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HUMAN RESOURCE
MANAGEMENT: RECRUITMENT,
USING MODERN TECHNOLOGY
FORRECRUITMENT, SELECTION
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RecruitmentMeaning and Definition
Purpose and Importance
Recruitment ProcessSources of Recruitment
Techniques of recruitment
Factors affecting recruitmentHR Challenges in recruitment
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MEANING AND DEFINITION
Recruitment is the process of searching the candidatesfor employment and stimulating them to apply forjobs in the organization. It is the activity that linksthe employers and the job seekers.
Recruitment is the process of searching the candidatesfor employment and stimulating them to apply for
jobs in the organisation.- Edwin B. Flippo
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Recruitment needs are of three types:
Planned
Anticipated
Unexpected
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PROCESS OF RECRUITMENT
RECRUITMENT
PROCESS
IdentifyVacancy
Prepare JobDescription
&PersonSpecification
Advertising
Managing& Short-
listing
ArrangeInterviews
Conductinginterview &
Decisionmaking
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FORMS OF RECRUITMENT
CentralizedRecruitment
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DecentralizedRecruitment
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SOURCES OF RECRUITMENT
TRADITIONALSOURCESOF RECRUITMENT
Internal Sources
o Present permanent employees
o
Present temporary employeeso Retrenched or retired employees
o Promotions
o Dependents and relatives of deceased employees
o Demotion
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MODERN SOURCES OF RECRUITMENT
Internal Sources
Employee referrals/recommendation
External Sources:
Walk-in
Consult-in
Body shopping
Mergers & Acquisitions
Outsourcing Factory gate
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RECRUITMENT TECHNIQUES
Traditional techniques
Promotion
Transfers
Advertising
Modern Techniques
Scouting
Salary and Perks
ESOPs
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FACTORS AFFECTING RECRUITMENT
Internal factors
External factors
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HR CHALLENGES IN RECRUITMENT
Adaptability to globalization
Lack of motivation
Process analysis
Strategic prioritization
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USING MODERN TECHNOLOGY FOR
RECRUITMENT
Internet Job Boards
Resume Databases and Applicant Tracking
Technology
Online Testing and Assessments
Combined Technologies to Assist in the
Recruiting & Selection Process
E-Recruitment
y Job Portalsy Resume Scanners
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SELECTION
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MEANING AND DEFINITION
Selection can be conceptualized in terms of eitherchoosing the fit candidates, or rejecting the unfitcandidates, or a combination of both.
According to Gupta, selection is a process ofchoosing the most suitable persons out of all theparticipants. In this process, relevantinformation about applicant is collected throughseries of steps so as to evaluate their suitabilityfor the job to be filled. On the other hand,
selection is the process of assessing thecandidates by various means and making achoice followed by an offer of employment.
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Job Analysis
Recruitment
Development of bases for
selection
Human Resource Plan
Application/resume/CV/bio-
data
Assess the fit between the
job and the candidate
Written examination
Preliminary interview
Business games
Tests
Final interview
Medical examination
Reference checks
Line managers check
Job offer
Employment
STEPS IN SELECTION PROCESS
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TESTS
Aptitude tests
y Intelligence test
y Emotional quotient
y Skill tests
y Mechanical aptitude
y
Psychomotor testsy Clerical aptitude tests
Situational tests
y Group discussion
y In basket
Achievement tests
y Job knowledge test
y Work sample test
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CONTD
Interest test
Personality tests
y Thematic Apperception Test(TAT)
y Ink-Blot Test Other tests
y Cognitive ability tests
y Honesty tests
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WHY CHOOSE TESTING
Objectivity good psychological tests are standardized on a largesample and provide normative data across a wide range of
demographics and age cohorts.Well selected tests will allow you to
demonstrate talents that may otherwise not be evident.
Validity psychometric tests are a more valid method of assessment
than interviews, academic achievement & reference checks, andwhen utilized in combination (for example in an assessment centre)
are highly predictive of future job performance.
Cost the cost of selection errors is large for both the employer and
the employee. Psychometric tests help to minimize costs while
maximizing potential fit between the candidate and the job.
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USESOFTESTS
Evaluation of right candidate
Proper selection of candidate
Identifying the candidates personality
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FINAL INTERVIEW
Preliminary Interview
Informal interview
Unstructured interview
Core Interview
y Background information interview
y Job and probing interview
y Stress interview
y Group discussion interview
y Formal and structured interviewy Panel interview
y Depth interview
Decision-Making Interview
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REFERENCE
Books
y Human Resource & Personnel Management K
Aswathappa Tata McGraw Hill Publishing Co. Ltd.
y Personnel & Human Resource Management P
Subba Rao Himalaya Publishing House
y Human Resource Management Dr C B Gupta
Sultan Chand & Sons
Journals
y
Human Capitaly Business and Society
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