v Definition Of Recruitment: Finding and Attracting Applications
v “Recruitment is the Process of finding and attracting capable applicants for employment. The Process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of application from which new employees are selected.”
v MEANING OF RECRUITMENT:
v Recruitment is understood as the process of searching for and obtaining applicants for jobs, from among them the right people can be selected. Though theoretically recruitment process is said to end with the receipt of applications, in practice the activity extends to the screening of applications so as to eliminate those who are not qualified for the job.
v PURPOSE AND IMPORTANCE OF RECRUITMENT: -
v Determine the present and future requirements in conjunction with personnel planning and job analysis activities
v Increase the pool of job candidates at minimum cost
v Help increase success rate of selection process by reducing number of under-qualified or over-qualified applications.
v Reduce the probability that job applicants once selected would leave shortly
v Meet legal and social obligations
v Identify and prepare potential job applicants
v Evaluate effectiveness of various recruitment techniques and sources for job applicants.
v FACTORS GOVERNING RECRUITMENT
v External Factors:
v ·Demand and Supply (Specific Skills)
v ·Unemployment Rate (Area-wise)
v ·Labor Market Conditions
v ·Political and Legal Environment (Reservations, Labor laws)
v ·Image
v Internal Factors
v ·Recruitment Policy (Internal Hiring or External Hiring?)
v ·Human Resource Planning (Planning of resources required)
v ·Size of the Organization (Bigger the size lesser the recruitment problems)
v ·Cost
v ·Growth and Expansion Plans
v RECRUITMENT PROCESS
v Recruitment Planning
v ·Number of contacts
v ·Types of contacts
v Recruitment Strategy Development
v ·Make or Buy Employees
v ·Technological Sophistication
v ·Where to look
v ·How to look
v Internal Recruitment (Source 1)
v ·Present employees
v ·Employee referrals
v ·Transfers & Promotions
v ·Former Employees
v ·Previous Applicants
v ·Evaluation of Internal Recruitment
v External Recruitment (Source 2)
v ·Professionals or Trade Associations
v ·Advertisements
v ·Employment Exchanges
v ·Campus Recruitment
v ·Walk-ins Interviews
v ·Consultants
v ·Contractors
v ·Displaced Persons
v ·Radio & Television
v ·Acquisitions & Mergers
v ·Competitors
v ·Evaluation of External Recruitment
v Searching
v ·Source activation
v ·Selling
v ·Screening of Applications
v Evaluation and Cost Control
v ·Salary Cost
v ·Management & Professional Time spent
v ·Advertisement Cost
v ·Producing Supporting literature
v ·Recruitment Overheads and Expenses
v ·Cost of Overtime and Outsourcing
v ·Consultant's fees
v Evaluation of Recruitment Process
v ·Return rate of applications sent out
v ·Suitable Candidates for selection
v ·Retention and Performance of selected candidates
v ·Recruitment Cost
v ·Time lapsed data
v ·Image projection
From India, Udaipur
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25v “Recruitment is the Process of finding and attracting capable applicants for employment. The Process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of application from which new employees are selected.”
v MEANING OF RECRUITMENT:
v Recruitment is understood as the process of searching for and obtaining applicants for jobs, from among them the right people can be selected. Though theoretically recruitment process is said to end with the receipt of applications, in practice the activity extends to the screening of applications so as to eliminate those who are not qualified for the job.
v PURPOSE AND IMPORTANCE OF RECRUITMENT: -
v Determine the present and future requirements in conjunction with personnel planning and job analysis activities
v Increase the pool of job candidates at minimum cost
v Help increase success rate of selection process by reducing number of under-qualified or over-qualified applications.
v Reduce the probability that job applicants once selected would leave shortly
v Meet legal and social obligations
v Identify and prepare potential job applicants
v Evaluate effectiveness of various recruitment techniques and sources for job applicants.
v FACTORS GOVERNING RECRUITMENT
v External Factors:
v ·Demand and Supply (Specific Skills)
v ·Unemployment Rate (Area-wise)
v ·Labor Market Conditions
v ·Political and Legal Environment (Reservations, Labor laws)
v ·Image
v Internal Factors
v ·Recruitment Policy (Internal Hiring or External Hiring?)
v ·Human Resource Planning (Planning of resources required)
v ·Size of the Organization (Bigger the size lesser the recruitment problems)
v ·Cost
v ·Growth and Expansion Plans
v RECRUITMENT PROCESS
v Recruitment Planning
v ·Number of contacts
v ·Types of contacts
v Recruitment Strategy Development
v ·Make or Buy Employees
v ·Technological Sophistication
v ·Where to look
v ·How to look
v Internal Recruitment (Source 1)
v ·Present employees
v ·Employee referrals
v ·Transfers & Promotions
v ·Former Employees
v ·Previous Applicants
v ·Evaluation of Internal Recruitment
v External Recruitment (Source 2)
v ·Professionals or Trade Associations
v ·Advertisements
v ·Employment Exchanges
v ·Campus Recruitment
v ·Walk-ins Interviews
v ·Consultants
v ·Contractors
v ·Displaced Persons
v ·Radio & Television
v ·Acquisitions & Mergers
v ·Competitors
v ·Evaluation of External Recruitment
v Searching
v ·Source activation
v ·Selling
v ·Screening of Applications
v Evaluation and Cost Control
v ·Salary Cost
v ·Management & Professional Time spent
v ·Advertisement Cost
v ·Producing Supporting literature
v ·Recruitment Overheads and Expenses
v ·Cost of Overtime and Outsourcing
v ·Consultant's fees
v Evaluation of Recruitment Process
v ·Return rate of applications sent out
v ·Suitable Candidates for selection
v ·Retention and Performance of selected candidates
v ·Recruitment Cost
v ·Time lapsed data
v ·Image projection
From India, Udaipur
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SELECTION PROCESS
Selection process of the candidates involves an extensive 4 way process which includes:
Filling of application form
Checking the references
Written tests
Interview
Firstly all the candidates are required to fill an application form which includes basic information about the individual e.g. name, address, age, sex, education, work experience, interests, hobbies, references etc. It's basically like a bio data. Once, the application form is duly filled by all the candidates, the candidates not suiting the requirement of the job are short listed and those who are apt are further undergone with the process.
In the second stage, the references, which are given by the candidates, are checked via telephone, mails or sometimes by personal meetings.
In the third stage, there are certain tests, which the candidates need to qualify. These tests include aptitude test, specialization tests, knowledge tests, IQ test, physiological tests etc. These tests are conducted because Genus Overseas Ltd. generally requires highly qualified personnel suiting the requirements of the jobs. Once the tests are conducted, those who qualify the tests are called for personal interview.
This is the last stage for selecting the employee. It includes an extensive interview of the candidate by a jury panel. It's a detailed interview considering all the aspects of the job for which the candidate is suited. Each and every aspect of the job is considered and discussed upon. Sometimes more rounds of interviews also may be carried out to further short list the candidates depending on the nature of the designation of the job.
And finally once the interview is conducted and the appropriate candidate is selected for the job he is sent for a 3 to 4 days induction program in which he is familiarized with the nature of job and the functioning of the organization.
From India, Udaipur
Acknowledge(0)Amend(0)
Selection process of the candidates involves an extensive 4 way process which includes:
Filling of application form
Checking the references
Written tests
Interview
Firstly all the candidates are required to fill an application form which includes basic information about the individual e.g. name, address, age, sex, education, work experience, interests, hobbies, references etc. It's basically like a bio data. Once, the application form is duly filled by all the candidates, the candidates not suiting the requirement of the job are short listed and those who are apt are further undergone with the process.
In the second stage, the references, which are given by the candidates, are checked via telephone, mails or sometimes by personal meetings.
In the third stage, there are certain tests, which the candidates need to qualify. These tests include aptitude test, specialization tests, knowledge tests, IQ test, physiological tests etc. These tests are conducted because Genus Overseas Ltd. generally requires highly qualified personnel suiting the requirements of the jobs. Once the tests are conducted, those who qualify the tests are called for personal interview.
This is the last stage for selecting the employee. It includes an extensive interview of the candidate by a jury panel. It's a detailed interview considering all the aspects of the job for which the candidate is suited. Each and every aspect of the job is considered and discussed upon. Sometimes more rounds of interviews also may be carried out to further short list the candidates depending on the nature of the designation of the job.
And finally once the interview is conducted and the appropriate candidate is selected for the job he is sent for a 3 to 4 days induction program in which he is familiarized with the nature of job and the functioning of the organization.
From India, Udaipur
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