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M IN POINTS

Recruitment and selection

Recruitment System

Factors affecting recruitment

A good recruitment policy

Evaluation of a recruitment program

Selection system

Selection method standards

Recruitment and Selection Conclusion

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RECRUITMENT

Recruitment is a process of attracting candidates towards a job

in an organization. When a vacancy for a job exists recruitment is

initiated. Selection starts where recruitment ends

Selection :

Selection is a process of hiring right person for a right job at a

right time at a right cost. Selection follows recruitment.

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RECRUITMENT SYSTEM

Internal Sources

Promotion Demotion

Reference.

External Sources

Advertisement,

Direct,

Schools,colleges,training institutions

Employment Exchange

At the factory gate

Labour contractor/Placement agencies

Labour union.

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F CTORS FFECTING RECRUITMENT

Organizational / internal factors: Inner strength and weakness that

an organisation exhibits are internal factors. Internal factors can

strongly affect how well a company meets its objectives, and they might

be seen as strengths if they have a favourable impact on a business, but

as weaknesses if they have a deleterious effect on the business.

Environmental / external factors: These will affect the main

internal functions of the business and possibly the objectives of

the business and its strategies.

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GOOD RECRUITMENT POLICY

Complies with government policies

Provides job security

Provides employee development opportunities

Flexible to accommodate changes

Ensures its employees long-term employment opportunities

Cost effective for the organization

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EV LU TION OF RECRUTIMENT

PROGR M

The recruitment policies, sources methods have to be evaluated

from time to time

Successful recruitment program shows

No. of successful placements

No. of offers made

No. of applicants

Cost involved

Time taken for filling up the position

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SELECTION SYSTEM

Preliminary Interview Pre Interview Screening

Formal Application

Interview(s)

Reference Credit Check

Testing

Physical Examination

Employment Offer

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SELECTION METHOD ST ND RDS

Reliability

Reliability can be measured by using: The repeat or test-retest approach

The alternate-form or parallel-form method

The split-halves procedure

Validity

Criterion validity

Content validity

Construct validity

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RECRUITMENT ND SELECTION CONCLUSION

To fill a vacancy created in an organization it should be

filled by a right person at right time at right cost. If

recruitment and selection goes right the goal is achieved.

Also it includes cost so it should be done at

predetermined cost.

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