Selection and recruitment

REALISTIC JOB PREVIEWS

• Provides complete job related information to the applicants so that they can make right decision before taking up jobs
• Lower rate of employee turnover
• High level of job satisfaction & performance
• Beneficial for organizations hiring at the entry level

JOB COMPATIBILITY QUESTIONNAIRE

• To determine applicants’ preference for work match the characteristics of the job
• Greater the compatibility of applicants’ preferences & characteristics of the job greater the probability of employee effectiveness & longer the tenure
• Measures job factors related to performance, satisfaction turnover, and absenteeism

ALTERNATIVES TO RECRUITMENT

• Because of the cost of recruiting
• OVERTIME
• - When demand for product peaks
• - additional income for employee
• - It results in Fatigue, increased accidents & more absenteeism
• - Need to pay double wages

EMPLOYEE LEASING

• EMPLOYEE LEASING
• - Often called Staff outsourcing
• - Useful to small & medium sized firms
• TEMPORARY EMPLOYMENT
• - Low labour costs
• - Easy access to experienced labour
• - Flexibility in future
• - DISADVANTAGE- Do not know the work culture of the firm

SELECTION

• DEFINITION: It is the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job.

SELECTION PROCESS

• EXTERNAL ENVIRONMENT
• INTERNAL ENVIRONMENT
• Preliminary interview
• Selection tests
• Employment interview
• References and background
• analysis
• Selection decision
• Physical examination
• Job offer
• Employment contract
• Evaluation

• REJECTED APPLICANTS

ENVIRONMENTAL FACTORS

• EXTERNAL
• Supply and demand in labour market
• Unemployment rate
• Legal and political considerations
• Company’s image
• INTERNAL
• Company’s policy
• Cost of hiring