Sunteți pe pagina 1din 14

A R S INAMDAR ARTS SCIENCE &

COMMERCE COLLEGE FOR WOMEN

MAHIMA R
NAME BHAVANI K
VARINI K
PRIYANKA J
SUBJECT HUMAN RESOURCE
MANAGEMENT
TOPIC

CLASS B.COM 5th Sem


DATE -09-2018
• Selection is a process of picking
individuals from a large number
of job applicants possessing ,
requisit qualifications and
compitants to fill the various jobs
in the organisation.
 Relevant experience .
 Education.
 Relocation.
 Salary requirements.
 Budget.
 Expertise.
 Line manager.
 Recruiting distance.
 Relevant work experience is likely the most important
factor that influences the HR selection method .
 The relevant work experience required by an employer
depends largely on the available job position and the level
of skills required to carry out the duties of the position.
 HR personnel initially look at job candidates’ relevant work
experience by reviewing their resume.
 Applicants without relevant work experience are typically
eliminated from the job-selection process .
 Employers desire to hire candidates with relevant
experience because it saves the company time and money
in training an employee .
 Employers also seek to reduce employee turnover by hiring
qualified applicants.
 Educational achievements also play a role in a
company’s hiring decisions. Some job positions
require certain industry knowledge that is often
obtained through the completion of a degree
program.
 For example, a company desiring to hire a registered
nurse will most likely require that candidates possess
a nursing degree for employment consideration by
the HR department .
 Educational achievement not only acts as a factor in
making hiring decisions , but for some employers , the
mode of education is also a factor .

 some companies prefer to hire
candidates who graduated from certain
top-ranking institutions , or a company
may prefer not to hire candidates who
earned degrees through online-degree
programs.
 One of the factors that influence the selection process
for the human resource department is the geographical
location of the job candidate .
 Most employees prefer to hire employees living in the
local area .
 Employers prefer to hire local candidates because it
hastens the hiring process and saves the employer
money on the interviewing process and on relocation
fees .
 Although most employers look to hire local candidates
to save time and money , some employers choose to
make the application process open to individuals living in
other states.
 Iflocal candidates fail to meet the
employer’s qualifications for the job, HR
typically seeks regional candidates next
before widening the search to national
and global candidates.
 The salary requirements of a job candidates influence the
HR employment-selection process .
 Employers typically set a maximum salary for an open job
position .
 Candidates who require a salary greater than what the
employer offers are typically eliminated from the selection
process .
 Some companies choose to negotiate the salary with
attractive candidates because they desire to retain their
talents and skills .
 HR managers also consider the present salary of a job
candidate .
 If the candidate’s current or previous salary is not
competitive enough, an employer may not consider the
candidates for the job.
 Human resources isn’t a revenue-producing business
function, which can make it difficult to allocate substantial
sums of money for recruiting activities.
 Money is a factor in the HR selection method because it
determines how your company advertises job opening or
whether you can travel to college campuses to recruit new
graduates .
 budgets for recruiting also may determine whether to use
an applicant-tracking system for managing the recruitment
and selection process or rely on traditional paper
employment applications.
 Small businesses with limited capital and resources may
rely on the simplest methods for recruiting and hiring staff.
 Even if your company has a dedicated HR department, staff
expertise could influence your HR selection methods.
 Experienced recruiters typically understand the full life-
cycle process, which starts with sourcing candidates and
ends with new-employee on boarding or orientation.
 If you don’t have an HR department and prefer to outsource
the recruitment functions , the staffing agency you choose
can influence your selection method.
 In temp-to-hire arrangements, you shift responsibility for
selecting suitable candidates to the staffing firm.
 Direct hire solutions give you more input during the year
selection process.
 When front-line supervisors are involved in the selection
process as hiring managers , usually meet first with
recruiters to explain their departmental staffing needs.
 Recruiters send the hiring managers their picks from
candidates who successfully passed the preliminary
interview.
 Hiring managers then conduct face-to-face interviews and
make their decisions , which they communicate to the
recruiters.
 When line managers aren’t involved in the hiring process ,
recruiters may be responsible for the entire process.
 Also, the hiring process may be shorter when there are
fewer people who conduct interviews.
 National recruiting efforts influence everything from
the way you conduct interviews to the compensation
and benefits package that you negotiate for
relocating employees.
 Preliminary interviews can be conducted via phone
like many already are ; however, a face-to-face
interview may be conducted via videoconference to
save the expense of flying candidates in for second-
round interview.
 The recruiting distance also may affect the time it
takes to make hiring decisions because it’s likely that
small businesses, in particular, may want to exhaust
their options for finding a local candidate before
embarking upon a national search.

S-ar putea să vă placă și