RECRUITMENT

AND SELECTION
A well-designed recruitment
and selection process allows
organizations to both attract
a wide pool of applicants and
narrow the selection down
until you've found the
perfect candidate for every
opening.
 RECRUITMENT

DEFINITION METHODS GOALS

Recruitment refers to the Recruitment methods can The primary goal of

process of actively searching Include advertising job recruitment is to create a
for, identifying, and openings through various pool of qualified candidates
attracting potential channels such as online job who meet the job
candidates for job vacancies boards, social media requirements and possess
within an organization. platforms, career fairs, the necessary skills,
employee referrals, qualifications, and
recruitment agencies experience.
networking events.
 TWO TYPES OF
RECRUITMENT

01 EXTERNAL
RECRUITMENT
This is when recruiters search for
02 INTERNAL
RECRUITMENT
This involves looking for candidates
candidates from outside of their who already work for the organization
organization. They might do this by in a different role. Many companies
posting on job sites, using social choose to advertise the job internally.
media or posting job descriptions on before opening up the search to
their own career site. External external candidates. This can allow
recruitment can also involve them to save money since it typically
contacting passive candidates those costs less to promote someone than to
who aren't actively looking for work. hire a new candidate.
EXTERNAL RECRUITMENT
INCLUDES:

01 SOCIAL MEDIA

02 JOB FAIRS

03 ADVERTISING

04 RECRUITMENT AGENCIES

05 JOB WEBSITES

06 EMPLOYEE REFERRALS
INTERNAL RECRUITMENT
INCLUDES:

01 PROMOTION

02 TRANSFERS

03 REORGANIZATIONS

04 ROLE CHANGES

05 COLLABORATORS BECOMING EMPLOYEES

06 EMPLOYEE REFERRALS
RECRUITMENT PROCESSES
"Recruitment process involves a systematic procedure from sourcing the candidates to
arranging and conducting the interviews and requires many resources and time."

Review applications Select the best

and resumes, and candidate and make an
Write a detailed narrow down the list offer of employment
job description of candidates
for the role

CREATE JOB SCREEN AND EVALUATE AND

DESCRIPTION SHORTLIST OFFER

IDENTIFY SEARCH FOR INTERVIEW ONBOARD

NEEDS TALENT Integrate the new hire into
Determine what Conduct
the company, including
positions need to Find candidates interviews for the
providing orientation,
be filled for the position remaining
training, and introductions
candidates
IMPORTANCE OF RECRUITMENT
Recruitment is important for businesses because it helps them:
Attract top talent: Recruitment helps businesses find qualified candidates with the skills
and personality to meet their goals.
Build a strong team: A well-recruited team can perform exceptionally and deliver great
results.
Reduce turnover: Effective recruitment can help reduce employee turnover and attrition.
Improve company culture: Recruitment can help create a positive workplace culture
that improves employee satisfaction and retention.
Prepare for change: Recruitment can help prepare the workforce for changes and ensure
there are no roadblocks to business as usual.
Improve productivity: Recruitment can help increase productivity and improve the
company's bottom line.
Reduce costs: Recruitment can help minimize operational costs by reducing the time spent
finding suitable hires.
Improve credibility: A strong recruitment process can help improve the company's
reputation and credibility.
Support succession planning: Recruitment can help ensure that companies have a
pool of qualified candidates to take on leadership roles.
Create a great employer brand: A great employer brand can make it easier to recruit
and impact the business' bottom line
 SELECTION

DEFINITION METHODS GOALS

Selection involves the Selection methods may include The main goal of selection is
process of evaluating and conducting interviews to identify the candidate who
choosing the most suitable (behavioral, structured, or best fits the job
unstructured), administering
candidate from the pool of requirements, organizational
attitude tests, personality
applicants recruited for a culture, and contributes
assessments, skills
particular job vacancy. positively to the company's
assessments, reference checks,
background checks, and objectives and goals.
conducting job simulations or
assessment centers.
 THE THREE MOST COMMON METHODS OF
SELECTION

GATHERING INFORMATION
Common methods for gathering
information include application forms
and résumés, biographical data, and
reference checking.

INTERVIEWING

TESTING Typical areas in which questions are

posed include education, experience,
This measure knowledge, skills , and knowledge of job procedures, mental
ability , as well as other characteristics , ability, personality, communication
such as personality traits. ability, social skills.
SELECTION PROCESSES
The process of choosing the best candidate for a job opening from a pool of applicants.

Use tests and other

Choose the best
Use a computer assessments to
candidate for the role
program to scan evaluate the
for keywords candidate

REVIEW CONDUCT MAKE A

APPLICATIONS ASSESSMENT DECISION

DEVELOP CRITERIA INTERVIEW CHECK REFERENCE AND EXTEND AN

Assess the BACKGROUNDS OFFER
Determine how
candidate's skills, Make an offer to the
the candidate Verify the candidate's
experience, and selected candidates
will be chosen background and references
competencies
PRELIMINARY INTERVIEW
On the basis of application blank, candidates are selected for the first interview. It is
necessary when a large no of candidates apply for a single job. Interviewer asked
general questions and evaluatethe appearance of the candidate.

BLANK APPLICATION FORM

It is a structured interview in which questions are standardized. It consist basic details
of the candidates. Such as:

01 Age and Gender 06 Height and Weight

02 Marital Status 07 Educational details

03 Languages 08 Average earnings

04 Hobbies 09 Salary expectations

05 Details of previous job 10 Reasons of quitting previous job

 EMPLOYMENT INTERVIEW

Selected candidates call for the final interview in which interviewer asked many type of
questions to judge the candidate for that job. It consist of interaction between interviewer
and applicant.
DIFFERENT TYPES OF INTERVIEW :

One to one Panel Structured Telephonic Situational

interview Intervie Interview Interview
Interview
w

Video Behavioural Unstructured Group Stressed

Interview Interview
Interview Interview Interview
IMPORTANCE OF SELECTION
Selection in human resources management (HRM) is important because it helps
organizations find the best candidates to fill open roles and meet their goals:

Attract top talent: An effective selection process helps organizations find the
best candidates for their open roles.
Improve organizational culture: Selection can help improve
organizational culture by ensuring a diverse workforce.
Reduce employee turnover: A good selection process can help reduce
employee turnover.
Increase productivity: A good selection process can help increase
productivity.
Improve profitability: A good selection process can help improve
profitability.
Create a competitive team: A good selection process can help create a
competitive team.
Reduce costs: A good selection process can help reduce costs.
Boost motivation: A good selection process can help boost motivation.