Recruitment

Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations. Selection starts where recruitment ends

FACTORS AFFECTING RECRUITMENT

Organizational / internal factors
Environmental / external factors

SOURCES OF RECRUITMENT
HRIS Notice boards
Job portals

Circulars

Internal Search

SOURCES OF RECRUITMENT
Advertisements Educational institutions Employment agencies Interested applications Employee referrals

External Search

Process of recruitment

Human resource planning surplus

Identify HR requirements

Retrench/layoffs

Organizational Recruitment policy Choose the resources & Methods of Recruitment Job analysis Start implementing the Recruitment program

demand Determine numbers, levels & Criticality of vacancies

Analyze the cost & time involved

Select and hire Evaluate the Program

EVALUATION OF A RECRUTIMENT PROGRAM

The recruitment policies, sources & methods have to be evaluated from time to time Successful recruitment program shows
No. of successful placements No. of offers made No. of applicants Cost involved Time taken for filling up the position

It is easier to go down a hill than up, but the view Is best from the top.
Arnold Bennet

Thank You Questions ???

How crucial is selection process?

Its better not to select then selecting a bad candidate

SELECTION
Selecting the right candidate
POSITIVE OUTCOME

Rejecting the wrong candidate

Selecting the wrong candidate

NEGATIVE OUTCOME

Rejecting the correct candidate

SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION

THE SELECTION PROCESS

Resumes/CVs Review Analyze the Application Blank Conducting Tests and Evaluating performance Core and Departmental Interviews Initial Screening Interview

Preliminary Interview

Reference checks
Offer to the next suitable candidate REJECTION Job Offer ACCEPT

Medical Examination

Placement

1. 2. 3. 4. 5. 6. 7. 8. 9.

Preliminary Interview Selection Tests Employment Interview Reference and Background Checks Selection Decision: Physical Examinations Job Offer Contract Of Employment Evaluation of Selection program

1. Preliminary Interview: The purpose of this interview is to scrutinize the applicants, i.e. elimination of unqualified applications.
2. Selection Tests: Different types of selection tests may be administrated, depending on the job and the company. Generally tests are used to determine the applicants ability, aptitude, and personality.

3. Employment Interview: The next step in the selection process is employment interview, an interview is conducted at the beginning, and at the selection process of the employment interview can be one- to-one interview or panel interview. 4. Reference and Background Checks: Many employers request names, address, telephone numbers or references for the purpose to verify information and gaining additional background information of an applicant.

5. Selection Decision: Selection decision is the most critical of all steps in selection process. The final decision has to be made from the pool of individuals who pass the tests, interviews and references checks. 6. Physical Examinations: After selection decision and before the job offer is made, the candidate is required to undergo a physical fitness test. A job offer is often; contingent upon the candidate being declared fit after the physical examinations.

7. Job Offer:
The next step in selection process is job offer. Job offer is made through a letter of appointment. Such a letter generally contains a date by which the appointee must report on duty

8. Contract Of Employment:
Basic information is written in Contract of employment that varies according to the levels of job. After the offer and

acceptance of the job certain document is the attestation form.

9 Evaluation of Selection program: The broad test of effectiveness of the selection process is a systematic evaluation .a periodic audit is conducted in the HR department that outlines and highlights the areas which need to be evaluated in the selection process

Selection process of Infosyis

SELECTION TESTS
Intelligence tests
Aptitude tests Achievement tests

Interest tests
Personality tests

Polygraph tests

Situational tests

Graphology

INTERVIEWS
Interviews

Preliminary Interview

Selection Interview

Decision-making Interview

Formal & Structured Interview

Unstructured Interview

Stress Interview

Group Interview Method

Panel Interview

In-depth Interview

Great interviews requires smart skills

Preparation

THE INTERVIEW PROCESS

Conduct of Interview

Setting

Closing an Interview
Evaluation Reference Checks Medical Examination

PLACEMENT
The determination of the job to which an accepted candidate is to be assigned and his assignments to the job.

Questions?

Thank You