Selection and Recruitment.

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HRM

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Selection and Recruitment :

Selection process is a series of specific steps used to decide which recruits should be hired. The process begins when recruits apply for employment and ends with the hiring decision. Recruiting and selection are combined and called the “employment function” in many HR departments. Process by which an organization chooses from a list of applicants the person or persons who best meet the selection criteria for the positions available, considering the current environment conditions. Selection and Recruitment

Difference : Recruitment & selection:

RECRUITMENT SELECTION To attract maximum number To choose best out of the of candidates. available candidates. It creates application pool It is a rejection process as large as possible. where few are selected. Techniques are not very Highly specialized techniques intensive. are required. Outcome is application Outcome is the candidate who pool. is offered job. Difference : Recruitment & selection

PowerPoint Presentation:

Selection Process Initial Screening Employment Test Employment Interview Reference Verification Panel/Supervisory Interview Employment Offer Medical Test Realistic Job Previews Hiring Decision

Steps in the Selection Process:

Screening of applications Employment test Selection interview Reference & background checks Medical evaluation Supervisory interview Realistic job preview RJP Hiring decision Steps in the Selection Process

Steps in the Selection Process:

Advertisement Employment agencies On campus recruitment Deputation Employee recommendations Labor unions Gate hiring Steps in the Selection Process

Employment test “Testing Tools & Cautions”:

Psychological test Knowledge test Performance test Graphic response test Attitude and honesty test Medical test Employment test “Testing Tools & Cautions”

Selection Interview “Types of Interviews”:

Unstructured interview Structured interview Mixed interview Behavioral interview Stress interview Selection Interview “Types of Interviews”

Hiring Interviews:

Structured Interviews Interviews in a proper format Asked through information gathered from job analysis information Hiring Interviews

PowerPoint Presentation:

Unstructured Interviews: no predetermined script or protocol Any thing related or not related to the job No prescribed format

PowerPoint Presentation:

Behavioral description interviews (BDI): ask participants to relate actual incidents from their past relevant work experience to the job they are applying for. Think about you past job and tell us a time where you have committed a mistake? What was your response to the mistake? What was the nature of the mistake?

PowerPoint Presentation:

Situational Interviews: encourage applicants to respond to hypothetical situations they may encounter on the job for which they applied. What if you are in a situation that to achieve your sales target the whole seller are asking for high commission instead of company policy? What will you do under these circumstances?

Stress Interview:

A special type of interview designed to create anxiety and put pressure on the applicant to see how the person responds. In a stress interview, the interviewer assumes an extremely aggressive and insulting posture. Those who use this approach often justify its use with individual who will encounter high degrees of stress on the job, such as a consumer complaint clerk in a department store or an air traffic controller. The stress interview is a high-risk approach for an employer. Consequently, an applicant that the organization wishes to hire might turn down the job offer. Even so, many interviewers deliberately put applicants under stress. Stress Interview

Who Conducts Interviews?:

Who Conducts Interviews?

Conducting Effective Interviews:

Interviewers should be carefully selected and trained properly Preparation of Interview Plan Break ice-Put interviewer at ease Listen Carefully Record the facts immediately after interviews Evaluate effectiveness of interviewing process Conducting Effective Interviews

RECRUITMENT AND SELECTION FRAMEWORK:

Assess the need for the job and ensure adequate funding Review the job description to ensure that it meets the present and future requirements Design the selection process ( utilize search committee process if applicable) Draft the advertisement and select the advertising media Short list using the person specification only Interview and test short-listed candidates Validate references, qualifications and background checks Make appointment RECRUITMENT AND SELECTION FRAMEWORK

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