Learn the Recruitment and Selection Process of an Organization | iKen

recruitment and selection Hari Pandey has graduated from one of the good colleges and is looking for a job one day Harry goes to meet his uncle who runs a placement agency and asks him for some assistance good morning uncle how are you I am good how come you are here today how about your job I hope that you must have concluded on that aspect no uncle I have come to you for the same reason you told me that you would help me to find a good job after I complete my graduation yes sure let me register your name in my recruitment agency but how would that help as you know I run a placement agency the employers get in touch with us for suitable candidates in order to fill the job openings with them we register names of jobseekers and arrange for interviews for such candidates as per their qualifications could you please explain me the whole process of getting a job why not you must be aware that the process of organizing as a function of management results in the creation of an organization structure in the process of organizing the top management of an organization reads positions for people to perform different types of jobs since there are different jobs to be performed organizations employ suitable persons for the jobs the process of manning the organization structure through proper and effective recruitment selection training and development of the person else to fill the positions created in an organization is referred to as staffing there are three important aspects of staffing recruitment selection and training recruitment recruitment is a positive step which aims at attracting number of candidates to apply for the given job the higher the number of people who apply for a job the higher will be the possibility of getting a suitable employee advertising is commonly part of the recruitment process and can occur through several means through newspapers through professional publication through a Job Center through campus interviews to name a few the various activities involved with the process of recruitment includes identification of the different sources of labour supply assessment of their validity choosing the most suitable source or sources and inviting applications from the prospective candidates for the vacancies the management may fill the requisite positions from within the organization or from outside thus there are two sources of recruitment internal and external internal sources in any organization existing employees expect that they will have chances of promotion and will be considered for higher positions before outsiders are considered managers therefore promote and transfer existing employees to fill the vacant positions this motivates employees to give their best performance to the organization there are three important sources of internal recruitment namely transfers promotions and reemployment of ex employees one transfers transfer is a horizontal movement of an employee from one job to another one department to another or from one shift to another without a substantive change in the responsibilities and status of the employee transfers may lead to changes in duties and responsibilities working condition and so on but not necessarily salary to promotions promotion on the other hand is a vertical movement of an employee from lower jobs to higher jobs promotion leads to shifting an employee to a higher position carrying higher responsibilities facilities status and pay 3 reemployment of X employees reemployment of X employees is one of the internal sources of recruitment in which business organizations invite and a point X employees to fill existing vacancies merits of internal sources one motivation internal recruitment acts as an incentive to employees to work harder and improve their performance through learning and practice within an organization two simple process of selection internal recruitment simplifies the process of selection and placement as the employees can be evaluated more accurately and economically and already known to the organization three short a training period in the case of internal recruitment employees with inside knowledge of the business operations will need shorter periods of training and time for fitting in also people recruited from within the organization do not need induction training for efficient use of human resources through internal recruitment an organization may shift work falls from the surplus departments to those where there is shortage of staff and lasts cheaper source of recruitment filling of jobs internally is quicker and less expensive than recruiting candidates from external sources limitations of internal sources limited choice internal recruitment reduces the tapping of fresh talents available in the market outside the organization morover internal recruitment involves danger of inbreeding by stopping infusion of new blood into an organization stagnation of skills the employees may become lethargic if they are sure of time-bound promotions this may affect their skills as well as productivity and efficiency of an organization in the long run discourage competition internal recruitment hampers the spirit of competition among the employees by not giving opportunity to otherwise competent candidates from outside the organization reduce productivity frequent transfers of employees may often reduce the productivity of an organization increase conflicts internal recruitment may increase the chances of employee discontent in an organization and what about the external source of recruitment it is evident that an organization cannot fill all the vacancies through internal recruitment as existing employees may lack the required skill initiative and qualification needed for the jobs involved hence managers have to recruit some persons from outside the organization let us have a quick look on the commonly used external sources of recruitment external sources one direct recruitment under the direct recruitment enterprises place a notice on noticeboard specifying the information about the jobs available jobseekers assemble outside the premises of the organization on the specified date and selection is done on the spot organizations use this method to fill casual vacancies of unskilled or semi-skilled jobs such workers are known as casual or bubbly workers and they are page remuneration on daily wage basis this method of recruitment is very inexpensive as it does not involve any cost of advertising the vacancies - casual corners many organizations maintain a database of unsolicited applicants that can be valuable source of manpower to them these organizations prepare a list of such jobseekers and screen the same to fill the vacancies as they arise this source of recruitment minimizes the cost of recruiting workforce in comparison to other sources 3 advertisement advertisements in newspapers journals television and Internet is the most popular method of inviting applications and is generally used when a wider choice is required the advertisement contains details about the job its nature the qualification required to do the job etc the advantage of advertising vacancies is that more information about the organization and job can be given in the advertisement its disadvantage is that it may bring in the flutter response and many times from quite unsuitable candidates for employment exchanges an organization that helps business enterprises recruit employees and aids individuals in their attempt to locate jobs is known as an employment exchange employment exchanges run by the government are regarded as a good source of recruitment for unskilled and skilled operative jobs the individuals who are in search of employment need to get themselves registered with a local employment exchanges that keep a record of all such persons in detail organizations on the other hand in form of the exchanges about the vacancies the exchange intern identifies the names of the qualified employment seekers registered with it and forwards them to the employer for consideration five placement agencies and management consultants like employment exchanges placement agencies and management consultants provide a nationwide service in matching personnel demand and supply these agencies register with them the names of the individuals who are seeking employment and try to arrange job interviews for such candidates such agencies charge flee for their services and they are useful where extensive screening is required six campus recruitment colleges and Institutes of management and Technology has become a popular source of recruitment for technical professional and managerial jobs the recruitment done through educational institutions is known as campus recruitment many big organizations maintain a close liaison with the university's vocational schools and management Institute's to recruit qualified personnel for various jobs seven recommendations of employees an organization may also consider applicants introduced by present employees all their friends and relatives to fill vacant jobs such applicants are likely to be good employees as a background is sufficiently known the disadvantage of this source is that the organization has to rely totally on such people which can later on prove to be inefficient 8 labor contractors labor contractors are the specialist who maintain close contacts with laborers and supply manpower to factories or manufacturing plants business organizations appoint workers on contract basis through these contractors the disadvantage of this system is that if the contractor himself decides to leave the organization all the workers employed through him will follow suit Merritt's of external sources qualified personnel by using external sources of recruitment an organization may attract qualified and trained people from outside thus external recruitment introduces new blood in the organization wider choice with a large pool of applicants an organization has a wider choice while selecting the people for employment this increases prospects for the selection of the best candidates competitive spirit if an organization taps external sources the existing staff will have to compete with the outsiders they will work harder to show better performance thus external recruitment helps in creating healthy competition and conductive work environment in an organization limitations of external sources one dissatisfaction among existing staff external recruitment may lead to dissatisfaction and frustration among existing employees with external recruitment existing employees may feel that their chances of promotion are reduced this discourages them to do the hard work and leads to low productivity of the organization to time-consuming process recruitment from external sources is a time-consuming process as an organization has to notify the vacancies and wait for applications to initiate the selection process three costly process external recruitment is an expensive process as an organization needs to spend a lot of money on advertisement and processing of applications for unfamiliarity with the organization the candidates selected through external recruitment are not familiar with tasks job nature and the international scenario of the organization after collecting an adequate number of applications or names of prospective candidates an organization proceeds towards the selection process selection selection is the process of identifying and choosing the best person out of a number of prospective candidates for a job the management goes through the qualification and experience of all the candidates and matches them with the job roles in order to decide on the most suitable ones for the job selection process consists of a number of steps like preliminary screening selection tests employment interview reference and background checks selection decision medical examination job offer contract of employment let us understand these steps one by one one preliminary screening after receiving applications from candidates an organization checks the contents of the applications to ensure that the minimum eligibility conditions in respect of age experience necessary qualifications and skills are fulfilled by the candidates this process is known as screening the purpose of screening is to prepare a list of eligible candidates who are to be considered for interview and eliminate unqualified or unfit jobseekers - selection tests after screening the applications the organization calls the eligible candidates for selection tests the purpose of these tests is to measure skills and abilities of the candidates in terms of the job requirements some of the important tests used by managers for the selection of employees are intelligence tests aptitude tests personality tests trait tests and interest tests let us have a quick look on each of them a intelligence tests this is one of the important psychological tests and an organization uses intelligent tests to measure the level of intelligence quotient of an individual this test indicates the learning ability or the ability to make decisions and judgments of a person B aptitude tests an organization uses aptitude tests to measure individual's potential for learning new skills this test is the indicator of individual's capacity to develop and is a good index of a person's future success score see personality tests personality tests provide clues to a person's emotions reactions maturity and value system etc these tests examine the overall personality of individuals and hence are difficult to design and implement D trait tests an organization we measure the existing skills of individuals through trade tests these tests measure the level of knowledge and proficiency in the area of professions or technical training trade tears up different from aptitude tests as the former measures the actual skills possessed by an individual while the latter measures the potential to acquire skills e interest tests managers may use interest tests to know the pattern of interest or involvement of the potential candidates 3 employment interview the next and most important step in the selection process is interview interview is a formal face-to-face an in-depth conversation conducted to evaluate the applicants suitability for the job through interviews management also gets an opportunity to go into the details of the candidates background which helps a lot in assessing that candidates suitability for reference and background checks in addition to the required education qualification skills and experience and organization expects that the potential candidates must have qualities like balance temperament honesty loyalty etc managers cannot judge these qualities on the basis of any test hence many employers request names addresses and telephone numbers of references for the purpose of verifying information and gaining additional information on an applicant previous employers known persons teachers and university professors can act as references five selection decision an organization takes the final decision among the candidates who pass the tests interviews and reference checks in the final selection the views of the concerned manager is generally considered as he or she will be responsible for the performance of the new employee six medical examination after the selection decision the candidates are required to undergo a medical examination and get certificates of medical fitness the medical examination indicates whether the selected candidates are physically fit for job such a step in the selection process is essential for jobs like police and army wear physical fitness is very important 7 job offer the next step in the selection process is job offer to those candidates who have cleared the medical examination a job offer by an organization generally contains a date by which the appointee must report on duty details regarding salary terms of employment employment bond if any etc the candidate is given some time to think over the offer and to accept or reject eight contract of employment if the candidates accept the job offer certain documents need to be executed by the employer and the candidates one such document is the attestation form which contains certain vital details about the candidate which authenticated and attested by him or her there is also a need for preparing a contract of employment a written contract of employment may contain the following headings job title duties responsibilities date when continuous employment starts and the basis for calculating service rates of pay allowances hours of work leave rules sickness grievance procedure disciplinary procedure work rules termination of employment what about the third aspect of staffing training why does an organization require to train its employees training and development training is the process of improving the skills capabilities and knowledge of the current or future employees for doing a particular job through training and development an organization increases an employee's ability to perform through learning usually by changing the employees attitude or increasing his or her skills and knowledge training is fruitful to both employers and employees in an organization an employee will become more efficient and productive if he is strained well let us have a quick look on the benefits of training and development to an organization as well as to the employees benefits to an organization the benefits of training and development to an organization are as follows 1 training is a systematic learning thus it reduces the wastage of efforts and money two training leads to higher profits as it enhances employee productivity both in terms of quantity and quality three training equips the future manager who can take over in case of emergency for training and development help organizations to improve the quality of work done by the employees training programs concentrate on specific areas thereby improving the quality of work in that area five training helps and obtaining effective response to fast changing environment technological and economic benefits to the employees the benefits of training and development activity to the employees of an organization are as follows one training improves skills and knowledge of employees which lead to better career to training and development programs greatly help new employees to get accustomed to new methods of working new technology the work culture of the company to name a few three training increases the level of performance by an individual and helps him to earn more for training makes the employee more efficient to handle machines this helps to improve the health and safety measures in the organization five training increases the satisfaction and morale of employees and reduces absenteeism and employ turnover 6 through training and development the employees remain up-to-date with new technology and the fear of being thrown out of the job is reduced how does an organization clean its employees training methods generally organizations impart training in two ways on-the-job training and off the job training on-the-job training methods in the on-the-job training methods the employees learn about their jobs while doing the job this method means learning while doing on-the-job training method is simple and cost effective some of the common methods of on-the-job training are job rotation coaching internship training just to name a few a quick look on various on-the-job training methods one apprenticeship programs under apprenticeship programs and organization trains the employees by putting them under the guidance of an experienced guide or trainer these programs are designed to acquire a higher level of skill people for example plumbers electricians or iron workers are often required to undergo apprenticeship training to coaching coaching refers to teaching a job to a junior in this method the senior person or superior guides and instructs his junior regarding how the work must be handled how decisions must be taken what are the different techniques that can be used on the job how to handle pressure to name a few a coach also suggests changes required in the behavior and performance of the trainees 3 internship training internship training is a joint program by educational institutions and business firms the selected students work in some factory or office to acquire practical knowledge and skills along with regular studies for the prescribed period for job rotation in this method an organization trains its employees by shifting them from one department to another or from one job to another this allows the trainees to gain a broader understanding of the business and functioning of the organization job rotation also enable the trainees to interact with other employees facilitating future cooperation among departments moreover organizations find it easier to promote replace or transfer employees trained by this method off the job training methods off the job training methods involve training employees away from the actual working condition this method means learning before doing off the job methods are costly and are effective if and only if large number of employees have to be trained within a short time period organizations generally use off-the-job methods in case of new employees let us understand the various of the job training methods in detail one classroom lectures or conferences under this method and organization trains its employees in classrooms with the use of audio visuals slides charts diagrams and artificial modules to name a few the lecture or conference approach is well adapted to convey specific information rules procedures or methods organizations use the classroom method to train managers in theoretical aspects three films film is the most effective medium for employees to learn and is infinitely more powerful than books or lectures films provide information and explicitly demonstrate skills that are not easily represented by the other techniques 3 case study cases are the actual experiences of organizations and represent attempts to describe actual real problems faced by managers in case study method trainee study cases to determine problems analyze causes develop alternative solutions select what they believe to be the best solution and implement it for computer modeling a computer model is a simulation or model of the work environment by programming a computer to imitate some of the realities of the job computer modeling allows learning to take place without the risk or high costs that would be incurred if a mistake were made in real-life situation 5 vestibule training vestibule training refers to the training in specially designed workshops where the actual work environments are created and employees use the same materials files and equipment vestibule training is done when the trainees are required to handle sophisticated machinery and equipment this method is usually used to train pilots and astronauts six programmed instruction programmed instruction incorporates a pre-arranged and proposed acquisition of some specific skills or general knowledge information is broken into meaningful units and these units are arranged in a proper way to form a logical and sequential learning package that is from simple to complex the trainee goes through these units by answering questions or filling the blanks in a nutshell recruitment is the process of finding and attracting suitable applicants for employment for various activities of the organization the two main sources of recruitment are internal and external internal source consists of promoting and transferring present employees to fill the vacancies external recruitment consists of advertising vacancies in the newspapers and journals employment exchanges educational professional and technical institutes recruitment at the factory gates unsolicited applicants and the workers unions selection of candidates is another important step in the hiring process it is the process of choosing the most suitable persons from among the list of interest candidates a number of steps are involved in the selection procedure like screening the applications holding tests interviews checking references conducting medical examinations and issuance of appointment letters the process of improving the knowledge and skills of the employees to enable them to perform their jobs more efficiently is known as training development refers to the building up of overall competence to handle more difficult jobs training methods may be divided into two broad categories on-the-job training and off the job training on-the-job method involve learning while doing whereas of the job methods involve training away from the actual workplace did you get everything about recruitment selection and training if you have any doubts you can ask me right away yes uncle I got everything about the three aspects of stuffing that is recruitment selection and training Thank You uncle

Channel: Iken Edu

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Keywords: Recruitment, Selection, Selection Process of an Organization, Organization, Process of an Organization, IkenEdu, recruitment consultant, recruitment 2020, recruitment agencies, how to recruit, how to select employees, recruitment tips and tricks, recruitment and selection, recruitment tips for hiring managers, job application, hiring

Id: Z3lOca6YVSc

Length: 43min 15sec (2595 seconds)

Published: Tue Sep 04 2012