JOB RECRUITMENT &

SELECTION PROCESS FOR

FAROOQ TRADING

P R ES EN TED BY:
A R AV IND M THA M PI
( 2 0 17H1490006U)
COMPANY INTRODUCTION

Established in 1980 as a stationery retailer, it has expanded to Wholesale and then built up a
huge Stationery manufacturing base in UAE.

It is the Sole Agents in UAE of several international famous stationery manufacturers.

Today it has 10 showrooms around UAE and one in Oman. Plus 3 factories in Dubai and
Sharjah, with a total area of 200,000 sq. feet.

They need to recruit new employees for the post of Sales Executive & Marketing Executives by
using Job Analysis Methods & Selection test.
WHAT IS JOB ANALYSIS
A job analysis is the process used to collect
A job analysis is the process used to collect information about the duties,
responsibilities, necessary skills, outcomes, and work environment of a
particular job.

Process of defining a job in terms of its component tasks or duties and the
knowledge or skills required to perform them
JOB ANALYSIS FOR FAROOQ TRADING
STEPS IN JOB ANALYSIS PROCESS

Job descriptions—Task requirements Jo

 -Statement that explains duties working conditions, etc. of a job

Job specifications—Person requirements

E.g., knowledge, skills, abilities and other characteristics required to

perform job
PERFORMANCE STANDARDS
 What is expected of workers
 May need to be augmented – e.g., participative goal-
setting

 All of these uses form foundation for various

HRM systems
METHODS OF JOB ANALYSIS

 Direct observation
 Interview of existing post holder
 Interview of immediate supervisor
 Questionnaires
 Previous studies
 Work dairies
RECRUITMENT METHODS
INTERNAL RECRUITMENT :
This involves recruiting candidates within an organization to fill the vacancy.

EXTERNAL RECRUITMENT :
This involves recruiting a candidate through references, networks, job portals or they may
approach recruitment agencies.
METHODS OF INTERNAL RECRUITMENT

1. Internal Advertisements ( emails, newsletters, forms )

2. Word of Mouth
3. Promotions
4. Internal Employee Referrals
5. Retired Employees for temporary or contract positions.
6. Present temporary/contract employees to permanent positions
7. Former employees for part time/freelancer/work at home.
METHODS OF EXTERNALRECRUITMENT
1. JobPortals
2. Internal and External Employee Referrals
3. Recruitment/Headhunting agencies
4. Job ads on Newspapers/Websites
5. Campus Recruitment
6. Walk In
TYPES OF TEST FOR SELECTION
o APTITUDE TEST :-
 Aptitude tests are test which assess the potential and ability of a candidate.
It enables to find out whether the candidate is suitable for the job.
The job may be managerial technical or clerical. The different types of aptitude test are

1. Mental ability/mental intelligence test :-

This test is used to measure the over all intelligence and intellectual ability of the candidate to
deal with problems.
3. Psycho motor test :-
This test judges the motor skills the hand and eye co-ordination and evaluates the ability to do jobs lie packing,
quality testing, quality inspection etc.

o INTELLIGENCE TEST :-
 This test measures the numerical skills and reasoning abilities of the candidates.
 Such abilities become important in decision making.

o PERSONALITY TEST :-
 In this test the emotional ability or the emotional quotient is tested.
 This test judges the ability to work in a group, inter personal skills, ability to understand and handle conflicts
and judge motivation levels.

o PERFORMANCE TEST :-
 This test judges and evaluates the acquired knowledge and experience of the knowledge and experience of
the individual and his speed and accuracy in performing a job.