It means search of the prospective employee to suit the job requirements as presented by job specification - a techniqur of job analysis.

It is the first stage in selection, which makes the vacancies known to a large people and the opportunites that the organization offers.

process of attracting people to apply

development and maintenance of adequate manpower resources.

refers to the recruitment within the company. (promotion, transfer, past employees, and internal advertisement)

refers to the practice of getting suitable persons from the outside.

External sources: It is an important source of recruitment by placing a notice on the notice board of the enterprise specifying the details of the jobs available.

direct recruitment is also known as...

External sources: This serves as a valuable source of manpower. It avoids the costs of recruiting workforce from other sources.

External sources: When advertisement in newspaper or trade and professional journals is generally used when qualified and experienced personnel are not available from other sources.

External sources: These are employment exchanges run by the government are regarded as a good source of recruitment for unskilled, semi-skilled, and skilled operative jobs.

External sources: Helps the organizations to recruit technical, professional, and managerial personnel.

External sources: Is a well-established practice of thousand of business and other organizations, to the point where school and college degrees are widely required.

External sources: Applicants introduced by friends and relatives may prove to be a good source of recruitment.

External sources: Are an important source of recruitment in some industries. The disadvantage of this system is that if the contractor leaves the organization, all the workers that are emplord through him will also leave.

External sources: Practice of telecasting of vacant posts over T.V. The detailed requirements are publicized along with the profile of the organization where vacancy exists.

External sources: Is a technical term used when employees working elsewhere are attracted to join organizations.

Evaluation of alternative sources: The ratios tell us about the number of leads/contacts needed to generate a given number of hires in a given time.

Evaluation of alternative sources: To discover the reactions of present employees to both external and internal sources of recruitment.

Evaluation of alternative sources: tells us about the extent of correlation which exists between different sources of recruitment and factors of succes on the job.

Evaluation of alternative sources: process of choosing people by obtaining and assessing infos about the applicants.

Evaluation of alternative sources: to pick up the most suitable persons who would match the requirements of the job and the organization.

Evaluation of alternative sources: decisions are usually based on how an applicant is rated in terms of the likelihood of success on the job.

the selection process begins with...

Selection process: it is done to limit the costs of selection by letting only suitable candidates go through the further stages in selection.

Selection process: usually designed to obtain infos on various aspects, of the applicant's social, demographic, academic, and work-related background and references.

Selection process: Is a sample of an aspect of an individual's behavior, performance or attitude. It provides systematic basis for comparing the behavior, performance, or attitude of two or more persons.

Selection process: to measure one's intellect or qualities of understanding. TESTS OF MENTAL ABILITY. (reasoning, verbal and non-verbal fluency, comprehension, numerical, etc.)

Selection process: refers to one's natural propensity, talent, or ability to acquire a particular skill.

Selection process: to measure one's skill or acquired knowledge.

Selection process: to measure one's personality, interest, and preferences.

Selection process: expect the candidates to interpret problems or situations.

Selection process: these include polygraph (means many pens), graphology (handwriting analysis), and non-verbal communication tests.

is an oral examination of candidates for employment.

interviews that are objected to stress and strains in the interview by asking some annoying or embarassing questions.

process of choosing a qualified person for specific role who can successfully deliver valuable contributions to the organization.

Screening strategies for HR screening: this combines a number of assessment tools as part of the process.

Screening strategies for HR screening: this method administers all assessment tools to applicants at the same time.

Types of screening methods: designed to screen applicants for final interview; to clarify infos on the resume.

Types of screening methods: designed to measure the applicant's skills that are necessary upon entry into the job.

Types of screening methods: consists of a written and/or proficiency assessment of the applicant's knowledge, skills, and abilities.

It is used to determine a candidate's qualifications for a particular position.

Assessment center exercises: they must defend their positions and recommendations on specific issue.

Assessment center exercises: this consists of variety of memos, letters, and documents of varying importance that the candidates respond to and prioritize.

Assessment center exercises: candidates are given a specific problem in which they are instructed to try and reach a group consensus within a specified amount of time. (measures decision-making, cooperation, and interpersonal skills)

Assessment center exercises: candidates deal with employee, irate citizen, or member of the community. (measures communication, problem-solving, and interpersonal skills)

Assessment center exercises: candidates are presented with a job-related topic and are instructed to write a report, position statement, or outline of a new policy.

Legal implications: refers to the categorization of people into populations on the basis of various sets of heritable characteristics.

Legal Implications: is a type of discrimination that includes discrimination because a person comes from a particular country or former country.

Legal Implications: it can arise during the recruitment process the employers select a man with lower skills instead of a woman with higher skills.

Legal Implications: an employer cannot refuse to hire a pregnant woman because of her pregnancy.

Legal Implications: it refers to the discrimination to shared belief system or faith.

Legal Implications: the employer may say something expecting response finding out the political affiliation of the interviewer that will be out of job in case of political differences.

Legal Implications: occurs when an employer treats a qualified indivudual with a disability who is an applicant unfavorably because she has a disability.

Legal Implications: usually against the youth and against those that are above 40 years old and older.

It is an agreement between two parties under which both must perform.

Effective interviewing formats: an applicant is asked what actions he or she has taken in prior employment situations that are similar to situtations that could be encountered in the new position.

Effective interviewing formats: an applicant is asked questions pertaining to current job knowledge, requirements for the position, and perform different job duties.

Effective interviewing formats: a technique that entails the applicant giving oral responses to job-related questions asked by a panel of interviewers.

Effective interviewing formats: involves applicant being interviewed about what actions they would take in various job-related situations using critical incidents technique or CIT.

Effective interviewing formats: involves asking applicants standardized questions about how thet handled past situations that were similar to situations they may encounter on the job.

Effective interviewing formats: involves procedure where a variety of questions may be asked of different applicants.

One of the most important steps in the selection process.

Are based on the measurement principle of behavioral consistency, that is, past behavior is the best predictor of future behavior. it includes items about the last events and behaviors reflecting personality, attributes, attitudes, experiences, skills, etc. validated as predictors.

It identifies the positions, provides relevant background linking their education and experiences to the position, highlights their specific qualifications.

It is a brief description of a candidate's education, professional experience, knowledge, skills, and accomplishments.

It is an in-depth account of a candidates backgrounds.

It is an approach to collecting and scoring background information from job applicants.