recruitment presentation.pptx

this ppt is on recruitment of employees and in this mention about its types and methods and process

1. O RGANISATIONAL BEHAVIOUR & HUMAN RESOURCE PRESENTATION TOPIC : RECRUITMENT

2. GROUP MEMBERS RISHITA VYAS KAVYA GANHI JAY VAJA RONAK SUHAGIYA RAJ CHHABRA SAILESH PAL AMAN SINH PARMAR 2

3. TABLE OF CONTENT 3 Meaning & definition of recruitment Why recruitment is important S teps in recruitment process Sources of Recruitment Merit and demerits of recruitment R ecruiting pyramid Methods of recruitment

4. Meaning & definition recruitment “Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.” By : Edwin F lippo The process of generating a pool of qualified candidates for a particular job 4

5. Why recruitment is important The recruitment team conducts job analysis activities, along with some personnel planning to ensure that they can understand all necessary requirements needed for the job before for they being the recruitment process. C andidates can be accumulated without the business spending too much money R ecruitment helps divide applications into categories of underqualified and overqualified. This helps streamline the process, making it easier to shortlist people who would be perfect for the job and would help the company grow. It helps recruit a better qualified workforce that is more in line with the company’s agenda. 5

6. Steps in recruitment process 6 Planning of the recruitment process Developing of strategy for the recruitment Search for the most suited candidate Shortlisting and screening of the candidates Checking the resumes and cv cover letter (cv) received Doing an interview via video/telephone call Monitoring and controlling the whole process

7. Sources of Recruitment 7

8. Merit and D emerits of Internal sources Employees are motivated to improve their performance Simplifies the process of selection & placement No wastage of time in training Internal filling job is cheaper L imited choice of candidates Employee may become lazy M ay be reduce of productivity Fail to bring fresh talent in organization 8 MERIT DEMERIT

9. Merit and Demerits of External sources Outside people bring new ideas Wider experience and expertise Wider number of choices Time consuming process Expensive process due to advertisement and interview requirement employee unfamiliar with organization 9 MERIT DEMERIT

10. Recruiting Pyramid 10

11. Methods of recruitment 11 Direct method Indirect method Third party method

12. Direct method 12 In the direct method of recruitment, the representatives of the organization contact the potential candidates in various educational and training institutes. They establish direct contact with the candidates seeking jobs. These representatives work in cooperation and collaboration with placement cells in the institutions .

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14. Indirect method 14 In the indirect method of recruitment, advertisements in newspapers, journals, on the radio, and T.V. are useful in publicizing vacancies. A well-thought-out advertisement enables the job seekers to assess their suitability so that only those possessing the requisite qualification will apply and there is no confusion. This method is especially appropriate when the organization wants to reach out to a large target group scattered geographically.

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16. Third party method 16 This method consists of the use of private employment businesses, management advisers, professional associations, employee referrals, etc., to initiate contact with jobseekers. Various agencies are useful in recruiting personnel for jobs.

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