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Recruitment And Selection
process
Chapter 6,7
7/11/2013 presented to Miss Faiza 1
Recruiting & Recruiter
 The process of seeking sources for
job candidates.
 Represents employee to prospective
application at colleges and job fairs.
7/11/2013 presented to Miss Faiza 2
Recruitment
Recruitment is the
process of searching
for prospective
employees and
stimulating them to
apply for jobs in the
organizations.
7/11/2013 presented to Miss Faiza 3
Cont. . .
 Recruitment process is to obtain the
number and quality of the employees
that can be selected in order to help
the organization to achieve its goal
and objectives.
 Recruitment process helps to the
management for select the right
candidate for the right job from this
pool.
7/11/2013 presented to Miss Faiza 4
The more applications received,
the better the recruiter's chances
of finding an individual best
suited to the job requirement
7/11/2013 presented to Miss Faiza 5
Process of recruitment
7/11/2013 presented to Miss Faiza 6
7/11/2013 presented to Miss Faiza 7
HR Planning
Identify HR
Requirements
Determine numbers ,
levels, and criticality
of vacancies
Chose the resources
and Recruitment
method
Analyze the cost and
time involved
Start implementing
recruitment program
Lay off
Hire & selection
Surplus
Demand
Organization recruitment policy
Job analyze
Factors that affect recruiting
efforts
7/11/2013 presented to Miss Faiza 8
Recruitment policy
7/11/2013 presented to Miss Faiza 9
Recruitment policy
It specifies the objectives of recruitment and
provides a frame work for the implementation
of the recruitment programmed it involves;
1. Enriching the organization’s human
resources by filling vacancies with the best
qualified people.
2. Attitudes towards recruiting handicaps
minoring groups women, friends and
relatives of present employees
3. Promotion from with in
4. Development of organizational system for
implementing the recruitment program and
procedure to be employed.
7/11/2013 presented to Miss Faiza 10
Recruiting sources
7/11/2013 presented to Miss Faiza 11
• A promotion-from-within concept
The internal
search
• A recommendation from a current employee
regarding a job application
• Employee referrals are an excellent means of
locating potential employees for hard to fill
positions
Employee
referrals and
recommendation
• Advertisements
• Employment agencies
assists in matching employees seeking work with
employers seeking works
External
searches
Merits of internal sources
7/11/2013 presented to Miss Faiza 12
Demerits
7/11/2013 presented to Miss Faiza 13
Merits of external sources
7/11/2013 presented to Miss Faiza 14
Demerits
7/11/2013 presented to Miss Faiza 15
Effective recruiting
 The most effective recruiting methods
vary by the numbers of employees in
the company and the industry the
company is in. the most popular
recruiting methods used by employers
in a resent survey includes those
7/11/2013 presented to Miss Faiza 16
Sources of recruiting % of employers using the
sources
Company web site 87%
Internet job sites 82%
In-house referrals 78%
Newspapers and magazines 73%
Colleges and high school 60%
Professional/industry associations 58%
Job fairs 55%
Internships 52%
Headhunters 38%
Radio TV ads 11%
___________________ _______________
7/11/2013 presented to Miss Faiza 17
The Selection process
7/11/2013 presented to Miss Faiza 18
7/11/2013 presented to Miss Faiza 19
When recruitment end selection
starts
7/11/2013 presented to Miss Faiza 20
Selectionprocess
7/11/2013 presented to Miss Faiza 21
Initial screening
Completed application
Background examination if
req.
Medical
Permanent job offer
Reject application
Failed
Passed
Passed
Passed
Passed
Passed
Passed
Interview
Employment test
ConditionalJobOffer
Failed
Failed
Failed
Failed
7/11/2013 presented to Miss Faiza 22
In detail
Cont. . . .
Conditional
job offer
• A tentative job
offer that
becomes
permanent
after certain
conditions are
met.
Background
investigation
• The process of
verifying
information job
candidates
provide
Medical
• An
examination to
determine an
applicant’s
physical
fitness for
essential job
performance
7/11/2013 presented to Miss Faiza 23
To avoid negligent hiring
following step may be
undertaking
• Making a systematic effort to gain relevant
information about the applicants and
verifying all documentation.
• Scrutinizing all information supplied by the
applicant, and following up on unexplained
gaps in employment.
• Rejecting applicants who make false
statements of material facts or who have
conviction records for offenses directly
related and important to the job on
question.
7/11/2013 presented to Miss Faiza 24
Basic testing concept
 Reliability
 Validity
7/11/2013 presented to Miss Faiza 25
Reliability:
The consistency of scores obtained by
the same person when retested with the
identical test or with alternate forms of
the same test.
7/11/2013 presented to Miss Faiza 26
Validity
The accuracy with which a test,
interview and so on measures what it
purpose to measure or fulfills the
function it was designed to fill.
7/11/2013 presented to Miss Faiza 27
Relation between reliability and
validity
7/11/2013 presented to Miss Faiza 28
Questions ?????????
7/11/2013 presented to Miss Faiza 29
Prepared and designed by
Irfan
7/11/2013 presented to Miss Faiza 30

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Recruitment and selection process

  • 1. Recruitment And Selection process Chapter 6,7 7/11/2013 presented to Miss Faiza 1
  • 2. Recruiting & Recruiter  The process of seeking sources for job candidates.  Represents employee to prospective application at colleges and job fairs. 7/11/2013 presented to Miss Faiza 2
  • 3. Recruitment Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations. 7/11/2013 presented to Miss Faiza 3
  • 4. Cont. . .  Recruitment process is to obtain the number and quality of the employees that can be selected in order to help the organization to achieve its goal and objectives.  Recruitment process helps to the management for select the right candidate for the right job from this pool. 7/11/2013 presented to Miss Faiza 4
  • 5. The more applications received, the better the recruiter's chances of finding an individual best suited to the job requirement 7/11/2013 presented to Miss Faiza 5
  • 6. Process of recruitment 7/11/2013 presented to Miss Faiza 6
  • 7. 7/11/2013 presented to Miss Faiza 7 HR Planning Identify HR Requirements Determine numbers , levels, and criticality of vacancies Chose the resources and Recruitment method Analyze the cost and time involved Start implementing recruitment program Lay off Hire & selection Surplus Demand Organization recruitment policy Job analyze
  • 8. Factors that affect recruiting efforts 7/11/2013 presented to Miss Faiza 8
  • 10. Recruitment policy It specifies the objectives of recruitment and provides a frame work for the implementation of the recruitment programmed it involves; 1. Enriching the organization’s human resources by filling vacancies with the best qualified people. 2. Attitudes towards recruiting handicaps minoring groups women, friends and relatives of present employees 3. Promotion from with in 4. Development of organizational system for implementing the recruitment program and procedure to be employed. 7/11/2013 presented to Miss Faiza 10
  • 11. Recruiting sources 7/11/2013 presented to Miss Faiza 11 • A promotion-from-within concept The internal search • A recommendation from a current employee regarding a job application • Employee referrals are an excellent means of locating potential employees for hard to fill positions Employee referrals and recommendation • Advertisements • Employment agencies assists in matching employees seeking work with employers seeking works External searches
  • 12. Merits of internal sources 7/11/2013 presented to Miss Faiza 12
  • 14. Merits of external sources 7/11/2013 presented to Miss Faiza 14
  • 16. Effective recruiting  The most effective recruiting methods vary by the numbers of employees in the company and the industry the company is in. the most popular recruiting methods used by employers in a resent survey includes those 7/11/2013 presented to Miss Faiza 16
  • 17. Sources of recruiting % of employers using the sources Company web site 87% Internet job sites 82% In-house referrals 78% Newspapers and magazines 73% Colleges and high school 60% Professional/industry associations 58% Job fairs 55% Internships 52% Headhunters 38% Radio TV ads 11% ___________________ _______________ 7/11/2013 presented to Miss Faiza 17
  • 18. The Selection process 7/11/2013 presented to Miss Faiza 18
  • 19. 7/11/2013 presented to Miss Faiza 19
  • 20. When recruitment end selection starts 7/11/2013 presented to Miss Faiza 20
  • 21. Selectionprocess 7/11/2013 presented to Miss Faiza 21 Initial screening Completed application Background examination if req. Medical Permanent job offer Reject application Failed Passed Passed Passed Passed Passed Passed Interview Employment test ConditionalJobOffer Failed Failed Failed Failed
  • 22. 7/11/2013 presented to Miss Faiza 22 In detail
  • 23. Cont. . . . Conditional job offer • A tentative job offer that becomes permanent after certain conditions are met. Background investigation • The process of verifying information job candidates provide Medical • An examination to determine an applicant’s physical fitness for essential job performance 7/11/2013 presented to Miss Faiza 23
  • 24. To avoid negligent hiring following step may be undertaking • Making a systematic effort to gain relevant information about the applicants and verifying all documentation. • Scrutinizing all information supplied by the applicant, and following up on unexplained gaps in employment. • Rejecting applicants who make false statements of material facts or who have conviction records for offenses directly related and important to the job on question. 7/11/2013 presented to Miss Faiza 24
  • 25. Basic testing concept  Reliability  Validity 7/11/2013 presented to Miss Faiza 25
  • 26. Reliability: The consistency of scores obtained by the same person when retested with the identical test or with alternate forms of the same test. 7/11/2013 presented to Miss Faiza 26
  • 27. Validity The accuracy with which a test, interview and so on measures what it purpose to measure or fulfills the function it was designed to fill. 7/11/2013 presented to Miss Faiza 27
  • 28. Relation between reliability and validity 7/11/2013 presented to Miss Faiza 28
  • 30. Prepared and designed by Irfan 7/11/2013 presented to Miss Faiza 30