Recruitment & Selection. Recruitment process in Organization. Selection Process in Organization

2. PRESENTED BY
 ZUBAIR AFZAL 52-FMS/BSAF/S-16
 MUZAMMIL BHATTI 6245-FMS/MBA/F-13

3. RECRUITMENT
& SELECTION
IN
ORGANIZATION

5. WHAT IS RECRUITMENT?
 Recruitment is the process of searching the
candidates for employment and stimulating them to
apply for jobs in the organization.
 Recruitment is the activity that links the employers
and the job seekers.
 A process of finding and attracting capable applicants
for employment.

6. TYPES OF RECRUITMENT
 Internal Recruitment
 External recruitment

7. INTERNAL RECRUITMENT
It is a recruitment which takes place within the
concern or organization.
Internal recruitment may lead to increase in
employee’s productivity as their motivation level
increases. It also saves time, money and efforts. But
a drawback of internal recruitment is that it refrains
the organization from new blood. Also, not all the
manpower requirements can be met through internal
recruitment. Hiring from outside has to be done.

9. SOURCES OF INTERNAL RECRUITMENT
 Transfers
Transfer involves shifting of persons from
present jobs to other similar jobs. These do not involve any
change in rank, responsibility.
 Promotions (through Internal Job Postings)
Promotions refer to shifting of persons to
positions carrying better prestige, higher responsibilities and
more pay.
 Re-employment of ex-employees
Former employees who had performed well
during their tenure may be called back, and higher wages and
incentives can be paid to them.

10. BENEFITS OF INTERNAL RECRUITMENT
1. The existing employees get motivated.
2. Cost is saved as there is no need to give
advertisements about the vacancy.
3. It builds loyalty among employees towards the
organization.
4. Training cost is saved as the employees already
know about the nature of job to be performed.
5. It is a reliable and easy process.

11. LIMITATIONS OF INTERNAL SOURCES OF RECRUITMENT
1. Young people with the knowledge of modern
technology and innovative ideas do not get the
chance.
2. It brings the morale down of employees who do not
get promotion or selected.
3. It may leads to encouragement to favoritism.

12. EXTERNAL RECRUITMENT
An external source involves recruiting candidates
externally for better performance. External employees
always feel young and innovative for new companies,
more active enough to find business problems and fix
it. Though recruiting external candidates might be
tougher but it has more positive effect on business
compared to internal source.

14. SOURCES OF EXTERNAL RECRUITMENT
 Advertisement
It is a method of recruitment frequently
used for skilled workers, clerical and higher staff.
Advertisement can be given in newspapers and
professional journals. These advertisements attract
applicants in large number of highly variable quality.
 Employment Exchanges
People register themselves with
government employment exchanges with their personal
details. According to the needs and request of the
organization, the candidates are sent for interviews.

15.  Factory Gates
Certain workers present themselves at
the factory gate every day for employment. The
desirable candidates are selected by the first line
supervisors. The major disadvantage of this system is
that the person selected may not be suitable for the
vacancy.
 Labor Contractors
These are the specialist people who
supply manpower to the Factory or Manufacturing
plants. Through these contractors, workers are
appointed on contract basis, i.e. for a particular time
period. Under conditions when these contractors
leave the organization, such people who are
appointed have to also leave the concern.

16.  Campus Recruitment
There are certain professional Institutions
which serves as an external source for recruiting fresh
graduates from these institutes. This kind of recruitment
done through such educational institutions, is called as
Campus Recruitment. They have special recruitment cells
which helps in providing jobs to fresh candidates.
 Walk in interviews
These interviews are declared by companies
on the specific day and time and conducted for selection.
 E-Recruitment
Various sites such as jobs.com, naukri.com,
and monster.com are the available electronic sites on
which candidates upload their resume and seek the jobs.

17. BENEFITS OF EXTERNAL SOURCES OF RECRUITMENT
1. New talents get the opportunity.
2. The best selection is possible as a large number of
candidates apply for the job.
3. In case of unavailability of suitable candidates within
the organization, it is better to select them from
outside sources.

18. LIMITATIONS OF EXTERNAL SOURCES OF RECRUITMENT
1. Skilled and ambitious employees may switch the
job more frequently.
2. It gives a sense of insecurity among the existing
candidates.
3. It increases the cost as advertisement is to be
given through press and training facilities to be
provided for new candidates.

19. RECRUITMENT PROCESS
1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making

20. RECRUITMENT PROCESS

21. SELECTION
 Selection is the process of differentiating between
applicants in order to identify and hire those with
a greater likelihood of success on the jobs.
 It is the functions perform by the management of
selecting the right employees at the right time After
identifying the sources of human resources, searching
for prospective employees and stimulating them to
apply for jobs in an organization.
 The objective of the selection decision is to choose
the individual who can most successfully perform the
job from the pool of qualified candidates.

22. IMPORTANCE OF RECRUITMENT AND SELECTION
 Helps to get a proper candidate.
 Help to increase success rate.
 Helps to increase organization and individual
effectiveness.

23. WHY RECRUITMENT IS IMPORTANT?
When an organization chooses the right people for
the job, train them well and treat them properly, then
these people do not only produce good results, but
will stay with the organization for longer. An
organization may have all of the latest technology, but
if it does not have the right people to source then they
will struggle to achieve results.

24. CONCLUSION
The Purpose and Importance of Recruitment and
selection
 Attract and encourage candidates.
 Create a talent pool.
 Determine present and future requirements.
 links the employers with the employees.
 Increase the pool of job candidates