Examples Of Recruitment And Selection Process

Project TitleRecruitment and selection process in an organisationObjectivesObjective HR Recruitment Putting a robust recruitment procedure into place helps.Your business to get things right our experience gives you the opportunity to. 1. Introduce recruitment and selection processes that suit your business. 2. Manage your campaigns to ensure that you recruit the right stuff. 3. Design and deliver interview processes based on your ideal behave and competencies. 4. Introduce recruitment related analysis, allowing you to evaluate your strategy. 5. Set up managed preferred supplier relationships with recruitment agencies. 6.Provide psychometric test, personality profiling and run assessment centers.Problem StatementProblem statement, HR Recruitment

An example would be to change the original method of hiring temporary (the process), reduction in the time of placement of candidates employed full time jobs. MethodologyMethodology to HR Recruitment. Selection Method Meaning of selection :-Selection is the process of picking up individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. A formal definition of Selection is as under Definition of selection :-Process of differentiating Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.” DIFFERENCE BETWEEN RECRUITMENT AND SELECTION: Recruitment Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job Recruitment:1. Recruitment refers to the process of identifying and encouraging prospective employees to apply for jobs. 2. Recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible. Selection:1. Selection is concerned with picking up the right candidates from a pool of applicants.

Preliminary Interview: The purpose of preliminary interviews is basically to eliminate unqualified applications based on information supplied in application forms. The basic objective is to reject misfits. On the other hands preliminary interviews is often called a courtesy interview and is a good public relations exercise. 2. Selection Tests: Jobseekers who past the preliminary interviews are called for tests. There are various types of tests conducted depending upon the jobs and the company. These tests can be Aptitude Tests, Personality Tests, and Ability Tests and are conducted to judge how well an individual can perform tasks related to the job. Besides this there are some other tests also like Interest Tests (activity preferences), Graphology Test (Handwriting), Medical Tests, Psychometric Tests etc. 3. Employment Interview: The next step in selection is employment interview. Here interview is a formal and in-depth conversation between applicant’s acceptability. It is considered to be an excellent selection device. Interviews can be One-to-One, Panel Interview, or Sequential Interviews. Besides there can be Structured and Unstructured interviews, Behavioral Interviews, Stress