RECRUITMENT AND SELECTION

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Considered as most important asset to any organization.

RESOURCES

It is a process of sourcing, screening, shortlisting and selecting the right candidates for the required vacant positions.

RECRUITMENT AND SELECTION

An important operation in HRM, designed to maximize employee strength in order to meet the employer's strategic goals and objectives.

RECRUITMENT AND SELECTION

It is a core function of Human Resource Management.

RECRUITMENT Signup and view all the answers

Process of choosing the right person for the right position and at the right time. It also refers to the process of attracting, selecting, and appointing potential candidates to meet the organization’s resource requirements.

RECRUITMENT Signup and view all the answers

Process of identifying, screening, shortlisting and hiring potential resource for filling up the vacant positions in an organization.

RECRUITMENT Signup and view all the answers

It affects the recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations.

SIZE OF ORGANIZATION Signup and view all the answers

Is an important function of the Human Resource Management in an organization, and it is governed by a mixture of various factors.

RECRUITMENT Signup and view all the answers

Organizations having a good positive image in the market can easily attract competent resources. Maintaining good public relations, providing public services, etc., definitely helps an organization in enhancing its reputation in the market, and thereby attract the best possible resources.

IMAGE OF ORGANIZATION Signup and view all the answers

Are those that cannot be controlled by an organization

EXTERNAL FACTORS Signup and view all the answers

Recruitment process also count the cost to the employer, thats why organizations try to employ/outsource the source of recruitment which will be cost effective to the organization for each candidate.

COST INVOLVED IN RECRUITMENT Signup and view all the answers

Related to the attributes of potential employees such as their age, religion, literacy level, gender, occupation, economic status, etc.

DEMOGRAPHIC FACTORS Signup and view all the answers

Controls the hand and supply of labor. For example, if the supply of people having a specific skill is less than the demand, then the hiring will need more efforts. On the other hand, if the demand is less than the supply, the hiring will be relative easier.

LABOR MARKET Signup and view all the answers

If this is high in a specific area, hiring of resources will be simple and easier, as the number of applicants is very high. In contrast, if the unemployment rate is low, then recruiting tends to be very difficult due to less number of resources.

UNEMPLOYMENT RATE Signup and view all the answers

It reflect the social and political environment of a market, which are created by the central and state governments. These laws dictate the compensation, working environment, safety and health regulations, etc., for different types of employments. As the government changes, the laws too change.

LABOR LAWS Signup and view all the answers

Job reservations for different castes such as STs, SCs, OBCS are best examples of this external factor. These considerations, passed by government, will have a positive or negative impact on the recruitment policies of the

LEGAL CONSIDERATIONS Signup and view all the answers

When organizations in the same industry are competing for the best qualified resources, there is a need to analyze the competition and offer the resources packages that are best in terms of industry standards

COMPETITORS Signup and view all the answers

INTERNAL FACTORS

SIZE OF THE ORGANIZATION RECRUITMENT POLICY IMAGE OF ORGANIZATION IMAGE OF JOB COST INVOLVED IN RECRUITMENT Signup and view all the answers

EXTERNAL FACTORS

DEMOGRAPHIC FACTORS LABOR MARKET UNEMPLOYMENT RATE LABOR LAWS LEGAL CONSIDERATIONS COMPETITORS Signup and view all the answers

FACTORS AFFECTING RECRUITMENT POLICY

NEED OF THE ORGANIZATION ORGANIZATIONAL OBJECTIVES PREFFERED SOURCES OF RECRUITMENT GOVERNMENT POLICIES ON RESERVATIONS PERSONNEL POLICIES OF THE ORGANIZATION AND ITS COMPETITORS Signup and view all the answers

PURPOSE OF RECRUITMENT

• It determines the current and future job requirement. • It increases the pool of job at the minimal cost. • It helps in increasing the success rate of selecting the right candidates. • It helps in reducing the probability of short term employments. • It meets the organization’s social and legal obligations with regards to the work force. • It helps in identifying the job applicants and selecting the appropriate resources. • It helps in increasing organizational effectives for a short and long term. • It helps in evaluating the effectiveness of the various recruitment techniques. • It attracts and encourages the applicants to apply for the vacancies in an organization. • It determines the present futures requirements of the organization and plan according. • It links the potential employees with the employers. • It helps in increasing the success ratio of the selection process of prospective candidates. • It helps in creating a talent pool of prospective candidates, which enables in selecting the right candidates for the right job as per the organizational needs. Signup and view all the answers

Recruiting from internal sources and external also affect the recruitment process. It determines the destinations or enlistment and gives a structure to usage of recruitment program.

RECRUITMENT POLICY Signup and view all the answers

Just like the image of organization, this plays a critical role in recruitment. Jobs having a positive image in terms of better remuneration, promotions, recognition, good work environment with career development opportunities are considered to be the characteristics to attract qualified candidates.

IMAGE OF JOB Signup and view all the answers

IMPORTANCE OF RECRUITMENT

<ol> <li>NEED OF THE ORGANIZATION</li> <li>ORGANIZATIONAL OBJECTIVES</li> <li>PREFFERED SOURCES OF RECRUITMENT</li> <li>GOVERNMENT POLICIES ON RESERVATIONS</li> <li>PERSONNEL POLICIES OF THE ORGANIZATION AND ITS COMPETITORS</li> <li>RECRUITMENT COSTS AND FINANCIAL IMPLICATIONS</li> </ol> Signup and view all the answers

HOW RECRUITMENT AND SELECTION PRACTICES DIFFER BETWEEN LARGE CORPORATIONS AND SMALL TO MEDIUM-SIZED ENTERPRISES (SMES)?

"Large corporations have more resources, a hierarchical structure, and more formalized process while SMES have flatter structure and a more informal approach. " "SMES have shorter recruitment cycles and prioritize cultural fit, while Larger Corporations may place more emphasis on technical skills and experience. " Signup and view all the answers

WHAT ARE THE CURRENT TRENDS IN RECRUITMENT AND SELECTION PRACTICES IN VARIOUS INDUSTRIES?

The recruitment and selection practices in various industries are evolving, with some common trends being the use of technology, employer branding, diversity and inclusion, data-driven decision making, remote hiring, skill-based hiring, employee referrals , and continuous learning and development. Signup and view all the answers

RECRUITMENT AND SELECTION

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Questions and Answers

Considered as most important asset to any organization.

It is a process of sourcing, screening, shortlisting and selecting the right candidates for the required vacant positions.

An important operation in HRM, designed to maximize employee strength in order to meet the employer's strategic goals and objectives.

It is a core function of Human Resource Management.

Process of choosing the right person for the right position and at the right time. It also refers to the process of attracting, selecting, and appointing potential candidates to meet the organization’s resource requirements.

Process of identifying, screening, shortlisting and hiring potential resource for filling up the vacant positions in an organization.

It affects the recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations.

Is an important function of the Human Resource Management in an organization, and it is governed by a mixture of various factors.

Organizations having a good positive image in the market can easily attract competent resources. Maintaining good public relations, providing public services, etc., definitely helps an organization in enhancing its reputation in the market, and thereby attract the best possible resources.

Are those that cannot be controlled by an organization

Recruitment process also count the cost to the employer, thats why organizations try to employ/outsource the source of recruitment which will be cost effective to the organization for each candidate.

Related to the attributes of potential employees such as their age, religion, literacy level, gender, occupation, economic status, etc.

Controls the hand and supply of labor. For example, if the supply of people having a specific skill is less than the demand, then the hiring will need more efforts. On the other hand, if the demand is less than the supply, the hiring will be relative easier.

If this is high in a specific area, hiring of resources will be simple and easier, as the number of applicants is very high. In contrast, if the unemployment rate is low, then recruiting tends to be very difficult due to less number of resources.

It reflect the social and political environment of a market, which are created by the central and state governments. These laws dictate the compensation, working environment, safety and health regulations, etc., for different types of employments. As the government changes, the laws too change.

Job reservations for different castes such as STs, SCs, OBCS are best examples of this external factor. These considerations, passed by government, will have a positive or negative impact on the recruitment policies of the

When organizations in the same industry are competing for the best qualified resources, there is a need to analyze the competition and offer the resources packages that are best in terms of industry standards

INTERNAL FACTORS

EXTERNAL FACTORS

FACTORS AFFECTING RECRUITMENT POLICY

PURPOSE OF RECRUITMENT

Recruiting from internal sources and external also affect the recruitment process. It determines the destinations or enlistment and gives a structure to usage of recruitment program.

Just like the image of organization, this plays a critical role in recruitment. Jobs having a positive image in terms of better remuneration, promotions, recognition, good work environment with career development opportunities are considered to be the characteristics to attract qualified candidates.

IMPORTANCE OF RECRUITMENT

HOW RECRUITMENT AND SELECTION PRACTICES DIFFER BETWEEN LARGE CORPORATIONS AND SMALL TO MEDIUM-SIZED ENTERPRISES (SMES)?

WHAT ARE THE CURRENT TRENDS IN RECRUITMENT AND SELECTION PRACTICES IN VARIOUS INDUSTRIES?

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