The document discusses recruitment and selection processes for big pharma jobs. It defines recruitment as attracting candidates to job openings, and selection as hiring the right person for the right job. The document outlines internal and external recruitment sources, factors affecting recruitment, standards for an effective recruitment policy and selection system, and methods for evaluating recruitment programs and ensuring selection standards.
2. MAIN POINTS
Recruitment and selection
Recruitment System
Factors affecting recruitment
A good recruitment policy
Evaluation of a recruitment program
Selection system
Selection method standards
Recruitment and Selection Conclusion
BIG PHARMA JOBS
4. RECRUITMENT
Recruitment is a process of attracting candidates towards
a job in an organization. When a vacancy for a job exists
recruitment is initiated. Selection starts where
recruitment ends
Selection :
Selection is a process of hiring right person for a right
job at a right time at a right cost. Selection follows
recruitment.
BIG PHARMA JOBS
5. RECRUITMENT SYSTEM
Internal Sources
Promotion
Demotion
Reference.
External Sources
Advertisement,
Direct,
Schools,colleges,training institutions
Employment Exchange
At the factory gate
Labour contractor/Placement agencies
Labour union.
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6. FACTORS AFFECTING RECRUITMENT
Organizational / internal factors: Inner strength and
weakness that an organisation exhibits are internal factors.
Internal factors can strongly affect how well a company meets
its objectives, and they might be seen as strengths if they have
a favourable impact on a business, but as weaknesses if they
have a deleterious effect on the business.
Environmental / external factors: These will affect the
main internal functions of the business and possibly the
objectives of the business and its strategies.
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7. A GOOD RECRUITMENT POLICY
Complies with government policies
Provides job security
Provides employee development opportunities
Flexible to accommodate changes
Ensures its employees long-term employment
opportunities
Cost effective for the organization
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8. EVALUATION OF A RECRUTIMENT
PROGRAM
The recruitment policies, sources & methods have to be
evaluated from time to time
Successful recruitment program shows
No. of successful placements
No. of offers made
No. of applicants
Cost involved
Time taken for filling up the position
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9. SELECTION SYSTEM
Preliminary Interview & Pre Interview Screening
Formal Application
Interview(s)
Reference & Credit Check
Testing
Physical Examination
Employment Offer
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10. SELECTION METHOD STANDARDS
Reliability
Reliability can be measured by using:
The repeat or test-retest approach
The alternate-form or parallel-form method
The split-halves procedure
Validity
Criterion validity
Content validity
Construct validity
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11. RECRUITMENT AND SELECTION CONCLUSION
To fill a vacancy created in an organization it
should be filled by a right person at right time at
right cost. If recruitment and selection goes right
the goal is achieved. Also it includes cost so it
should be done at predetermined cost.
BIG PHARMA JOBS