Recruitment and Selection PDF

RECRUITMENT AND SELECTION 1. Recruitment – process of identifying, screening, shortlisting and hiring of the potential human resources for the purpose of filling up the positions within the organizations; process of attracting, selecting, and appointing potential candidates 2. Int...

RECRUITMENT AND SELECTION 1. Recruitment – process of identifying, screening, shortlisting and hiring of the potential human resources for the purpose of filling up the positions within the organizations; process of attracting, selecting, and appointing potential candidates 2. Internal factors – the size of the organization, recruiting policy, image of organization and image of job 3. External factors – demographic factors, labor market, unemployment rate, labor laws, legal considerations, and competitors 4. Selection – process of picking or choosing the right candidate, who is the most suitable for the job 5. Recruitment (as positive process) – with its approach of attracting as many candidates as possible for the vacant positions 6. Selection (as negative process) – with elimination of many candidates as possible INTERNAL FACTORS 7. Size of the organization – one of the most important factors affecting the recruitment process 8. Recruitment policy – includes hiring from the internal or external sources of organization 9. Image of organizations – having a good positive image in the market can easily attract competent and proficient resources 10. Image of jobs – contribute a critical role in the recruitment and selection processes; having a positive image in terms of remuneration, promotion, recognition, and amiable working environment EXTERNAL FACTORS 11. Demographic factors – related to the characteristics of potential employees such as their age, religion, educational qualifications, gender, occupation, economic status, and place of location 12. Labor Market – exercises control on the demand and supply of labor 13. Unemployment rate – if the unemployment rate is high in a specific area, hiring of human resources will be simple and manageable, as there will be an increase in the number of applicants 14. Labor laws – reflects the social and political environment of the market, which are created by the central and the state governments 15. Legal considerations – job reservations for different castes, that gives positive or negative impact on the recruitment policies of the organizations 16. Competitors – when organizations in the same industry are competing for the best qualified resources, there is a need to analyze the competition and make provision of the resource packages that are finest in terms of the industry standards 17. Equal opportunity – when recruitment and selection of the employees take place, then it is vital to take into consideration, equal employment opportunities for the individuals RECRUITMENT AND SELECTION PROCESS 18. Job posting – the practice of publicizing and displaying advertisements of an open job to the employees; can be found mostly on internet, newspapers, notices and bulletin boards 19. Job Vacancy – the first step is when vacancy arises within the organization; they should get filled with capable employees 20. Job analysis – the foundation; the essential factor to develop job description and specifications 21. Screening candidates – to narrow down the field, so that one is able to spend more time with the candidates for formal interviews 22. Employee evaluation – monitoring the performance of the employees is an essential aspect within the organization TYPES OF RECRUITMENT 23. Promotion – advancement of the employees by evaluating their job performance 24. Transfers – the process of interchanging from one job to another without any change in the designation and responsibilities 25. Recruitment of former employees – process of internal sources of recruitment, wherein the ex- employees are called back, depending upon the requirement of the position 26. Internal advertisements (job posting) – processes of posting and advertising jobs within the organization 27. Employee referrals – an operative way of sourcing the right candidates at a low cost 28. Previous Applicants – the hiring team examines the profiles of previous applicants from the organizational recruitment database 29. External sources of recruitment – hiring of employees outside the organization 30. Direct recruitment – refers to the external source of recruitment, where the recruitment of qualified candidates are carried out by putting a notice about job vacancy on notice board (or some, bulletin board) of the organization 31. Employment exchanges – it is compulsory that the organization provides details to the employment exchange 32. Employment agencies – external sources of recruitment; they are functioned by various sectors, such as private, public and government 33. Advertisements – the most prevalent and common external sources of recruitment 34. Professional associations – they can help the organizations in hiring professional, technical, and managerial personnel; they only focus on sourcing mid-level and top-level resources 35. Campus recruitment – an external source of recruitment where educational institutions such as colleges and universities make provision of information to the students regarding employment opportunities 36. Word-of-Mouth Advertising – an imperceptible way of sourcing the candidates for filling up the vacant positions TYPES OF INTERVIEWS 37. Structured Interview – the interview is planned, designed and detailed in advance; pre-planned, precise, and reliable in hiring the candidates 38. Unstructured Interview – the unexpected one, where the interview questionnaire is not prepared 39. Group Interview – all candidates or a group of candidates are interviewed together 40. Depth Interview – semi-structured interview where the candidates have to give detailed information about their education qualifications, work experience, special interests, skills, aptitude and so forth. 41. Stress Interview – conducted to ascertain how a candidate would react during the time of stress and cope up with problems 42. Individual Interview – one to one basis; interviewer and candidate 43. Informal interview – conducted in an informal way, example is the interview will be stable without any written communication and can be arranged at any place 44. Formal interview – is organized in an informal manner, the candidate will be aware about the dates and timings of the interview well in advance and the interviewer plans and prepares the questions for the interview 45. Panel interview – is being conducted by a group of people interviewing one candidate 46. Exit interview – conducted for those employees who want to leave the organization; to ascertain the reasons behind leaving the job