A presentation on Recruitment and Selection for your better understanding. Presented by Asish Raut Studying M.COM Central University Of Karnataka Thank you for choosing our ppt hope it helps you.

1. Recruitment
&
Selection
A PRESENTATION ON MANAGEMENT
Presented
by Asish , Mcom
Central University of Karnataka

2. Recruitment is the process of actively seeking out,
finding and hiring candidates for a specific position or
job. The recruitment definition includes the entire
hiring process, from inception to the individual
recruit's integration into the company.
“It is a process of searching for prospective employees
and stimulating and encouraging them to apply for jobs
in an organisation.”
- Edwin B. Flippo
Recruitment
Significance of Recruitment
1. Gain Skilled Employees : businesses will acquire employees whose
skills are a perfect match for the organisation’s current needs.
2. Assures Cultural Fit: throughout the recruitment and selection process HR
professionals can assure and test to see if employees will effectively join the culture
that exists within the organisation.

3. 3. Saves Time and Money: will effectively hire the right employee fit
to meet organisational objectives effectively to avoid wasting both
time and money on looking for another employee if the hired
employee does not meet expectations.
4. Improves Employee Satisfaction: ensure that the entire
recruitment process is extremely easy and interesting for the
prospective employee, future onboarding employees will be
extremely satisfied with the organisation.
5. Ensures Positive Brand Image: employees who are learning about
an organisation and effectively have a positive perception of the
business are influenced through the meetings they have in interviews
on their perceptions of the business.
Sources of Recruitment
Internal Sources :
1. Promotions: promotion policy is followed as a
motivational technique for the employees who work
hard and show good performance.
2. Retirements:
The retired employees may be given the extension in
their service in case of non-availability of suitable
candidates for the post.

4. 3. Former employees:
Former employees who had performed well during their tenure may be
called back, and higher wages and incentives can be paid to them.
Transfer:
Employees may be transferred from one department to another
wherever the post becomes vacant.
Internal advertisement:
The existing employees may be interested in taking up the vacant
jobs. As they are working in the company since long time, they know
about the specification and description of the vacant job. For their
benefit, the advertisement within the company is circulated so that
the employees will be intimated.
External Sources of Recruitment:
1. Press advertisement:
A wide choice for selecting the appropriate candidate for the post is
available through this source. It gives publicity to the vacant posts
and the details about the job in the form of job description and job
specification are made available to public in general.

5. 2. Campus interviews:
It is the best possible method for companies to select students from various educational institutions. It is easy and
economical. The company officials personally visit various institutes and select students eligible for a particular post through
interviews. Students get a good opportunity to prove themselves and get selected for a good job.
3. Placement agencies:
A databank of candidates is sent to organizations for their selection purpose and agencies get commission in return.
4. Employment exchange:
People register themselves with government employment exchanges with their personal details. According to the
needs and request of the organization, the candidates are sent for interviews.
5. Walk in interviews:
These interviews are declared by companies on the specific day and time and conducted for selection.
6. E-recruitment:
Various sites such as jobs.com, naukri.com, and monster.com are the available electronic sites on which candidates
upload their resume and seek the jobs.
7. Competitors:
By offering better terms and conditions of service, the human resource managers try to get the employees working in
the competitor’s organization.
Process of Recuitment
Recruitment Process Passes through the Following Stages:
(i) Searching out the sources from where required persons will be
available for recruitment. If young managers are to be recruited then
institutions imparting instructions in business administration will be
the best source.
(ii) Developing the techniques to attract the suitable candidates. The
goodwill and reputation of an organisation in the market may be one
method. The publicity about the company being a professional
employer may also assist in stimulating candidates to apply.

6. (iii) Using of good techniques to attract prospective candidates. There may be
offers of attractive salaries, proper facilities for development, etc.
(iv) The next stage in this process is to stimulate as many candidates as possible
to apply for jobs. In order to select a best person, there is a need to attract more
candidates.
Factors Influencing Recruitment:
All enterprises, big or small, have to engage themselves in recruitment of
persons. A number of factors influence this process.
Some Of The Main Factors Are Being Discussed Below:
1. Size of the Enterprise: The number of persons to be recruited will depend
upon the size of an enterprise.
2. Employment Conditions:
The employment conditions in an economy greatly affect recruitment
process.
3. Salary Structure and Working Conditions:
The wages offered and working conditions prevailing in an enterprise greatly
influence the availability of personnel. If higher wages are paid as compared
to similar concerns, the enterprise will not face any difficulty in making
recruitments. An organisation offering low wages can face the problem of
labour turnover.

7. 4. Rate of Growth : The growth rate of an enterprise
also affects recruitment process. An expanding
concern will require regular employment of new
employees. There will also be promotions of
existing employees necessitating the filling up of
those vacancies. A stagnant enterprise can recruit
persons only when present incumbent vacates his
position on retirement, etc.

8. “Selection is the process of choosing from the candidates, from within
the organization or from outside, the most suitable person for the
current position or for the future positions.”
-Harold Koontz
SELECTION
Selection is the process of picking or choosing
the right candidate, who is most suitable for a
vacant job position in an organization.
Objective of Selection

9. Advantages of Selection
A good selection process offers the following advantages−
• It is cost-effective and reduces a lot of time and effort.
• It helps avoid any biasing while recruiting the right
candidate.
• It helps eliminate the candidates who are lacking in
knowledge, ability, and proficiency.
• It provides a guideline to evaluate the candidates further
through strict verification and reference-checking.
• It helps in comparing the different candidates in terms of
their capabilities, knowledge, skills, experience, work
attitude, etc.
Importance of Selection

10. Process of Selection
• Initial Screening.
• Completion of the
Application Form.
• Employment Tests.
• Job Interview.
• Conditional Job Offer.
• Background
Investigation.
• Medical Examination.
• Permanent Job Offer.

11. 1. Initial screening : At this stage, a few straight forward questions
are asked. An applicant may obviously be unqualified to fill the
advertised position, but be well qualified to work in other open
positions.
2. Completion of the Application Form:
Application Blank is a formal record of an individual’s application
for employment. The next step in the selection process may involve
having the prospective employee complete an application for
employment.
3.Employment Tests: Hundreds of tests have been developed to
measure various dimensions of behavior. The tests measure mental
abilities, knowledge, physical abilities, personality, interest,
temperament, and other attitudes and behaviors
4. Job Interview:
An interview is a goal-oriented conversation in which the
interviewer and applicant exchange information. The employment
interview is especially significant because the applicants who reach
this stage are considered to be the most promising candidates.

12. 5. Conditional Job Offer:
Conditional job offer means a tentative job offer that becomes
permanent after certain conditions are met.
6. Background Investigation:
Background Investigation is intended to verify that information
on the application form is correct and accurate.
7. Medical/Physical Examination
This is an examination to determine an applicant’s physical
fitness for essential job performance.
8. Permanent Job Offer
Individuals who perform successfully in the preceding steps are
now considered eligible to receive the employment offer. The
actual hiring decision should be made by the manager in the
department where the vacancy exists.

13. Recruitment Selection
A process of actively searching and hiring
applicants for a job role is known as recruitment.
A process of choosing suitable applicants
from the shortlisted candidates is known as
selection.
It is an activity to boost the candidate pool. It is an activity to reduce the candidate pool
until we find the ideal candidate.
It allows the candidates to apply for a vacant
place.
This process allows the HR to proceed
further with suitable applicants, and reject the
remaining.
In recruitment, we advertise the job role and
encourage the candidates to apply.
Selection is the process in which we finally
appoint the candidate for the particular job
role.
It is the first step towards the hiring process. It is the second step towards the hiring
process.
This process is economical. The process is comparatively expensive.
There is no contractual relation in the recruitment Selection involves a contractual relation
Recuitment v/s Selection