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Question No. 01. Briefly review the Recruitment and Selection process and discuss planning and forecasting. Recruiting is the proc ess of disco vering potential candidates for actual and anticipated organizational vacancies.
RECRUITMENT/SELECTION PROCESS
Job analysis Human Resource Planning Recruitment Initial screening Selection Orientation Placement Training Performance appraisal •
1. 2. 3.
The three stages of Recruitm ent and Selection Selection are: Defining Requirement Attracting Candidates Selecting Sele cting Candidates
The Recruitm Recruitm ent and Selection Selection Process 1. 2. 3. 4. 5.
D ec ec i d e w h a t p o s i t i o n s t o f i llll t h r o u g h p e rs rs o n n e l p l an an n i n g a n d f o r ec ec a s t i n g . Build a candidate pool by recruiting internal or external candidates. Have candidates comp lete application forms and und ergo initial screening interviews. Use selection tools to identify viable candidates. Read Free Foron 30this Days Sign up to vote title D ec ec i d e w h o t o m a k e a n o f f er er t o , b y h a v i n g t h e s u p e r v i s o r an an d o t h e r s i n t e r v i ew ew t h e Useful Not useful candidates.
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Like all goo d plans, personn el plans require some forecasts or estim ates, in this case, t h r e e t h i n g s : p e r s o n n e l n e e d s , t h e s u p p l y o f i n s i d e c a n d i d a t es , a n d t h e l i k e l y s u p p l y outs ide candidates.
Forecasting Tools
Trend analysis
Ratio analysis
Scatter plotting
Trend analysis can provid e an initial estim ate of futur e staffing needs, but emplo ym ent level rarely depend just on th e passage of time. Other factors (like changes in sales volum e and prod uctivity ) also affect staffing needs. Ratio analysis provid es forecasts based on th e historical ratio between (1) some causal factor (like sales volum e) and (2) the num ber of emp loyees required (such as nu mb er of salespeople A s c a t t e r p l o t s h o w s g r a p h i c a l l y h o w t w o v a r i a b le s —such as sales and your firm’s staffing levels —are related. If they are, and then if yo u can f orecast the bu siness activity (like sales), should also be able to estimate your p ersonnel needs.
Question No. 02. You have to conduct recruitment in your company on a position how would you make the recruitment effective enough to be reliable.
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•
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RECRUITING COMPLEXITIES: strategic plans Efforts must make sense Unlockas fullper access with a free trial. Need to use the right method for specific types of jobs Success depends on non-recruitment issues and policies and finding applican Download With Free Trial with real interest in the job Good recruiting needs prescreening and providing a realistic job preview. ORGANISING RECRUITMENT FUNCTION: Centralized or decentralized Line staff cooperation
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Measuring Recruiting Effectiveness What to measure and how to measure applicants were attracted from each recruitment source? How many qualified Assessing both the quantity and the quality of the applicants produced a source. High performance recruiting Applying best-practices management techniques to recruiting. Using a benchmarks-oriented approach to analyzing and measuring effectiveness of recruiting efforts eg employee referrals. •
•
Finding Internal Candidates
Hiring-from-Within Tasks
Posting open job positions
Rehiring former employees
Outside Sources of Candidates
Succession planning (HRIS)
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Recruiting via the Internet Advertising Employment Agencies Offshoring/Outsourcing College Recruiting Referrals and Walk-ins
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Master your with Scribd Question semester No. 03. Briefly review cyber based Recruitment. & The New York Times
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Useful Not useful Cancel anytime. recruiting is a cost-effective way to publicize openings; it generates more responses quicker Special offer forInternet students: Only $4.99/month. for a longer time at less cost than just about any other method. However, Internet recruiting can pres
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Question No. 04. Why careful selection is important?
The Importance of Selecting the Right
Performance
Costs of Recruiting
Legal Obligations
T h e i m p o r t a n c e o f s e l ec t i n g t h e r i g h t e m p l o y e e s –
– –
Performance : Organizational performance always depends in part on subordinates having the right skills and attributes. Cost Recruiting and hiring employees is costly. The legal implications of incompetent hiring EEO laws and court decisions related to nondiscriminatory selection proced The liability of negligent hiring of workers with questionable backgrounds • •
– – –
–
Need to hav e a poo l of applicants Select the best cand idates forYou're the job Reading a Preview S h o r t l i s t c a n d i d a te s t h r o u g h s c r e en i n g t o o l s , t e s t , a s s e s s m e n t c e n t e r s , b a c k g r o u n d & reference check s Unlock full access with a free trial. Interview candidates
Download With Free Trial Question No. 06. Briefly review a Management Assessment Centre. Management Assessment Centers
Master your A m a n a g semester em e n t a s s e s s m e nwith t c e n t r e Scribd i s a t w o t o t h r e e d ay s s i m u l a t io n i n Read Free Foron 30this Days Sign up to vote title wh ich 10 to 12 Candid ates perform Realistic Management un der & The New Yorkof experts Times Useful Not useful obs ervation who appraise leadership p otential: The in $4.99/month. basket test Special offer for students: Only
L e ad e r l es s g r o u p d i s c u s s i o n
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Question No. 07. What is an Interview? What are the basic features of an Interview?
A n i n t e r v i ew –
– –
A procedure designed to obtain information from a person through oral respon to oral inquiries It is designed to predict future job performance on the basis of oral responses Interview is most widely used personnel selection procedure.
Selection Interviews
Interview Structure
Interview Content
Interview Administration
U n s t r u c t u r e d I n t e r v i ew s : No set format , no specified questions , a general conversation
which point of interest may be pursued. Structu red Interviews : Standard set of questions, listed ahead of times. Follows a set sequence, may expect predetermined answers, may score answers with a formal rating procedure. All applicants asked same questions .More valid and reliable. Job relatedness ,Consistency for all and reduced potential for bias.
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Interview
Job-Related Interview
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Question No. 08. How would you design and conduct an effective Interview?
Designing and Conducting the Interview
The structured situational interview –
Use either situational questions (preferred) or behavioral questions that yield hig criteria-related validities.
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Step 1: Job Analysis
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Step 2: Rate the Job’s Main Duties
–
Step 3: Create Interview Questions
–
Step 4: Create Benchmark Answers
–
Step 5: Appoint the Interview Panel and Conduct Interviews
Prepare for the interview –
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Review the candidate’s application and résumé
–
Download With Free Trial Review the job specifications
How to Conduct an Effective Interview
Structure Your Interview
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Question No. 05. What are the Tests you could use for employee selection and how would you use them.?
An organization would like to prove: –
That its tests are related to success or failure on the job (validity)
–
That its tests don’t unfairly discriminate against minority or nonminority subgrou
(disparate impact).
Compliance to laws apply to all selection devices, including interviews, applications, and references.
Major types of tests used by employers –
Basic skills tests (41%)
–
Drug tests (47%)
–
Psychological tests (29%)
What Tests Measure
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Job skills tests (67%)
Types of tests –
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