PPT- Recruitment & Selection.pptx

7/27/2019 PPT- Recruitment & Selection.pptx

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Recruitment and Selection in Retail Sector


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Core part of HRM: namely, the acquisition, development andreward of employees

Decisions are often for good reason taken by the line managers

along with HR professionalsRecruitment is the process of generating a pool of capable

people to apply for employment.

Recruitment is a positive process i.e. encouraging more and

more employees to apply WHEREAS selection is a negativeprocess as it involves rejection of the unsuitable candidates.

Selection is the process by which managers and others usespecific instruments to choose from a pool of applicants a person

or persons more likely to succeed in the job(s), given

management goals and legal requirements.

Recruitment is concerned with tapping the sources of humanresources WHEREAS selection is concerned with selecting themost suitable candidate through various interviews and tests.


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Recruitment Policy

Derived from HR policy of the organization and is

formulated based on:

Selection criteria and preferences

HR policies of competition / other companies

Government policies

Recruitment sources

Recruitment needs and cost

Centralized Vs decentralized recruitment


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Sources of Recruitments

Internal Sources

Present Employees

Present temporary/Part-time employees

Retired employees

Employee referrals

Promotions


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Why prefer Internal Sources

Motivation to existing employees

Stability

Loyalty, commitment and belongingness

Minimized cost


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External Sources

Campus recruitments

Placement consultants

Govt. Employment exchanges

Professional organizations

Data Bank

Casual applicants

Advertisements

Job fairs

Outsourcing


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Modern sources & techniques of recruitments

Walk-In

Personally calling on

Head-hunting

Body Shopping

E-Recruitment

Reference

l k ll


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Developing Interviewing SkillsReview job description/specification

Prepare set of structured questions

Review application blank/resume before meeting candidate

Put the candidate at ease

Ask questions. Listen carefully answers. Need to make notes

Apart from functional knowledge, check on the following

Ability to work in teams

Analytical and problem solving skills

Communication skillsInter-personal skills

Creativity and resourcefulness

Leadership potential

Drive and zeal

Other managerial skillsEntrepreneurial skills

Close the interview by telling applicant what is going to happen next

Write your evaluation/impressions about the applicant on theevaluation sheet


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Selections

It is a process of picking individuals

having relevantqualifications/experience to fill jobs

in the organization.

The basic purpose is to choose theindividual who can most successfully

perform the job, from the pool of

qualified candidates.


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Selection Process

Screening of CVs

Application Blank

Weighted Application Blanks

Selection Testing

Intelligence/Aptitude/Personality/EI tests

Simulation or Mock up Tests-Activities and

problems employee faces at work i.e. Role Plays


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Assessment Centers

Psychometric test Suitable for managerial jobs

The in-basket exercise-accumulation of reports,memos, letters for action within a fixed time

Leaderless Group Discussion- group of

candidates work on a problem, Helps identifysoft skills, tolerance for stress, adaptability, self-confidence, initiative, persuasive skills etc.

Business Games

Integrity Test

The above tests are used by most organizationstoday


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Types of Selection interview

Non-directive interview- broad and open ended

questionsDirective/Structured Interview- Predetermined

set of questions

Situational Interview

Stress Interview- Response to rude,embarrassing, aggressive, insulting questions

Evaluation

Medical Examination

Reference Checks

Hiring Decision

Pl t I d ti S ti


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Placement, Induction, Separation

HR initiates the following steps while organizing the induction program:

i. Welcome to the organization.

ii. Explain about the company.

iii. Show the location/department where the new recruit will work.

iv. Give the companys manual to the new recruit.

v. Provide details about various work groups and the extent of unionism ifany within the company.

vi. Give details about pay, benefits, holidays, leave, etc. Emphasize theimportance of attendance or punctuality.

vii. Explain about future training opportunities and career prospects.

viii. Clarify doubts, by encouraging the employee to come out withquestions.

ix. Take the employee on a guided tour of buildings, facilities, etc. Hand himover to his superior.


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Documents

PPT- Recruitment & Selection.pptx