Lesson 4 Recruitment, Selection, and Placement Flashcards
It is the process in which people are offered
selection in an organization. It is when prospective
employees are searched for and are then encouraged to
apply for jobs within the organization.
Recruitment
It is the process of identifying an individual from a
pool of job applicants with the requisite qualifications and
competencies to fill jobs in the organization. This is an HR
process that helps differentiate between qualified and
unqualified applicants by applying various techniques.
Selection
It refers to the process where potential
applicants are searched for, and then encouraged to apply
for an actual or anticipated vacancy.
Recruitment
It is the process of hiring employees among the
shortlisted candidates and providing them a job in the
organization.
Selection
It can be defined as the process of
selection and shortlisting of the right candidates with the
necessary qualifications and skill set to fill the vacancies in
an organization and it varies from industry to industry,
company to company and even amongst departments of
the same company.
Selection process
This is a very general and basic interview conducted so as
to eliminate the candidates who are completely unfit to
work in the organization. This leaves the organization with
a pool of potentially fit employees to fill their vacancies.
Preliminary Interview
Potential employees apply for a job by sending
applications to the organization. The application gives the
interviewers information about the candidates like
their bio-data, work experience, hobbies and interests.
Receiving Applications
Once the applications are received, they are screened by
a special screening committee who choose candidates
from the applications to call for an interview. Applicants
may be selected on special criteria like qualifications, work
experience etc.
Screening Applications
Before an organization decides a suitable job for any
individual, they have to gauge their talents and skills. This
is done through various employment tests like intelligence
tests, aptitude test, proficiency tests, personality tests etc.
Employment Tests
The next step in the selection process and it is done to identify a
candidate’s skill set and ability to work in an organization
in detail. Its purpose is to find out
the suitability of the candidate and to give him an idea
about the work profile and what is expected of the
potential employee and it is critical for
the selection of the right people for the right jobs.
Employment Interview
The person who gives the reference of a potential
employee is also a very important source of information.
The referee can provide info about the person’s
capabilities, experience in the previous companies
and leadership and managerial skills. The information
provided by the referee is meant to kept confidential with
the HR department.
Checking References
It is also very important step in the selection process. It help the employers
know if any of the potential candidates are physically and
mentally fit to perform their duties in their jobs. A good
system of medical checkups ensures that the employee
standards of health are higher and there are fewer cases
of absenteeism, accidents and employee turnover.
Medical Examination
This is the final step in the selection process. After the
candidate has successfully passed all written tests,
interviews and medical examination, the employee is sent
or emailed an appointment letter, confirming his selection
to the job.
The appointment letter contains all the details of the job
like working hours, salary, leave allowance etc. Often,
employees are hired on a conditional basis where they are
hired permanently after the employees are satisfied with
their performance.
Final Selection and Appointment Letter
what is the importance of selection process?
1.Proper selection and placement of employees lead to
growth and development of the company. The company
can similarly, only be as good as the capabilities of its
employees.
2.The hiring of talented and skilled employees results in the
swift achievement of company goals.
3.Industrial accidents will drastically reduce in numbers
when the right technical staff is employed for the right
jobs.
4.When people get jobs they are good at, it creates a sense
of satisfaction with them and thus their work efficiency and
quality improves.
5.People who are satisfied with their jobs often tend to have
high morale and motivation to perform better.
It can may be defined as the process of attracting right
talent with right skills, right attitude and right experience. It is
one of the very important and most discussed topic of human
resource.
Recruitment
What is is the process of choosing the best person for a given
position.
Selection
Is the process of choosing the best person for a given
position.
Recruitment
It means introducing the person to position.
Induction
This test is commonly used to judge the latest (existing but
not yet developed) ability of a candidate to know new job
skills. This will enable to understand whether a candidate
is selected would be having the inclination of mechanical
or clerical jobs.
Aptitude Test
This form of test measures the overall intelligence activity
or IQ (Intelligence Quotient) of a person. It also measures
the capacity for comprehensive reasoning, word fluency,
verbal comprehension and other factors like digital span
both forward and backward comprehension. But this test is
proved to be dull as a selection device.
Intelligence Test
Test look on specific capacities required for office work,
which includes checking and correcting spelling mistakes,
copying, typing letters, keeping office records and files and
dispatching of mail from one place to another as an office
administrative requirements.
Clerical Aptitude Test
Personality attributes are considered as important since
they effect the entire behavioural pattern of a person.
Personality refers to the impression which an individual
forms on others. They are expressed in such traits like
self-confidence, tact, conformity emotions, control opinion,
decisiveness sociability, so on and so forth.
Personality Test
Most of the personality tests are
objective tests, as they are suitable for group tests and
can be scored objectively.
- Measure personality in a multiple choice or a true or
false format.
Objective Test
The test projects interpretation of certain
‘stimulus’ situations on confused form of pictures and
figures.
Projective Test
the use of promotion from within
taking into consideration the advantages and
disadvantages. Companies use job posting and job
bidding to inform employees of job vacancies.
Internal Sources
present employees are asked to encourage
friends and relatives to apply. This is the most often
used recruiting tool in small organizations.
Referrals
Job Advertisement
Employment centers or agencies
Campus recruitment
Internships
External Sources
placement of help-wanted
advertisements in newspapers, trade and professional
publications, or on radio and television.
Job Advertisement
agencies that charge a
fee for each applicant they place.
Employment centers or agencies
a primary source for entry-level job
candidates. This is usually coordinated with the university
or college placement center.
Campus recruitment
for students with practicum or on-the-job
training, this can help them in honing their business skills,
check out potential employers, and learn more about their
likes and dislikes when it comes to choosing careers. For
employers, they can use their interns to make useful
contribution while they are being evaluated as possible
full-time employees.
Internships
what are the source of applicants
Internal sources Referrals External sources Job fairs/special events recruiting Online recruitment/e-recruitment
A document that describes your
qualifications, including but not limited to your profile, goals,
skills, education, and professional experience. An employer
mostly sees a preview of how you can contribute to their
company. A brief resume gives your employer what you can
offer them if they hire you.
curriculum vitae
These should be on top for companies to remember your
name. If possible, use a font size larger than what is used
on the rest of your resume.
Personal Information (Name, Address, and Telephone Number)
This is crucial because it informs the employer if there is a
match between the job vacancy and what you can offer. If
you can offer what the employer is looking for, he/she will
read on.
Job Objective
List your educational experience in reverse chronological
order. Include a high GPA and any honors and awards
received.
Education
Employers want to know what skills you have. Highlight
the main skills required of the position you are seeking. By
doing so, you increase your chances of creating a match
in the employer’s mind.
Skills
List in reverse chronological order. Play up your work if it
is career-related or requires skills you want to emphasize.
Whenever possible, use job descriptions that are
results-oriented.
Work Experience
Choose them carefully. The trend is not to include the
references on the resume. It is better to use every
precious inch of space to promote yourself. Initially, you
can just place there that references are available upon
request.
References
