Recruitment & Selection 2 (Ref “Competence at Work
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Recruitment Selection 2 (Ref Competence at Work - Models for Superior Performance By Spencer, John Wiley Publications Pg 242) METHODOLOGY CORRELATION (r ) 1.COMPETENCY BASED 0.65 ASSESSMENT CENTRES 2. BEHAVIOURAL EVENT 0.48 - 0.61
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01
Recruitment & Selection<br>
02
2 (Ref “Competence at Work - Models for Superior Performance”
By Spencer, John Wiley Publications Pg 242) METHODOLOGY CORRELATION (r ) 1.COMPETENCY BASED 0.65
ASSESSMENT CENTRES 2. BEHAVIOURAL EVENT 0.48 - 0.61
INTERVIEWS 3. ABILITY TESTS(aptitude tests & others) 0.54 4. ‘MODERN’ PERSONALITY TESTS 0.39 5. STRUCTURED COMPETENCY 0.38
BASED BIODATA 6. ROBUST REF.CHECKS ON 0.23
COMPETENCIES 7. NORMAL INTERVIEWS 0.05 to 0.19 CORRELATION OF VARIOUS ASSESSMENT METHODS TO JOB PERFORMANCE Why Assessment Centres<br>
By Spencer, John Wiley Publications Pg 242) METHODOLOGY CORRELATION (r ) 1.COMPETENCY BASED 0.65
ASSESSMENT CENTRES 2. BEHAVIOURAL EVENT 0.48 - 0.61
INTERVIEWS 3. ABILITY TESTS(aptitude tests & others) 0.54 4. ‘MODERN’ PERSONALITY TESTS 0.39 5. STRUCTURED COMPETENCY 0.38
BASED BIODATA 6. ROBUST REF.CHECKS ON 0.23
COMPETENCIES 7. NORMAL INTERVIEWS 0.05 to 0.19 CORRELATION OF VARIOUS ASSESSMENT METHODS TO JOB PERFORMANCE Why Assessment Centres<br>
03
Old & new recruiting strategy<br>
04
Best practices in Campus Recruitment & Selection By:
Akanksha seth (uh12005)
Anshul sood (uh12012)
Ayesha gaglani (uh12015)
Siddhartha chakraborty (uh12047)
Silvi (uh12049)<br>
Akanksha seth (uh12005)
Anshul sood (uh12012)
Ayesha gaglani (uh12015)
Siddhartha chakraborty (uh12047)
Silvi (uh12049)<br>
05
Introduction Campus recruitment is a commonly used R&S procedure
Companies visit eminent academic or professional institutes
Beneficial for both – students and companies
Companies get to choose the best from a large pool of young talent
Students get a job offer while still in college<br>
Companies visit eminent academic or professional institutes
Beneficial for both – students and companies
Companies get to choose the best from a large pool of young talent
Students get a job offer while still in college<br>
06
Effective Campus Recruitment Programs Campus selection – the initial step
Curriculum/ranking – Is the school accredited: Is the curriculum relevant to the needs of your organization?
Location – Will the distance to campus justify the time and money it takes to recruit there? Will the distance create relocation and retention issues?
Graduation dates – When will candidates be available for work?<br>
Curriculum/ranking – Is the school accredited: Is the curriculum relevant to the needs of your organization?
Location – Will the distance to campus justify the time and money it takes to recruit there? Will the distance create relocation and retention issues?
Graduation dates – When will candidates be available for work?<br>
07
Effective Campus Recruitment Programs Competitive environment – Are the student’s expectations in line with what the organization can offer?
Potential recruiters/team leaders – Does the company have enough alumni to create a recruiting team?
Internal opinion of the school – What is the general opinion of the school within the company? Would the school be accepted as part of the campus recruiting program?<br>
Potential recruiters/team leaders – Does the company have enough alumni to create a recruiting team?
Internal opinion of the school – What is the general opinion of the school within the company? Would the school be accepted as part of the campus recruiting program?<br>
08
Effective Campus Recruitment Programs Effective Campus Recruiter
should be selected and trained carefully
represents the company and reflects the company’s culture and image to students and faculty
Establishing a Presence on Campus
good relations with the placement cell
campus career fairs, campus competitions etc.<br>
should be selected and trained carefully
represents the company and reflects the company’s culture and image to students and faculty
Establishing a Presence on Campus
good relations with the placement cell
campus career fairs, campus competitions etc.<br>
09
Effective Campus Recruitment Programs Recruiting Methods to Reach College Graduates
On-campus recruiting
Summer Internship Programs
Campus Competitions<br>
On-campus recruiting
Summer Internship Programs
Campus Competitions<br>
10
A Typical Campus Recruitment Process<br>
11
Different companies adopt different strategies for identifying and ranking the campus.
For most of the companies the ranking is done by the top hr team or the strategic teams.
Few companies visit only the top premier campuses where as others prefer to visit lower rung colleges based on their compensation and talent retention strategies. Identification of Campus Employer Branding Due to the fierce war for talent and attracting the best of the candidates companies look forward to Employer Branding which aims at creating a favorable image for the organization and make it sought after among them<br>
For most of the companies the ranking is done by the top hr team or the strategic teams.
Few companies visit only the top premier campuses where as others prefer to visit lower rung colleges based on their compensation and talent retention strategies. Identification of Campus Employer Branding Due to the fierce war for talent and attracting the best of the candidates companies look forward to Employer Branding which aims at creating a favorable image for the organization and make it sought after among them<br>
12
companies prepare the recruitment calendar i.e when they will be recruiting at the particular campus
Followed by this companies visit the campus and start various activities to promote their brand and create a positive image among the participants to attract more and more high potential candidates Logistics Planning Campus Interview and Offer Management Companies start their recruitment process which is usually a multi tier process and includes Personality test ,Group Discussion and Personal Interviews
Companies makes on spot offer<br>
Followed by this companies visit the campus and start various activities to promote their brand and create a positive image among the participants to attract more and more high potential candidates Logistics Planning Campus Interview and Offer Management Companies start their recruitment process which is usually a multi tier process and includes Personality test ,Group Discussion and Personal Interviews
Companies makes on spot offer<br>
13
TaTAGrOUP The Tata group comprises over 100 operating companies in seven business sectors: communications and information technology, engineering, materials, services, energy, consumer products and chemicals.
The major Tata companies are Tata Steel, Tata Motors, Tata Consultancy Services (TCS), Tata Power, Tata Chemicals, Tata Global Beverages, Tata Teleservices, Titan, Tata Communications and Indian Hotels.
The group has operations in more than 100 countries across six continents, and its companies export products and services to 150 countries.
Development Program in leadership & learning are TAS & HRDP<br>
The major Tata companies are Tata Steel, Tata Motors, Tata Consultancy Services (TCS), Tata Power, Tata Chemicals, Tata Global Beverages, Tata Teleservices, Titan, Tata Communications and Indian Hotels.
The group has operations in more than 100 countries across six continents, and its companies export products and services to 150 countries.
Development Program in leadership & learning are TAS & HRDP<br>
14
Contd… TAS (Tata Administrative Services)
TAS was conceived by JRD Tata, the late chairman of the Tata group, in the 1950s.
TAS recruits young postgraduates from leading business schools each year and puts them through an intensive 12-month programme
This programme impart s the macro view of business which is critical in preparing young professionals for general management.
Selection Process
Application form
Chairman’s Group Discussion
Case Presentation
IRIS Psychometrics
Director’s round of Interview<br>
TAS was conceived by JRD Tata, the late chairman of the Tata group, in the 1950s.
TAS recruits young postgraduates from leading business schools each year and puts them through an intensive 12-month programme
This programme impart s the macro view of business which is critical in preparing young professionals for general management.
Selection Process
Application form
Chairman’s Group Discussion
Case Presentation
IRIS Psychometrics
Director’s round of Interview<br>
15
Contd… TATAHRDP
TATAHRDP was initiated in 2006 where specialist role of HR are required to fulfill.
Each year HRDP recruits the best talent from premier Indian business schools and Tata companies, based on their performance, interest and capabilities,
Trains them for a year with rotations through sub-functions such as recruitment and sourcing, performance management system, training and development, employee relations, community development, etc
Application form
Chairman’s Group Discussion
Interview<br>
TATAHRDP was initiated in 2006 where specialist role of HR are required to fulfill.
Each year HRDP recruits the best talent from premier Indian business schools and Tata companies, based on their performance, interest and capabilities,
Trains them for a year with rotations through sub-functions such as recruitment and sourcing, performance management system, training and development, employee relations, community development, etc
Application form
Chairman’s Group Discussion
Interview<br>
16
GODREJ The Godrej Group is an Indian conglomerate and operates in sectors as diverse as real estate, consumer products, industrial engineering, appliances, furniture, security and agricultural products.
Subsidiaries and affiliated companies include Godrej Industries and its subsidiaries Godrej Consumer Products, Godrej Agrovet, and Godrej Properties, as well as the private holding company Godrej & Boyce
GURUKUL is the summer internship program.
Application form
Interview
PPI/PPO
GALLOP is the program for new Management Trainees with an intense one and half-month orientation meant to plug holes in knowledge.
GODREJ LOUD
Godrej LOUD is a platform for students to live out their unfulfilled personal dreams. Entry to this contest is by invitation only to all full-time first year Post Graduate Programme (PGP) students of SIBM, XIMB, MDI, FMS, IIFT, NITIE and IIM L.
Godrej will give 5 winners up to INR 1.5 lakhs each towards fulfilling their dreams and also, Pre Placement Summer offers into GURUKUL, the summer internship programme at Godrej.<br>
Subsidiaries and affiliated companies include Godrej Industries and its subsidiaries Godrej Consumer Products, Godrej Agrovet, and Godrej Properties, as well as the private holding company Godrej & Boyce
GURUKUL is the summer internship program.
Application form
Interview
PPI/PPO
GALLOP is the program for new Management Trainees with an intense one and half-month orientation meant to plug holes in knowledge.
GODREJ LOUD
Godrej LOUD is a platform for students to live out their unfulfilled personal dreams. Entry to this contest is by invitation only to all full-time first year Post Graduate Programme (PGP) students of SIBM, XIMB, MDI, FMS, IIFT, NITIE and IIM L.
Godrej will give 5 winners up to INR 1.5 lakhs each towards fulfilling their dreams and also, Pre Placement Summer offers into GURUKUL, the summer internship programme at Godrej.<br>
17
General Electric General Electric, or GE, is an American multinational conglomerate corporation incorporated in Schenectady, New York and headquartered in Fairfield, Connecticut, United States.
GE is renowned for hiring exceptional people and giving them unparalleled opportunities to build their careers and capabilities. GE has been topping the “World’s Best Employer” list several times.
GE has businesses and operations in over 160 countries, GE employees have an unparalleled foundation on which to build their careers, their abilities and their dreams.
According to GE, “We offer our employees challenging, rewarding careers in dynamic businesses. Our people are the architects of the future. We sit in the front seat of history.”<br>
GE is renowned for hiring exceptional people and giving them unparalleled opportunities to build their careers and capabilities. GE has been topping the “World’s Best Employer” list several times.
GE has businesses and operations in over 160 countries, GE employees have an unparalleled foundation on which to build their careers, their abilities and their dreams.
According to GE, “We offer our employees challenging, rewarding careers in dynamic businesses. Our people are the architects of the future. We sit in the front seat of history.”<br>
18
On Campus Recruiting at GE
GE visits select Management and Engineering campuses across India to attract the best talent
On-campus recruiting events are an essential part of GE’s hiring process
Commercial Leadership Program (CLP),
Financial Management Program (FMP)
Information Technology Leadership Program (ITLP) from Management campuses,
Edison Engineering Development Program (EEDP)
Operations Management Leadership Program (OMLP)
Graduate Engineering Trainee (GET)
This whole process helps GE to find out more about the applicant as a person, the interviews give them the best opportunity to evaluate the applicant’s candidature
The recruitment process starts with GE sharing specific profile.
Based on student interest and applications received, profiles are shortlisted as per the eligibility criteria
After that Group Discussion and Aptitude Test (specific for engineering campuses only) are conducted, followed by interviews by an experienced panel of GE leaders.<br>
GE visits select Management and Engineering campuses across India to attract the best talent
On-campus recruiting events are an essential part of GE’s hiring process
Commercial Leadership Program (CLP),
Financial Management Program (FMP)
Information Technology Leadership Program (ITLP) from Management campuses,
Edison Engineering Development Program (EEDP)
Operations Management Leadership Program (OMLP)
Graduate Engineering Trainee (GET)
This whole process helps GE to find out more about the applicant as a person, the interviews give them the best opportunity to evaluate the applicant’s candidature
The recruitment process starts with GE sharing specific profile.
Based on student interest and applications received, profiles are shortlisted as per the eligibility criteria
After that Group Discussion and Aptitude Test (specific for engineering campuses only) are conducted, followed by interviews by an experienced panel of GE leaders.<br>
19
Internship Opportunities with GE
An internship with GE gives the candidate a real flavour of the industry.
The interns are recruited from selected campuses across the country on the basis of a rigorous evaluation process.
Internships at GE are offered for the Commercial Leadership Program (CLP), Financial Management Program (FMP), Information Technology Leadership Program (ITLP) as well as in the area of Human Resources for MBA Graduates
For graduate engineers, GE offers internships in Technology, Commercial (Sales/Services) and Manufacturing/Operations across GE businesses
An Internship opportunity in any one of the programs above is a stepping stone to joining GE’s hallmark Leadership Programs directly from campus.<br>
An internship with GE gives the candidate a real flavour of the industry.
The interns are recruited from selected campuses across the country on the basis of a rigorous evaluation process.
Internships at GE are offered for the Commercial Leadership Program (CLP), Financial Management Program (FMP), Information Technology Leadership Program (ITLP) as well as in the area of Human Resources for MBA Graduates
For graduate engineers, GE offers internships in Technology, Commercial (Sales/Services) and Manufacturing/Operations across GE businesses
An Internship opportunity in any one of the programs above is a stepping stone to joining GE’s hallmark Leadership Programs directly from campus.<br>
20
Leadership Programs at GE
There are two kinds of leadership programmes in GE
Entry-level Leadership Program, which is for those who have just started their career, basically the fresh recruits from campus.
For others, there are also experienced leadership programs.
GE’s entry level leadership programmes are offered in
Finance Management Program (FMP)
Information Technology Leadership Program (ITLP)
Operations Management Leadership Program (OMLP)
Commercial Leadership Program (CLP)
Edison Engineering Development Program (EEDP).
These programs build perfect foundation for accelerating learning and development in a particular domain, from commercial to operations, from human resources to information management, from finance and communications to technology
Graduates of these programs who have seen success have been able to leverage their on-program learnings to get the best out of their careers<br>
There are two kinds of leadership programmes in GE
Entry-level Leadership Program, which is for those who have just started their career, basically the fresh recruits from campus.
For others, there are also experienced leadership programs.
GE’s entry level leadership programmes are offered in
Finance Management Program (FMP)
Information Technology Leadership Program (ITLP)
Operations Management Leadership Program (OMLP)
Commercial Leadership Program (CLP)
Edison Engineering Development Program (EEDP).
These programs build perfect foundation for accelerating learning and development in a particular domain, from commercial to operations, from human resources to information management, from finance and communications to technology
Graduates of these programs who have seen success have been able to leverage their on-program learnings to get the best out of their careers<br>
21
IBM The International Business Machines Corporation (commonly referred as IBM) is an American multinational technology and consulting corporation, with headquarters in Armonk, New York, United States.
IBM manufactures and markets computer hardware and software, and offers infrastructure, hosting and consulting services in areas ranging from mainframe computers to nanotechnology.
IBM actively recruits at more than one hundred universities across the country
Its presence goes far beyond traditional recruiting events: recruiters sit on advisory boards and panels, guest lecture in classes, and partner with diversity organizations.
This is a technique adopted by IBM to showcase students how at IBM, they can tackle meaningful projects that help the world work better<br>
IBM manufactures and markets computer hardware and software, and offers infrastructure, hosting and consulting services in areas ranging from mainframe computers to nanotechnology.
IBM actively recruits at more than one hundred universities across the country
Its presence goes far beyond traditional recruiting events: recruiters sit on advisory boards and panels, guest lecture in classes, and partner with diversity organizations.
This is a technique adopted by IBM to showcase students how at IBM, they can tackle meaningful projects that help the world work better<br>
22
IBM’s long-standing involvement at their key recruiting schools has enabled them to get this message across to students loud and clear, and their recruitment brand has become well known among university students.
Recruitment process for IBM begins with sending the resumes, through the Campus TPO's
This is then followed by an independent selection process involving around discussions
This is where the student's interests and skills are matched with the existing business problems that ISL(India Software Lab)projects plan to solve
Offer is made once a match is found
In addition to the regular hires IBM also offers internships to students who are keen to learn while still in college
The internship program allow students to work on high-quality, customer-facing projects
While venturing into new and emerging technologies and business opportunities, they will discover their untapped potential
On completion, internships within IBM also provide the opportunity for full-time employment depending on performance<br>
Recruitment process for IBM begins with sending the resumes, through the Campus TPO's
This is then followed by an independent selection process involving around discussions
This is where the student's interests and skills are matched with the existing business problems that ISL(India Software Lab)projects plan to solve
Offer is made once a match is found
In addition to the regular hires IBM also offers internships to students who are keen to learn while still in college
The internship program allow students to work on high-quality, customer-facing projects
While venturing into new and emerging technologies and business opportunities, they will discover their untapped potential
On completion, internships within IBM also provide the opportunity for full-time employment depending on performance<br>
23
Procter & gamble (P&G)<br>
24
Contd.. Application : Applicants apply for the job and learn about culture at P&G by browsing their special site dedicated to this use : experiencePG.com
Assessment:
Success driver assessment (Online) : Assessment of background, interests, work related attitudes and measurement of candidate’s capability against competencies required to provide superior performance
Reasoning screen (Online) : The Reasoning Screen measures cognitive ability. This is important because the nature of work is complex and continually changing. Depends on desired position.
Reasoning test (In-person) : The test is delivered on campus or as a part of final interview. This test measures reasoning skills using numerical, logic-based and figural reasoning type questions. Depends on desired position.<br>
Assessment:
Success driver assessment (Online) : Assessment of background, interests, work related attitudes and measurement of candidate’s capability against competencies required to provide superior performance
Reasoning screen (Online) : The Reasoning Screen measures cognitive ability. This is important because the nature of work is complex and continually changing. Depends on desired position.
Reasoning test (In-person) : The test is delivered on campus or as a part of final interview. This test measures reasoning skills using numerical, logic-based and figural reasoning type questions. Depends on desired position.<br>
25
Contd.. Initial interview: Primarily a behavioural event interview
Final interview: Interview focuses on greater detail around the skills and capabilities. Taking place either on campus or on-site at P&G, it’s also the opportunity to get a more in-depth understanding of culture, values and endless opportunities at P&G.
Final offer<br>
Final interview: Interview focuses on greater detail around the skills and capabilities. Taking place either on campus or on-site at P&G, it’s also the opportunity to get a more in-depth understanding of culture, values and endless opportunities at P&G.
Final offer<br>
26
Larson & Toubro (L&T) The company has a culture that fosters positive and healthy competition between individuals and provides opportunity to learn and grow with the organisation.
For Management Recruits
There is a three-step-recruitment process for Human Resource Learning Programme [HRLP] and a two-step process for Finance Recruitment programme
Psychometric Test: For HRLP, Psychometric test is conducted. This Psychometric test is not an elimination round. The test focuses on Personal and Interpersonal Skills and Organisational Fit.
Functional GD: On all campuses, L&T holds a one-hour Functional Group Discussion (GD) and an interview. In the Functional GD, students are given topics related to HRM, OB [for HR], Finance and Economics [for Finance]. The focus is on assessing students for communication, depth of knowledge, application of knowledge and participation.<br>
For Management Recruits
There is a three-step-recruitment process for Human Resource Learning Programme [HRLP] and a two-step process for Finance Recruitment programme
Psychometric Test: For HRLP, Psychometric test is conducted. This Psychometric test is not an elimination round. The test focuses on Personal and Interpersonal Skills and Organisational Fit.
Functional GD: On all campuses, L&T holds a one-hour Functional Group Discussion (GD) and an interview. In the Functional GD, students are given topics related to HRM, OB [for HR], Finance and Economics [for Finance]. The focus is on assessing students for communication, depth of knowledge, application of knowledge and participation.<br>
27
Contd.. Interview : The interview focuses on Personal and Interpersonal Skills and Organisational Fit.
For Engineering Recruits
L&T visits around 80 campuses across country.
Recently, they have started a 'pool campus process' where they invite all AICTE approved colleges in major locations across the country.
This has enlarged the recruitment base for the company, increasing opportunities for bright engineers to make an entry into L&T.
Procedure:
Technical Test: The first step is a technical test. The test would be conducted approximately for 1 or 1.5 hours. The questions will be mostly from technical subjects. Candidates can prepare well by collecting some placement papers from the internet.<br>
For Engineering Recruits
L&T visits around 80 campuses across country.
Recently, they have started a 'pool campus process' where they invite all AICTE approved colleges in major locations across the country.
This has enlarged the recruitment base for the company, increasing opportunities for bright engineers to make an entry into L&T.
Procedure:
Technical Test: The first step is a technical test. The test would be conducted approximately for 1 or 1.5 hours. The questions will be mostly from technical subjects. Candidates can prepare well by collecting some placement papers from the internet.<br>
28
Contd.. Technical Interview: Once the technical test is cleared, the candidate will be called for technical interview. L & T usually shortlists best candidates from the technical test. So usually the number of candidates selected for technical interview will be less. Group discussions may be conducted by some divisions before the interview round. But Group discussion may or may not be an elimination round. It means that the HR may or may not eliminate candidates based on the group discussion performance.
HR Interview: Once the candidate clears the technical interview, he/she will be called for HR Interview. In this interview, his/her general ability, communications and personal behaviour will be observed. They will also discuss regarding the package structure. Once this interview is cleared, the candidate will be selected to join the organization.<br>
HR Interview: Once the candidate clears the technical interview, he/she will be called for HR Interview. In this interview, his/her general ability, communications and personal behaviour will be observed. They will also discuss regarding the package structure. Once this interview is cleared, the candidate will be selected to join the organization.<br>
29
THANK YOU<br>
30
GD....Recruitment of Frontline Marketing executive Job Profile…
No of persons;<br>
No of persons;<br>
31
Four stages of Recruitment.. Defining requirements.
Preparing job descriptions & specifications
Deciding terms & conditions of employment.
Attracting candidates
Reviewing & evaluating alternative sources of applicants, inside & outside the company.
Advertising
Using agencies & consultants.
Selecting candidates
Sifting applications
Interviewing
Testing
Assessing candidates
Assessment centres
Reference checks.
Offering employment, preparing contract of employment<br>
Preparing job descriptions & specifications
Deciding terms & conditions of employment.
Attracting candidates
Reviewing & evaluating alternative sources of applicants, inside & outside the company.
Advertising
Using agencies & consultants.
Selecting candidates
Sifting applications
Interviewing
Testing
Assessing candidates
Assessment centres
Reference checks.
Offering employment, preparing contract of employment<br>
32
Group Exercise- competencies required for Manager Company profile & Environment analysis
Turnover Rs5,000 crores,
Business – Tyre
Competitors; MRF, Bridgestone, JK, Apollo,...
Goals – to be largest tyre manufacturer by raising the capacity by two fold & becoming number one tyre company in India
What will ensure business success; Fast growth, branding, cost & quality, customer relationship, leadership & talent development, innovation.
Very tough competition from Indian & Multinational companies.
Role or Profile
Frontline Marketing Executive; meeting individual sales target, coordination with production & logistics executives, customer interaction, managing subordinates.
Reporting to Manager Marketing located in Delhi
Location – Gurdaspur, Punjab
Experience – min 1 year preferable<br>
Turnover Rs5,000 crores,
Business – Tyre
Competitors; MRF, Bridgestone, JK, Apollo,...
Goals – to be largest tyre manufacturer by raising the capacity by two fold & becoming number one tyre company in India
What will ensure business success; Fast growth, branding, cost & quality, customer relationship, leadership & talent development, innovation.
Very tough competition from Indian & Multinational companies.
Role or Profile
Frontline Marketing Executive; meeting individual sales target, coordination with production & logistics executives, customer interaction, managing subordinates.
Reporting to Manager Marketing located in Delhi
Location – Gurdaspur, Punjab
Experience – min 1 year preferable<br>
33
Croup Exercise- competencies required for Manager Assignment
Competencies required
Selection techniques to assess these competencies<br>
Competencies required
Selection techniques to assess these competencies<br>
34
Croup Exercise- competencies required for Manager Competencies
Communication
Influencing
Problem solving & decision making
Motivating others.
Planning & execution.
Hard work & responsibility.
Creativity.
Positive attitude – not giving up...
Achievement orientation.
Smart..alive, alert, commonsense...<br>
Communication
Influencing
Problem solving & decision making
Motivating others.
Planning & execution.
Hard work & responsibility.
Creativity.
Positive attitude – not giving up...
Achievement orientation.
Smart..alive, alert, commonsense...<br>
35
Recruitment & selection-what you should know..Examples for each Organizational branding; Tata..’we also make steel’
Realistic job preview; JKO Problem...did not know constraints of remotely located place.
Internet recruiting & technology enabled recruitment.
Campus recruitment.
Recruitment & selection steps.
Selection & Assessment techniques<br>
Realistic job preview; JKO Problem...did not know constraints of remotely located place.
Internet recruiting & technology enabled recruitment.
Campus recruitment.
Recruitment & selection steps.
Selection & Assessment techniques<br>
36
Types of tests Intelligence test – measures general intelligence.
Personality Test – it assess personality of candidate in order to make predictions about their likely behavior in a role. Examples-MBTI, Big Five..
Ability test measure job related characteristics such as number, verbal, perceptual or mechanical ability.
Aptitude test – are job specific tests that are designed to predict the potential an individual has to perform tasks within a job. They can cover such areas as clerical aptitude, numerical aptitude, mechanical aptitude & dexterity.
Attainment test; it measures abilities or skills that already have been acquired already by training or experience. Example –Typing test to assess how many words a minute.
Characteristics of a good test
Reliability
Validity.<br>
Personality Test – it assess personality of candidate in order to make predictions about their likely behavior in a role. Examples-MBTI, Big Five..
Ability test measure job related characteristics such as number, verbal, perceptual or mechanical ability.
Aptitude test – are job specific tests that are designed to predict the potential an individual has to perform tasks within a job. They can cover such areas as clerical aptitude, numerical aptitude, mechanical aptitude & dexterity.
Attainment test; it measures abilities or skills that already have been acquired already by training or experience. Example –Typing test to assess how many words a minute.
Characteristics of a good test
Reliability
Validity.<br>