2. Definition and Meaning of Recruitment
 According to Edwin B. Flippo,“ Recruitment is the
process of searching the candidates for employment
and stimulating them to apply for jobs in the
organisation”
 Is the activity that links the employers and the job
seekers. A process of finding and attracting capable
applicants for employment

3. Selection
 Definition According to Thomas stone “Selection is the process
of differentiating between applicants in order to indentify and
hire those with a greater likelihood of success on the jobs
In simple words……
It is the functions perform by the management of selecting the
right employees at the right time After identifying the sources of
human resources, searching for prospective employees and
stimulating them to apply for jobs in an organization .The
objective of the selection decision is to choose the individual
who can most successfully perform the job from the pool of
qualified candidates.

4. Recruitment
 It the process of searching the
candidates for employment and
stimulating them to apply for jobs in
the organization.
 The basic purpose of recruitments is
to create a talent pool of candidates
to enable the selection of best
candidates for the organisation, by
attracting more and more
employees to apply in the
organisation.
 Recruitment is a positive process i.e.
encouraging more and more
employees to apply .
 Recruitment is concerned with
tapping the sources of human
resources.
 There is no contract of recruitment
established in recruitment
Selection
 It Involves the series of steps by
which the candidates are screened
for choosing the most suitable
persons for vacant posts. T
 he basic purpose of selection
process is to choose the right
candidate to fill the various
positions in the organisation.
 Selection is a negative process as it
involves rejection of the unsuitable
candidates.
 Selection is concerned with
selecting the most suitable
candidate through various
interviews and tests.
 Selection results in a contract
of service between the employer and
the selected employee.

5.  Internal recruitment
Transfers
Promotions (through
Internal Job Postings)
Re-employment of ex-
employees
 Employee referrals
 External recruitment
Recruiting on Internet
Job centers
Advertising
Employment Agencies
Recruiters
Job Fairs

6. Internal recruitment
Advantages
 Cheaper and quicker to recruit
 People already familiar with the business
and how it operates.
 Provides opportunities for promotion
with in the business – can be motivating.
 Business already knows the strengths
and weaknesses of candidates
Disadvantages
 Limits the number of potential
applicants.
 No new ideas can be introduced from
outside the business.
 Creates another vacancy which needs to
be filled.
External recruitment
Advantages
 Outside people bring in new ideas.
 Larger pool of workers from which to
find the best candidate.
 People have a wider range of experience.
Disadvantages
 Longer process.
 More expensive process due to
advertisements and interviews required.

7. Recruitment needs are of three types
 PLANNED
 ANTICIPATED
 UNEXPECTED

8. Trends are being seen in recruitment
 Outsourcing
 Poaching
 E-Recruitment

9. Recruitment Process
 Identify vacancy
 Prepare job description and specification
 Advertising the vacancy
 Managing the response
 Short-listing
 Arrange interviews
 Conducting interview and decision making

10. Manageability
&
Teamwork
Professional
Behavior & Demeanor
Problem Solving
Abilities
Willingness
Able & Suitable
Ideal Candidate

11. Not team Player
Problems with co/workers
Un-Professional
Part of the problem
Not the solution
Not my job syndrome
Lacks Skills to do the job
Bad Hire

12. Personal Profile
 Drive: A desire to get things done. Goal-Oriented.
 Motivation: Enthusiasm and willingness to ask questions.
Does extra on every job.
 Communication skills: The ability to talk and write
effectively to people at all levels.
 Chemistry: Gets along with others, A team player.
 Energy: Someone who goes the extra mile, pays attention to
detail, looks for solutions.
 Determination: Does not quit when a problem gets tough.
 Confidence: Not arrogant. Poise. Friendly, honest and open
to employees high and low. Not intimidated by
management, nor overly familiar.

13. Professional
 Reliability: Following up, not relying on anyone else to ensure the job is
well done, keeps management informed.
 Honesty/Integrity: Taking responsibility for own actions, Good and
bad.
 Pride: Pays attention to details all jobs done to best of their ability.
 Dedication: Whatever it takes in time and effort to see a project
through to completion.
 Analytical Skills: Weighing the pros and cons. Weighing the short-and
long term benefits against all possible negatives.
 Listening Skills: Listening and understanding, as opposed to waiting
your turn to speak.

14. Uses for the Profiles
 Placement
 Promotion
 Self-improvement
 Coaching
 Succession planning

15. Profiles can generate the following
 Individual Report- A guide for self-understanding
 Placement Report- Selecting the right people through Job
Match
 Multi-Job Match Report- Useful for succession planning
and reassigning employees to new positions.
 Coaching Report- An excellent training and development
tool
 Job Analysis Survey Report- Used with job descriptions to
more accurately define job requirements.
 Summary Reports- To give you a “snapshot “ of
information.