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-central f...

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-central function of hur management-cnbe done internally and externally-considers eeas; educational qualification, abilties, experience and abilities- efficiency here can generate productivity and builds good rs bet. employees 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- internal factor in recruitment 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- external factors in recruitment 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 of ssss-sourcing, screening, shortlisting and selecting -works via srecruitment strategies and methods- operation in hr management that heels in findig the most suitable candidate R and s importance- employees must have comprehensive knowledge of recruitment strategies, selection methods and relevant legislations - important for organizational growth and development , satisfaction and profitability