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Recruitment selection
- 1. Recruitment Prof. Rupesh Pais
- 4. Human resource planning Identify HR requirements surplus Retrench/layoffs demand Determine numbers, levels & Criticality of vacancies Choose the resources & Methods of Recruitment Analyze the cost & time involved Organizational Recruitment policy Job analysis Start implementing the Recruitment program Select and hire Evaluate the Program Process of recruitment
- 17. It is easier to go down a hill than up, but the view Is best from the top. Arnold Bennet
- 19. Selection Prof. Rupesh Pais
- 20. How crucial is selection process?
- 21. Its better not to select then selecting a bad candidate
- 22. Selection Selecting the right candidate Rejecting the wrong candidate Selecting the wrong candidate Rejecting the correct candidate POSITIVE OUTCOME NEGATIVE OUTCOME SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION
- 23. THE SELECTION PROCESS Resumes/CVs Review Analyze the Application Blank Conducting Tests and Evaluating performance Preliminary Interview Reference checks Job Offer Initial Screening Interview Medical Examination Placement Core and Departmental Interviews ACCEPT REJECTION Offer to the next suitable candidate
- 25. SELECTION TESTS Intelligence tests Achievement tests Interest tests Aptitude tests Situational tests Polygraph tests Personality tests Graphology
- 30. Types Interviews Interviews Preliminary Interview Selection Interview Decision-making Interview Formal & Structured Interview Unstructured Interview Stress Interview Situational Interview Panel Interview In-depth Interview
- 31. The Interview Process Preparation Setting Conduct of Interview Closing an Interview Evaluation
- 33. Great interviews requires smart skills
Notes de l'éditeur
- Your candidates might not jump for joy, nor will their interview be televised nationally, but they should have a great interviewing experience. Tips for conducting great interviews: -Be prepared (if you fail to plan, you plan to fail). Remember, YOU are in control. -Give a warm greeting and show sincere interest -Listen, summarize, demonstrate that you understand -Provide information and answer questions -End the interview with set expectations. What’s next? What’s the time frame? Who should they call with questions? Also, if you know you are not interested in a candidate, it is your choice if you would like to tell them in person. The situation can be awkward, so if you’re not comfortable doing that, here is a way to handle it: “We are talking to quite a few applicants this week. Once we get through the first round of interviewing, we will contact you and let you know if you are still being considered.” We can then send a regrets letter to inform him/her that we have chosen another candidate. AVOID: -Leading candidates on. -Making the applicant feel unwelcomed by cutting the interview drastically short. All candidates should leave with a positive experience, even if they were not right for the job.