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Selection Process ppt.pptx

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Selection Process ppt.pptx

  1. 1. SELECTION PROCESS
  2. 2. SELECTION PROCESS Choosing the best applicant with the necessary skills and qualities to fill the position in the business. A complicated one that takes a long time. It involves a series of steps before the final selection.
  3. 3. STEPS IN SELECTION PROCESS Application – Following the announcement of a job opportunity, candidates apply for the positions that best fit them. Screening and Pre- selection –The objective of this second step is to narrow down the pool of candidates from a big number to a manageable group. Interview – The interview provides information on a person's verbal correctness and social skills.
  4. 4. STEPS IN SELECTION PROCESS Assessment-The full assessment usually is more accurate as this helps the organization to check the candidate well. Reference And Background Check- The importance step is the reference check, which confirms the candidate's information. Decision- The decision to select the ideal applicant with the most future potential for the company comes next. Job Offer and Contract – After making a decision, the candidate must accept the offer, often known as the contract.
  5. 5. Selection is a key aspect of the organisation. identifies the best applicants for the business. aids in preventing applicants' false positives and negatives. IMPORTANCE OF SELECTION
  6. 6. METRICS TO ASSESS EFFECTIVENESS OF SELECTION PROCESS Evaluate the overall effectiveness of our selecting process using metrics. Measurements offer deeper understanding of the performance and business effect of a company's selection process compared to the other metrics used to evaluate selection process techniques.
  7. 7. TIME TO HIRE Tells you how many days pass between the beginning of the hiring process and the time a candidate is hired. Tip: Measure the amount of time it takes to transfer applicants from one step to the next in your hiring process to determine how to effectively optimise your time to hire. You'll be able to take action if you can pinpoint exactly where your hiring staff is devoting excessive time or effort.
  8. 8. COST PER HIRE
  9. 9. Tip: Building a talent pipeline, allowing employee referrals, using social media to build a strong employer brand, and using an applicant tracking system (ATS) to streamline and expedite your recruitment process are just a few of the strategies you can use to lower your cost per hire and optimise the hiring process. COST PER HIRE
  10. 10. QUALIFIED CANDIDATES PER OPENING Any applicant who advances to the following stages of the hiring process after passing the application screening procedure is referred to as a "qualified candidate.” It's crucial to track this indicator because it provides employers the chance to develop new tactics for drawing better candidates to their funnel if they realise they are luring too many unsuitable applicants and finding it difficult to fill positions. Simply divide the number of applicants chosen for an interview by the number of candidates offered to the hiring manager to arrive at the qualified candidates per opening. Tip: You need to reassess your recruiting and advertising strategies if you want more quality applicants to apply to your organisation.
  11. 11. SOURCING CHANNEL EFFECTIVENESS Tip: Given that there are many alternatives for finding applicants, it's crucial to try them all and determine which ones work best.
  12. 12. QUALITY OF HIRE Since it gauges the value that new recruits add to an organisation, quality of hire is at the top of the list of helpful performance KPIs for the majority of businesses. Results in lower turnover, more productivity, a better workplace culture, and greater overall success for the business. You can monitor the state of your employment base by consistently tracking the quality of hires. Tip: Alignment with leadership is necessary to identify the elements of a great hire for your business and to establish the tactics that will assist you in selecting the best candidates.
  13. 13. OFFER-ACCEPTANCE RATE This indicator is crucial for assessing the success of your talent acquisition strategy. The proportion of job offers that are actually accepted might give you a decent idea of how effective your hiring procedures are. Tip: Ask applicants why they were rejected, specifically by using a poll.
  14. 14. SATISFACTION RATE Although it's sometimes overlooked, candidate satisfaction scores provide you with insight into how they feel about your hiring procedure. You can use surveys of potential hires and new employees to gauge it. Tip: To get more information, create a brief and simple survey that just asks about the most important components of candidate satisfaction with the hiring process. Remember to respect the candidates' privacy as well. In order to enhance your selection process strategy and consistently and successfully attract and hire the finest personnel, you need to evaluate it using a data- driven approach. This will provide you with a more comprehensive understanding of how talent acquisition is affecting your company plan.
  15. 15. THANK YOU

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