyping
Halo Effect and Horn Effect
Contrast Effect
Pressure to hire
Non-Verbal Expressions