Recruitment & Selection ppt

Recruitment & Selection

• 
  RECRUITMENT PROCESS : Stage 1 - Planning
  

• 
  Planning involves the translation of likely job vacancies and information about the nature of these jobs into a set of objectives or targets that specify a) Number and b) type of applicants to be contacted
  

1. 
   Number of Contacts : Organizations plan to hire more applicants than they will hire (Some will be not-interested / not qualified) Eg: Yield ratios – Newspaper ad – applicants – qualified – attended interviews – offered – accepted
   

2. 
   Type of Contacts : This refers to the type of people to be informed about job openings. This depends on tasks, responsibilities involved and the qualifications & experience expected. (Available through : Job description & Job specification)
   

Recruitment & Selection

• 
  RECRUITMENT PROCESS : Stage 2 – Strategy Development
  

• 
  INTERNAL RECRUITMENT
  

1. 
   Employee Referrals : When employees refer successful candidates they are paid a “finders fee”. Many prospects can be reached at a lower cost. (Caveats: inbreeding, group manifestations)
   
2. 
   Former Employees : Some ex-employees might want to be re-hired, retired employees might want to work part-time
   
3. 
   Previous Applicants : Those who previously applied for a job can be easily contacted again at no cost implications.
   
   • 
     BENEFITS :
     

1. 
   Less costly
   
2. 
   Organizations possess better knowledge of such candidates
   
3. 
   Promoting from within can enhance motivation/morale
   
   • 
     DISADVANTAGES
     

1. 
   Creativity might be hindered by lack of fresh blood
   
2. 
   Unit raiding – departments compete for the same set of people