RECRUITMENT AND SELECTION Flashcards
CHRA Passer
It is the process of identifying,
screening, shortlisting and hiring of
the potential human resources for
the purpose of filing up the positions
within the organizations.
RECRUITMENT
is a process of attracting,
selecting, appointing potential
candidates.
RECRUITMENT
size of the
organization, recruiting policy,
image of organization and image of
job.
Internal factors
demographic
factors, labor market,
unemployment rate, labor laws,
legal considerations, and
competitors
External factors
Process of picking or choosing the
right candidate, who is the most
suitable for the job.
SELECTION
one of the most important factors affecting
the recruitment process.
Size of the organization
includes hiring from the internal or external
sources of organization. It identifies the objectives of recruitment and provides a framework for the implementation of recruitment programs.
Recruitment policy
having a good positive image in the market
can easily attract competent and proficient resources. Maintaining good public relations, providing public services, and leading to goodwill of the organizations, definitely helps an organization in improving its reputation in the market.
Image of organizations
contribute a critical role in the recruitment and selection processes; having a positive image
in terms of remuneration, promotion, recognition, and amiable working environment.
Image of jobs
related to the characteristics of potential
employees such as their age, religion, educational qualifications, gender, occupation, economic status, and place of location.
Demographic factors
exercises control on the demand and supply of labor.
Labor Market
if the unemployment rate is high in a specific area, hiring of human resources will be simple and manageable, as there will be an increase in the number of applicants.
Unemployment rate
reflects the social and political environment of the market, which are created by the central
and the state governments.
Labor laws
job reservations for different castes, that gives positive or negative impact on the recruitment policies of the organizations.
Legal considerations
when organizations in the same industry are competing for the best qualified resources,
there is a need to analyze the competition and make provision of the resource packages that are finest in terms of the industry standards.
Competitors
when recruitment and selection of the employees take place, then it is vital to take into consideration, equal employment opportunities for the individuals.
Equal opportunity
the practice of publicizing and displaying
advertisements of an open job to the employees; can be found mostly on internet, newspapers, notices and bulletin boards.
Job posting
the first step is when vacancy arises within the
organization; they should get filled with capable employees.
Job Vacancy
the foundation; the essential factor to develop job description and specifications.
Job analysis
to narrow down the field, so that one is able to
spend more time with the candidates for formal interviews.
Screening candidates
monitoring the performance of the employees
is an essential aspect within the organization
Employee evaluation
advancement of the employees by evaluating their job performance
Promotion
the process of interchanging from one job to
another without any change in the designation and responsibilities.
Transfers
process of internal sources of recruitment, wherein the ex-employees are called back,
depending upon the requirement of the position.
Recruitment of former employees
processes of posting and advertising jobs within the organization.
Internal advertisements (job posting)
an operative way of sourcing the right
candidates at a low cost.
Employee referrals
an operative way of sourcing the right candidates at a low cost.
Employee referrals
the hiring team examines the profiles of
previous applicants from the organizational recruitment database.
Previous Applicants
hiring of employees outside the
organization
External sources of recruitment
refers to the external source of recruitment,
where the recruitment of qualified candidates are carried out by putting a notice about job vacancy on notice board (or some, bulletin
board) of the organization.
Direct recruitment
it is compulsory that the organization provides details to the employment exchange
Employment exchanges
external sources of recruitment; they are functioned by various sectors, such as private, public and government.
Employment agencies
the most prevalent and common external
sources of recruitment.
Advertisements
they can help the organizations in hiring
professional, technical, and managerial personnel; they only focus on sourcing mid-level and top-level resources.
Professional associations
an external source of recruitment where
educational institutions such as colleges and universities make provision of information to the students regarding employment opportunities.
Campus recruitment
an imperceptible way of sourcing the candidates for filling up the vacant positions
Word-of-Mouth Advertising
the interview is planned, designed and detailed in advance; pre-planned, precise, and reliable in hiring the candidates.
Structured Interview
the unexpected one, where the interview questionnaire is not prepared.
Unstructured Interview
all candidates or a group of candidates are
interviewed together.
Group Interview
semi-structured interview where the candidates have to give detailed information
about their education qualifications, work experience, special interests, skills, aptitude and so forth.
Depth Interview
conducted to ascertain how a candidate would
react during the time of stress and cope up with problems.
Stress Interview
one to one basis; interviewer and candidate.
Individual Interview
conducted in an informal way, example is the
interview will be stable without any written communication and can be arranged at any place.
Informal interview
is organized in an informal manner, the candidate will be aware about the dates and
timings of the interview well in advance and the interviewer plans and prepares the questions for the interview.
Formal interview
is being conducted by a group of people
interviewing one candidate.
Panel interview
conducted for those employees who want to leave the organization; to ascertain the reasons behind leaving the job.
Exit interview
