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Recruitment and Selection

Recruitment and selection involves attracting qualified candidates for jobs and choosing competent employees. It indicates organizational growth and profitability prospects. The process includes pre-recruitment activities like determining if a new hire is justified, job analysis to create descriptions and specifications, and analyzing the labor market. Selection discriminates between candidates based on ability and suitability using valid and job-related criteria. It involves screening applications, shortlisting, interviews, and tools like tests and assessments to identify the best candidates for success.

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Amit Joshi
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17 views

Recruitment and Selection

Recruitment and selection involves attracting qualified candidates for jobs and choosing competent employees. It indicates organizational growth and profitability prospects. The process includes pre-recruitment activities like determining if a new hire is justified, job analysis to create descriptions and specifications, and analyzing the labor market. Selection discriminates between candidates based on ability and suitability using valid and job-related criteria. It involves screening applications, shortlisting, interviews, and tools like tests and assessments to identify the best candidates for success.

Uploaded by

Amit Joshi
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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RECRUITMENT AND

SELECTION
RECRUITMENT ?

 is the process which aims to attract suitably


qualified candidates for a job from which it is
possible to select a competent person
• IT IS THE INDICATATION THAT THE ORGANISATION IS GROWING
ORGANICALLY

• AN INDICATATION THAT ORGANISATION WANTS GROWTH

• AN INDICATATION THAT ORGANISATION WANTS TO INCREASE


PROFITABILITY

• IT GIVES THE IDEA ABOUT THE LONG TERM PROSPECTIVE OF THE


ORGANISATION

• IT ALSO TELLS US ABOUT THE PRESENT SCENERIO OF THE ORG.


Pre-recruitment activity:
ELEMENT 1
1. Is there a prima facie case for recruitment?
 Is there actually a job to be done or can
elements be distributed, eliminated or
achieved through alternative means, e.g.
contracting out?
 Can the budget handle it?
 Do workload predictions justify recruitment?
 Does the hiring fit in with the business plan?
ELEMENT 2
 Job analysis:-

It is a process of collecting information about a


job. Its outputs are job descriptions and
person specifications.
ELEMENT 3
Analysing the labour market

The identified pool of potential employees


from which it is possible to attract candidates
of required calibre for a specific job
Selection

 A discrimination decision based on ability and


suitability of the candidate. The
discrimination should be based on criteria
which are valid and job-related
SELECTION--- CRITERION
STAGE 1
 ELEMINATION & REDUCTION

STAGE 2
 SELECTION
1. VALIDITY and RELIABILITY
STAGE 1
 SCREENING VIA APPLICATION FORMS

SHORT LISTING

 TELEPHONIC INTERVIEW
STAGE 2
 VALIDITY & RELIABALITY

strength of the relationship between a predictor


of performance and a criterion of
performance, e.g.
SELECTION TOOLS
 STRUCTURED INTERVIEWS
 UNSTRUCTURED INTERVIEWS
 ABILITY TESTS
 ASSESMENTE CENTERS( NEW RECRUITS)
 BIO DATA
 PERSONALITY TESTS
 ATTITUDE
SUCCESS??????
THANK YOU

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