1. Recruitment methods In
Fashion Industry
Submitted By,
Karthika U

2. Recruitment
•Recruitment refers to the process of
attracting, screening, and selecting a qualified person for
a job.
•All companies in any industry can benefit from contingency
or retain professional recruiters or outsourcing the process
to recruitment agencies.

3. By Industry
•Apparel/Clothing
•Dyes/Chemicals
•Fashion
•Jewellery
•Retail/Stores
•Import-Export
•Textile
•Home Textiles
•Logistic/Warehouse

4. By Functional Area
•Designer
•Coordinator
•Business Assistant
•Top Management
•HRD/HR
•Research/Development
•Marketing
•Merchandise
•Quality Control

5. Demography Of Job seeker’s

6. Recruitment Methods
• Internal recruitment: is when the business looks to fill
the vacancy from within its existing workforce.
• External recruitment: is when the business looks to fill
the vacancy from any suitable applicant outside the
business.
•Traditional recruitment: candidates receive
information only on most positive organizational
features.
•Realistic job previews: candidates receive all pertinent
information.
•Electronic recruiting: through internet.

7. Internal and External Recruitment
Advantages Disadvantages
Cheaper and quicker to recruit. Limit the number of potential
applicants.
People already familiar with the No new ideas can be introduced from
business and how it operates. outside the business.
Internal
Recruitment Provides opportunities for promotion May cause resentment amongst
with in the business-can be candidates not appointed.
motivating.
Business already knows the strengths Creates another vacancy which needs
and weakness of candidates. to be filled.
Outside people bring in new ideas . Longer process
Larger pool of workers from which to More expensive process due to
External find the best candidate. advertisements and interviews
Recruitment required.
People have a wider range of Selection process may not be
experience. effective enough to reveal the best
candidate.

8. External source of recruitment
•Walk in/write in
•Advertising
•Private placement agencies
•Government – employment exchanges
•Campus recruitment
•Head hunters
•Military
•Professional associations

9. Electronic recruiting
•Recruitment thru internet
•Advantage is wide publicity and a chance for a large
number of applicants to choose
•Best method to be assessed depends upon:
- Cost per hire
- Number of resumes
- Time-lapse between recruitment and placement ratio
- Applicant performance and turnover

10. Retention of employees
•Planning ahead
•Clarity in job requirements
•Identify a good source of recruitment
•Screening and interviewing
•Providing challenging work
•Focus on compensation and working conditions

11. SELECTION
 Selection
– Choosing from a pool of applicants the person or persons
who offer the greatest performance potential.
 Selection Steps
– Completion of a formal application form.
– Interviewing.
– Testing.
– Reference checks.
– Physical examination.
– Final analysis and decision to hire or reject.

12. Steps In The Selection Process

13. Steps In The Selection Process
 Step 1—application forms
– Declares individual to be a job candidate.
– Documents applicant’s personal history and
qualifications.
– Personal résumés may be included.
– Applicants lacking appropriate credentials
are rejected at this step.

14. Steps In The Selection Process
 Step 2—interviews
– Exchange of information between job candidate and key
members of the organization.
– Opportunity for job candidate and organizational
members to learn more about each other.

15. Steps In The Selection Process
 Step 3 — employment tests
– Used to further screen applicants by gathering
additional job-relevant information.
– Common types of employment tests:
• Intelligence
• Aptitude
• Personality
• Interests

16. Steps In The Selection Process
 Criteria for selection devices:
– Reliability
• The selection device is consistent in
measurement.
– Validity
• There is a demonstrable relationship between a
person’s score or rating on a selection device
and his/her eventual job performance.

17. Steps In The Selection Process
 Behaviorally-oriented employment tests:
– Assessment center
• Evaluates a person’s performance in simulated
work situations.
– Work sampling
• Evaluates a person’s performance on actual job
tasks.

18. Steps In The Selection Process
 Behaviorally-oriented employment tests:
– Assessment center
• Evaluates a person’s performance in simulated work situations.
– Work sampling
• Evaluates a person’s performance on actual job tasks.

19. Steps In The Selection Process
 Step 5 — physical examinations
– Ensure applicant’s physical capability to fulfill job
requirements.
– Basis for enrolling applicant in life, health, and disability
insurance programs.
– Drug testing is done at this step.

20. Steps In The Selection Process
 Step 6 — final decision to hire or reject
– Best selection decisions will involve extensive consultation
among multiple parties.
– Selection decision should focus on all aspects of the
candidate’s capacity to perform the designated job.

21. Steps In The Selection Process
 Step 6 — final decision to hire or reject
– Best selection decisions will involve extensive
consultation among multiple parties.
– Selection decision should focus on all aspects of the
candidate’s capacity to perform the designated job.

22. Introduction of employee to the
organization
•Welcomes the newcomer
•Explains the overall objectives of the company and his role
•Shows the location or place of work
•Hands over the rule book or job descriptions
•Provides details about training and promotional advancements
•Discusses working conditions
•History of that company
•Layout and physical facilities
•Products/services offered
•Overview of the company procedures
•Disciplinary procedures
•Probationary period

23. Employee benefits
•Pay scales
•Vacations, holidays
•Schedules
•Counselling
•Other benefits
•Training opportunities

24. THANK YOU