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PROCESS
AND
SOURCES
TANU GAUTAM
MBA I SEM
15D009
RECRUITMENT
PROCESS
3.
4.
5.
6.
7.
Identify vacancy
Prepare job description and
personnel specification
Advertising the vacancy
Managing the response
Short listing
Arrange interviews
Conducting interviews and
decision making
Posts to be filled
Number persons required
Duties to be performed
Qualifications required
PERSONNEL
SPECIFICATION
Physical characteristics
Attainments
General intelligence
Specific aptitude
Interests
Circumstances
SHORT-LISTING
It is an exercise that seek to identify a manageable size of
applicants who are best suited to fill the position successfully
from whose ranks the most suitable candidates are to be
selected.
The principles that apply to the screening process are:
A fair set of short listing criteria applies.
Applicant should be clear on the criteria that apply.
The criteria applies to all applicants in a consistent manner.
The various activities of the short listing process should be
documented and put on record.
Benefits of short listing:
It provides the objectivity and openness.
It provides responsible and accountable actions.
It provides easy monitoring and control.
It provides for instant record keeping.
ARRANGING THE
INTERVIEW WITH THE
SELECTED CANDIDATES
Here the arrangements regarding
the interview is done.
CONDUCTING THE
INTERVIEW AND DECISION
The recruitmentMAKING
process is immediately
followed by the selection process i.e. the
final interview, the decision making
conveying the decision and the
appiontment formalities.
INTERNAL SOURCES
ADVANTAGES INTERNAL
RECRUITING
Improves morale
of promoted employees
ISSUES IN INTERNAL
RECRUITMENT
Limited pool of candidates.
Availability of suitable persons is less.
Filling a gap in one department may
create a more critical gap in another.
EXTERNAL SOURCES
Employee referrals
Walk-ins
Placement agencies
Advertising in news papers and magazines
Professional associations
Educational associations
E- Recruitment
Hiring fairs
Radio and tv
IMPLEMENTING EXTERNAL
RECRUITING
Friends/relatives of current
employees
Networking
ADVANTAGES OF
EXTERNAL RECRUITMENTS
Bring new talent ,new ideas into
company.
Enables recruiter to find out competing
companies.
Avoid politics of internal recruiting.
Reinforces positive aspects of a
company.
Serves as a form of advertising.
ISSUES IN EXTERNAL
RECRUITING
Difficult to find a good fit with
companys culture.
May create morale problems if no
opportunities for current staff.
Orientation takes longer .
Lower productivity in short run.
Conflict with internal and external
recruits.
THANK YOU