CHAPTER FOUR revised.pdf

F recruiting on internet a large number and fast

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F. Recruiting on Internet A large number and fast growing proportion of employers use the Internet as a recruiting tool.
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Employers list several advantages of internet recruiting. First, it is cost effective: The newspaper ads may keep attracting applications for 30 days or more. Internet recruiting can also be timelier. Responses to electronic job listing may come the day the ads are posted, where the responses to news paper ads can take weeks just to reach an employer. Some employers cite just such a flood of responses as a down side of internet recruiting. The problem is that the relative ease of responding to internet ads encourages unqualified job seekers to apply; furthermore, applications may arrive from geographic areas that are unrealistically far away. External sources offer the following advantage : People having the requisite skill, education and training can be obtained. As recruitment is done from a wider market, best selection can be made irrespective of caste, sex, or religion Expertise and experience from other organization can be obtained. This source of recruitment never “dries up”. It is available to eve n new enterprises. It helps to bring new blood and new ideas into the organization, their orientation and training is necessary External sources, however, suffer from the following disadvantages: It is more expensive and time-consuming to recruit people from outside. Detailed screening is necessary as very little is known about the candidates The employees being unfamiliar with the organization, their orientation and training is necessary If higher levels are filled from the external source, motivation and loyalty of existing staff are affected. 4.2. Employee Selection Meaning Selection is the process by which an organization chooses from a list of applicants the person or persons who best meet the selection criteria for the position available, considering current environmental conditions. It is the process of matching the qualification of applicants with job requirement. Selection divides all applicants into the categories- suitable and unsuitable. Selection may also be described as a process of rejection because generally more candidates are
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turned away than the hired. Selection differs from recruitment. Recruitment technically precedes selection. Recruitment involves identifying the source of manpower and stimulating them to apply for jobs in the organization. On the other hand, selection is the process of choosing the best out of those recruited. Recruitment is positive as it aims at increasing the number of applicants for wider choice or increase selection ratio. Selection is negative as it rejects a large number of applicants to identify the few who are suitable for the job. Recruitment involves prospecting or searching whereas selection involves comparison and choice of candidates. The purpose of selection is to pick up the right person for every job. Selection is an important function as no organization can achieve its goals without selecting the right people. Faulty selection leads to
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