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361034519-15784511-Presentation-Recruitment-and-Selection-Process-ppt.ppt
- 2. Recruitment Recruitment Once anorganization identifies its Once an organization identifies its human resource needs through human resource needs through employment planning, it can begin the employment planning, it can begin the process of recruiting potential process of recruiting potential candidates for actual or anticipated candidates for actual or anticipated organizational vacancies. organizational vacancies. Recruiting is the process of discovering Recruiting is the process of discovering potential candidates for actual or potential candidates for actual or anticipated organizational vacancies. anticipated organizational vacancies.
- 3. What is Recruiting? •Successful human resource planning designed to identify an organizations human resource needs. •Once these needs are known an organization will do something to meet them •Staffing function assume that demand for certain skills, knowledge and abilities is greater than the current supply then recruiting is necessary
- 4. Recruiting Goals Toprovide information that will attract a significant pool of qualified candidates and discourage unqualified ones from applying.
- 5. Internal Search Internal Search Organizationsmay attempt to develop their own Organizations may attempt to develop their own employees for positions beyond the lowest level. It employees for positions beyond the lowest level. It can occur though internal search. There are several can occur though internal search. There are several advantages of it advantages of it » It establishes good public relations It establishes good public relations » It builds morale It builds morale » It encourages individuals who are ambitious It encourages individuals who are ambitious » It can be good selection because information about the individual It can be good selection because information about the individual available available » It is less costly It is less costly » Those choose knows the organization Those choose knows the organization » Promotion within can act as training device Promotion within can act as training device
- 6. INTERNAL RECRUITMENT INTERNAL RECRUITMENT Whenrecruitment occurs from existing employees When recruitment occurs from existing employees then it is internal recruitment. then it is internal recruitment. EXTERNAL RECRUITMENT When recruitment occurs excluding existing employees then it is external recruitment.
- 7. Some advantages of Someadvantages of internal recruitment internal recruitment All information on current All information on current employees can be available employees can be available selection less costly selection less costly positions filled up faster positions filled up faster
- 8. Some advantages ofinternal Some advantages of internal recruitment recruitment (contd..) (contd..) internal promotion can be internal promotion can be motivator signaling that good motivator signaling that good performance are rewarded. performance are rewarded. candidates already familiar with candidates already familiar with organization norms etc., which organization norms etc., which helps to save time and expenses helps to save time and expenses for induction for induction
- 9. Disadvantages of Internal Disadvantagesof Internal recruitment recruitment Utilize internal inferior sources while Utilize internal inferior sources while excellent candidates may be available excellent candidates may be available outside outside Occasionally it is necessary to bring new Occasionally it is necessary to bring new blood to broaden current ideas, knowledge blood to broaden current ideas, knowledge and enthusiasm and enthusiasm In many organizations it is standard practice In many organizations it is standard practice to open the new job to compete to open the new job to compete
- 10. External Searches External Searches Advertisements – where the advertisement Advertisements – where the advertisement is placed. is placed. Blind box advertisement –where there is no Blind box advertisement –where there is no specific identification of the organization specific identification of the organization Job analysis process is the basic source of Job analysis process is the basic source of information information
- 11. Employment Agencies Employment Agencies Public organization: manpower bureau, Public organization: manpower bureau, overseas employment services overseas employment services Private employment agencies : manpower Private employment agencies : manpower recruitment firms recruitment firms Management consultants: Manpower Management consultants: Manpower Associates, Report Bangladesh Associates, Report Bangladesh
- 12. Educational institutions Educationalinstitutions at all levels offer at all levels offer opportunities for recruitment opportunities for recruitment Professional organizations Professional organizations e.g. Engineering e.g. Engineering Institute, Institute of Chartered Accountants Institute, Institute of Chartered Accountants Unsolicited applicants Unsolicited applicants some organization some organization keep inventories of such applications and call keep inventories of such applications and call them as and when necessary them as and when necessary Referrals and recommendations Referrals and recommendations from other from other sources sources Other Forms of Recruitment
- 13. Cyberspace or online Cyberspaceor online Internet recruitment through websites Internet recruitment through websites Many companies are having their websites Many companies are having their websites which become natural source of recruitment which become natural source of recruitment It can provide detail about the organization It can provide detail about the organization for attracting large number of employees for attracting large number of employees Aggressive candidates are also using Aggressive candidates are also using internet for their job candidacy internet for their job candidacy It is low cost unprecedented source It is low cost unprecedented source
- 14. Some advantages ofExternal Some advantages of External recruitment recruitment Import new ideas Import new ideas Reduce employee training and Reduce employee training and development, particularly if they have development, particularly if they have been trained elsewhere been trained elsewhere Hiring outsider can indicate a change Hiring outsider can indicate a change of business outlook of business outlook Internal person may not be available Internal person may not be available
- 15. A journey tobest recruitment A journey to best recruitment Best recruitment requires some steps to Best recruitment requires some steps to follow up properly. Some steps should follow up properly. Some steps should follow for the best recruitment and selection follow for the best recruitment and selection process are.. process are..
- 16. Advertisement Advertisement Indicating qualification Indicatingqualification Skills Skills Competencies Competencies Other relevant information Other relevant information Brief job summary Brief job summary nature of jobs nature of jobs place of posting place of posting compensation packages compensation packages Professional references Professional references
- 17. Screening Applications Screening Applications Based on qualitative or quantitative short listing Based on qualitative or quantitative short listing service record should be consulted before short service record should be consulted before short listing internal candidates. listing internal candidates. consideration may be given for gender/diversity consideration may be given for gender/diversity balance balance screening process may be conducted in accordance screening process may be conducted in accordance with benchmark (required skills, competencies, with benchmark (required skills, competencies, education and experiences) for each position. education and experiences) for each position.
- 18. Written test Written test must set questions by taking inputs from interview must set questions by taking inputs from interview panel. panel. final question should prepare and write out by final question should prepare and write out by trusted person. trusted person. confidentiality must be ensured confidentiality must be ensured type of questions will depend on the level of type of questions will depend on the level of position, position, generally, questions should be on core business, generally, questions should be on core business, on management-related issues and job specifies. on management-related issues and job specifies.
- 19. Work Simulations Work Simulations verbal or physical activities that replicate verbal or physical activities that replicate actual work. actual work. must be specific to job must be specific to job Example could be to ask the candidate to Example could be to ask the candidate to conduct a meeting in a participatory manner conduct a meeting in a participatory manner or interact with customer or beneficiaries. or interact with customer or beneficiaries.
- 20. Interview panel Interview panel may consist of 3 to 5 experience persons. may consist of 3 to 5 experience persons. have adequate knowledge have adequate knowledge have specific skills and competencies have specific skills and competencies at least one woman may participate at least one woman may participate line manager or his/her designate and HRM line manager or his/her designate and HRM representative’s participation is mandatory. representative’s participation is mandatory.
- 21. Practical test orDemonstration Practical test or Demonstration positions like driver, technicians, positions like driver, technicians, electricians etc required practical test. electricians etc required practical test. sometimes educational qualification is sometimes educational qualification is considered for better performer. considered for better performer.
- 22. Interview Interview It generallyoccurs after written test It generally occurs after written test Could be on an individual basis Could be on an individual basis or could be with a panel or could be with a panel a grading system may apply for each a grading system may apply for each question question
- 23. Don’ts Don’ts Interview whenworried, upset, ill or under Interview when worried, upset, ill or under stress stress Hold the interview in a noisy place Hold the interview in a noisy place Keep applicants waiting unnecessarily Keep applicants waiting unnecessarily Give the impression of being abrupt or harsh Give the impression of being abrupt or harsh Allow outside interruptions Allow outside interruptions Seek information you already have Seek information you already have
- 24. Panels for futurevacancies Panels for future vacancies panels of suitable applicants should be panels of suitable applicants should be preserved from which future smilar preserved from which future smilar vacancies can filled which may reduce the vacancies can filled which may reduce the cost of recruitment cost of recruitment
- 25. Some more recruitementsteps are.. Some more recruitement steps are.. Notifying Unsuccessful Applicants Notifying Unsuccessful Applicants Reference Check Reference Check Medical Tests Medical Tests Salary negotiation Salary negotiation Interview Records Interview Records Appointment Letter Appointment Letter
- 26. Not team Player Problems with co/workers Un-Professional Partof the problem Not the solution Not my job syndrome Lacks Skills to do the job Bad Hire Five effects of Bad recruitment
- 27.
- 28. Present recruitment andselection practice (in Present recruitment and selection practice (in Bangladesh): Bangladesh): Bribe in the name of donation Bribe in the name of donation Biased recruitment Biased recruitment Unfair selection Unfair selection Quota based recruitment Quota based recruitment Unwillingness to recruit female candidates Unwillingness to recruit female candidates Political recruitment Political recruitment Recruitment biased by religion, groups and Recruitment biased by religion, groups and ethnic priority ethnic priority Not following a standard system Not following a standard system
- 29. Recommendation Recommendation Be clearabout what you want Be clear about what you want Use a thorough recruitment process Use a thorough recruitment process Advertise carefully Advertise carefully Interview thoroughly Interview thoroughly Assess appropriately Assess appropriately Always recruit the right person for the job Always recruit the right person for the job Pre screening may be outsourcing Pre screening may be outsourcing
Editor's Notes
- #26 Bad hiring effects in the organisations