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“is the process of searching for prospective employees and stimulating and encouraging them to
apply for jobs in an organization… Flippo.
Recruitment Process
2. Strategy Development: (Knowing How many & What type of Recruits Needed) Serious
consideration given to: i. ‘Make or Buy’, ii. Technological Sophistication of Rec-Selection
Devices, iii. Where to Look, iv. Sources of recruitment (Internal, External):
i. ‘Make or Buy’ Decision: Orgn to Decide: *Make = Hire Less Skilled & Invest in Trg-Dev-Prog
OR *Buy = Hire Skilled & Professionals. Bought-Employees begin immediately while Made-Ones
Late-Starters. High Remuneration Demand (Buy) may outweigh Benefits
iii. Where to Look. Generally Orgn look to National for professional/ managerial, Regional/Local
for Techiees & Local for Blue-collared.
iv. Sources of recruitment (Internal, External): Refer Figure. Read PTU or Notes from
Aswathappa [ Pages 137-146, Provided P 133-150].
3. Searching: Once Recruitment Plan & Strategy are worked out, Search Process begins
Search Process Has Two Steps: *Source Activation; *Selling . *Source Activation: Sources &
Search Methods are activated once Employee Requisition Issued & Verified By Line Managers
If Sources & Method are Well-Planned, Actuation results in Flooded Applications.
Applicant are screened & invited for Interview
. *Selling: It concerns communications. Organization Does the lot to Attract but Control to Over-
Sell In selling the Orgn, both [Message (advertisement) & Media) deserve Attention.
Effectiveness of any Rec-Advertisement depends on High & low credibility of Media.
4. Screening: Refers to removal of visibly unqualified. Effective removal, Saves Time & Money.
Ensure Potentially Good Employees R not Lost, Women/ minorities to meet full consideration.
Techniques to screen vary. Interviews/ Application Blanks screen-out Walk-ins. Campus
Recruiters use Interviews/ Résumés.
5. Evaluation & Control: Recruitments consume several costs (salaries, Mgt & Professionals’
Time, Advertisement/ Agency Fees, Supporting Literature, Recruitment Overheads &
Administration Expenses etc). Evaluation necessary to question if methods are valid & Process is
effective. Statistical Information on Advertisement cost, Recruitment-Process-Time, and
Suitability of candidates in selection process Be Gathered & Evaluated. But these are seldom
done.
Selection
Selection:
While Recruitment refers to process identifying & Encouraging Prospective employees,
Selection is a process of picking individuals (out of the pool of job applicants) with requisite
qualifications & competence to fill jobs in Organisation. Recruitment Attracts Many But Selection
seeks to eliminate as many Unqualified. The key to employee selection is ‘to chose those who
are most likely to Perform their jobs with max-effectiveness & tend to remain with the Orgn.
The role is crucial step in HRPr for Two Reasons: 1.To improve Work Performance the best way
is to hire ‘A Willing & A Competent to work’. Inappropriate choice demoralizes the chosen & de-
motivates the rest of Work-force.2. Cost of Rec-Selection is voluminous.
Definitions
“is a process of differentiating between applicants in order to identify ( and hire) those with a
greater likelihood of success in a job”… Stone.
“the hiring process is of one or many ‘go-no-go’ gauges. Candidates are screened by the
employer and the short-listed applicants go on to the next hurdle, while the unqualified are once
eliminated.”…Yoder.