Recruitment

1. RECRUITMENT

2. What is Recruitment?
 Recruitment is the process of searching
prospective employees and stimulating them to
apply for the jobs in the organization. It is to
discover the sources of manpower to meet the
requirements of staffing schedules and to
employ effective measures for attracting that
manpower in adequate number to facilitate
effective selection of an efficient working force.

3. Characteristics of
recruitment
 Series of activities.
 Connecting employer and jobseekers.
 Searching for prospective employees.
 Create a group of eligible candidate.
 Effective measures are taken to attract the
persons in the organization.
 Locate the source of recruitment.

4. Recruitment process
1. Recruitment planning.
2. Development of strategy.
3. Searching.
4. Screening
5. Evaluating the effectiveness of recruitment
process.

5. Sources of Recruitment
 Internal Sources
 External Sources

6. Internal sources
 Present employees
 Transfers
 Promotions
 Demotions

7. Merits of Internal Sources
 Economical
 Saves time
 Motivates employees
 No training is needed
 Accurate and reliable source
 Reduction in labour turnover

8. Demerits of Internal Sources
 Limited option
 Not suitable for entry level
 Lack of originality
 Reduces productivity
 Denial of opportunities
 Encourages favouritism
 Lead to conflicts

9. E- Recruitment
 Hiring on the net has gained rapid popularity
 It is less time consuming
 Economical
Job sites
Naukri.com
JobStreet .com
Monsterindia.com
Timesjobs.com

10. Recruitment process of
Siemens
 Online application
 Telephone interview
 Face to face interview
 Job related testing
 Reference checks
 Offer and acceptance.

11. Wipro
 Round 1: Written test –verbal, aptitude, technical.
 Round 2:Technical Interview-major elimination
round
 Round 3: HR Interview


12. Job analysis
 Formal and detailed study of jobs
 It provides all the characteristics of a job.

13. Process of job analysis
 Organizational analysis
 Organizing job analysis programme
 Selecting representative jobs for analysis
 Collection of data
 Developing job description
 Preparing a job specification

14. Techniques of gathering job
information for job
analysis.
Interview method
Observation method
Record method
Questionnaire method.

15. Products of job analysis
Job description.
Job specification.
Job design.

16. Job description
 It is a descriptive statement defining the
purpose and scope of a job.
 What is to be done and how is to be done and
why?
 This statement describes a job in terms of its
title,location,duties,responsibilities and
relationship with another individuals.
 It should have clarity.

17. Job specification
 It is a statement, which shows the maximum
acceptable human qualities necessary to
perform a job satisfactorily.

18. Job design
 Job design involves conscious efforts to
organise task, duties and responsibilities into
unit work to achieve certain objectives.

19. Methods of job design
 Job rotation.
 Job simplification.
 Job enlargement.
 Job enrichment.