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Free Recruitment Presentation Templates

Craft winning presentations that land the best talent with our free recruitment powerpoint templates and google slides themes browse eye-catching templates, customize with ease, and impress hiring managers with professional layouts and persuasive visuals. get started now with our templates, attract top candidates, and make your job search a success.

• Save Time and Energy: Pre-designed templates cover all aspects of recruitment, so you can focus on your content and message.
• Impress Every Audience: From HR professionals to fresh-faced graduates, our diverse collection ensures your slides captivate and engage.
• Showcase Your Brand: Infuse your company culture and values into every slide to create a magnetic pull for top talent.
• Increase Efficiency: Streamline your recruitment process with a visually clear and concise information flow.
• Stand Out From the Crowd: Unique visuals of these slides will make your presentation unforgettable.
• Job descriptions: Drop the dry bullet points and write descriptions so captivating, that candidates will feel like they've already stepped into your company culture.
• Resume templates: First impressions matter! Showcase their skills and experiences with our resume templates . Offer a variety of styles and formats to cater to different career levels and industries.
• Retention strategies: Showcase your commitment to employee well-being, career development, and work-life balance with slides that resonate and build lasting loyalty.
• Knowledge transfer mechanisms: Visualize onboarding processes, mentorship programs, and collaborative tools that keep your team ahead of the curve and impress candidates.
• Campus recruitment techniques: Show off your cool work culture to impress everyone, from career fair organizers to future employees.
• Recruiting funnel: Map your entire recruitment process with a clear and concise recruiting funnel . Track every stage from awareness to onboarding, identify potential bottlenecks, and optimize your strategy for maximum impact.
• And more! We've got a theme for every aspect of your recruitment process.
• Effortless customization: Drag, drop, tweak, and present! No design experience is needed to create stunning presentations.
• Visual storytelling: Infographics, animations, and timelines bring your data and message to life, making it clear, engaging, and memorable.
• Multiple node selections: Customize your infographics with flexible node choices to adjust visuals and data.
• Royalty-free and editable: Use and reuse our slides for any presentation, online or offline. Mix and match to create your perfect deck.
• Versatility: Multiple formats and orientations ensure your slides shine on any screen, from laptops to conference room projectors.
• Free and premium options: Start with our free collection and unlock even more features with premium templates.

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What are recruitment powerpoint templates.

Recruitment Slides is authorized to schedule sessions on candidate resume submission, recruiter resume screening, scheduling an interview, executing interviews, and job requirements fulfillment.

Where can we use these Recruitment Templates?

Recruitment Slides can be actualized for career fairs, posting all job openings, references, temp-to-hires, and employment opportunity panel discussions.

How can I make a Recruitment Template in a presentation?

Many different recruitment themes and graphics may be used to make these presentations. You can also choose a ready-made slide with simple editing options to save time on the slide creation.

Who can use these Recruitment Templates?

These templates can be used by HR executives, reviewers, business leads, company heads, job advertisements, and team leaders.

Why do we need to use Recruitment slides?

These templates are perfect for hiring initiatives or audits of human resources departments. It might make way for an adaptable presentation.

Where can I find Recruitment templates for free?

There are numerous websites where you can download slides without cost. Surf Slide Egg right away to receive the most outstanding designs for free.

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Recruitment Process Seminar

It seems that you like this template, recruitment process seminar presentation, free google slides theme, powerpoint template, and canva presentation template.

How does the recruitment process work? Knowing how to ace an interview can get you the job you always dreamed of, and learning how to do it will be as easy as downloading this design when you use this template to explain tips, processes, common mistakes and new kinds of selection processes. The slides are completely editable and have a modern, corporate design that will give your speech a creative touch!

Features of this template

• 100% editable and easy to modify
• 25 different slides to impress your audience
• Contains easy-to-edit graphics such as graphs, maps, tables, timelines and mockups
• Includes 500+ icons and Flaticon’s extension for customizing your slides
• Designed to be used in Google Slides, Canva, and Microsoft PowerPoint
• 16:9 widescreen format suitable for all types of screens
• Includes information about fonts, colors, and credits of the resources used

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Am I free to use the templates?

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Attribution required If you are a free user, you must attribute Slidesgo by keeping the slide where the credits appear. How to attribute?

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Presenting the Recruitment Process Clearly in PowerPoint

Last Updated on February 20, 2024 by Anastasia

A key part of HR management is the process of recruitment, selection, and onboarding of new employees. If you are about to give a presentation on any of those topics, see several ideas on how to illustrate complex recruitment process concepts and large amounts of data in a concise and eye-catching way.

Transform your business presentations with our expert resources. Discover more on our business performance presentations webpage.

Below you will find several ideas for visual slides covering different recruitment process concepts:

• hiring spiral
• stages of a recruitment and selection process
• candidate selection process
• hiring process comparison

You can download all presented slide examples as an editable Recruitment, Selection, Hiring HR Processes PowerPoint deck . See details by clicking slide pictures.

Why use diagrams to illustrate the HR Recruitment Process?

Well-designed recruitment, selection, and onboarding processes are crucial to building an effective team. Using modern creative graphics to show the necessary steps to fill the job vacancy successfully will help you tell a story and make sure the audience gets all your ideas.

The recruitment process takes care of identifying the vacancy needs, finding, selecting, and finally hiring the best candidate for the job. Finding the best candidates is only part of building an effective team. The process of onboarding new employees can be one of the most critical factors in ensuring that recently hired talent will be productive, contented workers.

If you are speaking in front of your team and explaining the process to them, it is a good idea to start a presentation by clarifying the definition of the process.

Below we put the diagram examples you can use to depict the recruitment, selection, and onboarding processes .

Visualize the recruitment and selection process in a flowchart

To illustrate such multi-component processes as recruitment and selection, you can use a spiral diagram. You can include common steps such as:

• Job Description
• Job Posting or Referral
• Candidate Application
• Selection Steps
• Intention Letter

We also used color coding to make the three stages more distinguishable and symbols to make the slide more eye-pleasing.

Alternatively, you can use such a ribbon diagram to show the phases of the recruitment process:

Show the candidate selection process

Illustrate the candidate selection process with a 2-step diagram, including candidate application and second selection. Outline more details by adding points for each stage: CV, motivational letter, video CV, pre-screening questions, interview, presentation of candidate, tests & questionnaires, case studies, assessment center, or input of direct manager.

Present the hiring process – comparison with onboarding

You can start off by defining what the onboarding process is in case you want to complete the hiring process with and without it. Below you can see an example of a definition slide illustrated with a symbol:

Here’s how you can distinguish the 2 versions of the hiring process: with and without the pre-onboarding phase. Usually, the process includes the following milestones:

• Signed contract – the beginning of pre-boarding
• Getting info about the workplace, company policy, and products
• First welcome day
• Onboarding – getting to know the workplace and products
• The employee is ready for work

In the slide example above we used different colors for each stage, so it will be easier for the audience to see which stages are different and the same for both process versions.

Check our movie with step-by-step guides on creating the Recruiting Selection Hiring Onboarding Process in PowerPoint:

If you’d like to present other areas of HR management, such as human resources-related KPIs and performance metrics, check this article about how to illustrate various HR metrics using dashboards .

Resource: Recruitment, Selection, Hiring HR Processes Graphics Collection

The infographics and diagrams above are a part of our recruitment process diagrams collection. It contains templates to illustrate the hiring spiral, recruitment process flowcharts, recruitment and selection stages, candidate selection steps, and more. Check the full deck here:

Recruitment, Selection, Hiring HR Processes PPT Graphics

If you need more general diagrams and charts, consider the  ultimate collection of modern infographic templates .

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Recruitment & Selection

Published by Amelia Smith Modified over 9 years ago

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Presentation on theme: "Recruitment & Selection"— Presentation transcript:

Chapter 6 Recruiting and labor markets

Recruitment: The First Step in the Selection Process

Strategic Staffing Chapter 9 – Assessing External Candidates

RECRUITMENT.

Pertemuan 9 Matakuliah: J0124/Manajemen Sumber Daya Manusia Tahun: 2007/2008 MODUL 9 Recruiting in Labor Markets(II)

PowerPoint Presentation by Charlie Cook The University of West Alabama SECTION 2 Jobs and Labor © 2011 Cengage Learning. All rights reserved. May not be.

© 2011 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.6–1.

MGTO 231 Human Resources Management Recruitment Dr. Kin Fai Ellick WONG.

Human Resource Management TENTH EDITON © 2003 Southwestern College Publishing. All rights reserved. PowerPoint Presentation by Charlie Cook Recruiting.

Recruiting Module 2.

RECRUITMENT Part I.

HUMAN RESOURCE MANAGEMENT RECRUITMENT AND SELECTION CHAPTER NO. 3.

PAD214 INTRODUCTION TO PUBLIC PERSONNEL ADMINISTRATION

Copyright 2005 Talent Connections. All Rights Reserved. RECRUITMENT AND SELECTION CHAPTER 4.

Copyright © 2008 Nelson, a division of Thomson Canada Limited.5–15–1 Part 2: Staffing the Organization Chapter 5: Recruiting in Labour Markets Prepared.

© Pearson Education Chapter 2 Personnel Planning and Recruiting.

Recruiting MN 301 – Human Resource Management Craig W. Fontaine, Ph.D. Pine Manor College Fall 2014.

Recruitments.

Recruiting in Labor Markets Exercise

Chapter 7 The Recruiting Process

About project

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RECRUITMENT AND SELECTION PROCESS

Jul 12, 2014

2.26k likes | 6.83k Views

RECRUITMENT AND SELECTION PROCESS. CONTENTS. INTRODUCTION COMPANY PROFILE RECRUITMENT - MEANING AND DEFINATION - RECRUITMENT PROCESS SELECTION - MEANING AND DEFINITION - SELECTION PROCESS  CONCLUSION. INTRODUCTION.

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• hr department
• company profile
• additional background information
• human resource
• sprylogic technologies ltd

Presentation Transcript

CONTENTS • INTRODUCTION • COMPANY PROFILE • RECRUITMENT - MEANING AND DEFINATION - RECRUITMENT PROCESS • SELECTION - MEANING AND DEFINITION - SELECTION PROCESS •  CONCLUSION

INTRODUCTION “The Company is known by the people and its employees.” Human Resource is the combination of quantitative and qualitative assessment of human beings in the society. It does not mean only the number of people working in the organization; but it is the aggregate of employees, employee skills, knowledge, ability, talents, aptitude, and creativity. The success and failure of an organization depends to an extent as to how much efficient, experienced, and capable employees are procured and recruited

COMPANY profile Sprylogic Technologies began its journey in the year 2006 to crave for itself a niche in the Information Technology Industry. Name Of the company : Sprylogic Technologies Ltd. Year of establishment : 15th January 2006 Company’s Address : Aplab House,A-1,Wagle Estate, Thane 400 604, INDIA  Phone : 91-22-25835515  Fax : 91-22-23507264  Email : [email protected]  Managing Director : Sri.Uttam Save Nature of Ownership : Private Limited Company. Nature of Business : Technology Based Company focused in the field of Software development, maintenance, in the areas of high quality IT Products, solutions and services.

RECRUITMENT Recruitment forms the first stage in the process, which continues with selection and cease with placement of the candidate. Recruitment makes it possible to acquire the number and type of people necessary to ensure the continued operation of the organization. Meaning and Definition: In simple terms Recruitment is understood as a process for searching and obtaining applicants for jobs, from among the available recruits. A formal definition of Recruitment is:

Recruitment Process • Planning • Strategy Development • Searching • Screening • Evaluation and Control

1. Recruitment Planning The first stage in the Recruitment Process is planning. Planning involves the translation of likely job vacancies and information about the nature of these jobs into a set of objectives is targets that specify the number and type of applicants to be planned.

2. Strategy Development • Make or Buy Employees • Technological Sophistication of Recruitment and Selection Devices • Geographic distribution of labour markets comprising job seekers • Sources Of Recruitment Internal sources External sources

3. Searching • Source Activation: Source Activation takes place when a job vacancy exists in the organization. If the organization has planned and well and done a good job of developing its source and search methods, activation soon results in a flood of application. • Selling: In selling the, both the Message and Media deserve attention in the organization. Message refers to the employment advertisements. Media refers to the source of any recruiting message. For example, Employment Exchanges, Advertises in Business magazines

4. Screening The purpose of screening is to remove from the recruitment process at an early stage, those applicants who are visibly unqualified for the job. Effective screening can save a great deal of time and money. Care must be exercised to assure that potentially good employees are not lost.

5. Evaluation And Control It is necessary as considerable costs are incurred in the recruitment process. Stastical information should be gathered and evaluated to know the suitability of the recruitment process.

SELECTION Selection has been regarded as the most important function of HR department. It ensures the organization that; it has right number, right kind of people at the right place and at the right time. Meaning and Definitions: “It is the process of differentiating between applicants in order to identify (and hire) those with the greater likelihood of success.”

SELECTION PROCESS • Preliminary Interview • Selection Tests • Employment Interview • Reference and Background Checks • Selection Decision: • Physical Examinations • Job Offer • Contract Of Employment • Evaluation of Selection program

1. Preliminary Interview: The purpose of this interview is to scrutinize the applicants, i.e. elimination of unqualified applications. 2. Selection Tests: Different types of selection tests may be administrated, depending on the job and the company. Generally tests are used to determine the applicant’s ability, aptitude, and personality.

3. Employment Interview: The next step in the selection process is employment interview, an interview is conducted at the beginning, and at the selection process of the employment interview can be one- to-one interview or panel interview. 4. Reference and Background Checks: Many employers request names, address, telephone numbers or references for the purpose to verify information and gaining additional background information of an applicant.

5. Selection Decision: Selection decision is the most critical of all steps in selection process. The final decision has to be made from the pool of individuals who pass the tests, interviews and references checks. 6. Physical Examinations: After selection decision and before the job offer is made, the candidate is required to undergo a physical fitness test. A job offer is often; contingent upon the candidate being declared fit after the physical examinations.

7. Job Offer: The next step in selection process is job offer. Job offer is made through a letter of appointment. Such a letter generally contains a date by which the appointee must report on duty 8. Contract Of Employment: Basic information is written in Contract of employment that varies according to the levels of job. After the offer and acceptance of the job certain document is the attestation form. 9 Evaluation of Selection program: The broad test of effectiveness of the selection process is a systematic evaluation .a periodic audit is conducted in the HR department that outlines and highlights the areas which need to be evaluated in the selection process

CONCLUSION Sprylogic Technologies Ltd., a technology-oriented company is known for its excellence in the software industry today. The company follows a well defined sound and effective recruitment and selection policies and procedures. Company can adopt Psychometric testing as one of the recruitment test in order to understand candidates in a better way. And to know candidates emotional intelligence, cohesiveness in group and leadership qualities etc. Thus the company has scope to increase the number of the employees to operate for its further establishment and expansion of business and to acquire the best human resource in this competitive environment.  

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It is very good platform for government job-seeker. Latest government job vacancies in India from state and central government jobs. Aspirants who looking for government jobs in India can apply for this link. http://surerecruitment.in/

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Recruitment and Selection - PowerPoint PPT Presentation

Recruitment and Selection

Recruitment and selection definitions recruitment is the process of generating a pool of capable people to apply for employment to an organization. – powerpoint ppt presentation.

• Recruitment
• is the process of generating a pool of capable people to apply for employment to an organization.
• is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons most likely to succeed in the job(s), given management goals and legal requirements.
• is to satisfy the human resource needs of the company,
• with the required number and
• quality of employees,
• at minimum costs.
• Defining requirements
• Defining source internal or external
• Attracting candidates (recruitment)
• Selecting candidates
• Business strategy
• Human resource plan
• Recruitment programme
• Job description (role profile)
• Job (person) specification the minimum requirements
• Terms conditions of employment
• overall purpose,
• key result areas,
• required competencies,
• terms and conditions (pay, hours),
• special requirements,
• development and
• career opportunities
• Technical competencies
• Behavioural and attitudinal requirements
• Qualifications and training
• (Work) experience
• Specific demands
• Organizational fit corporate culture
• Special requirements (to accomplish specific tasks)
• Meeting candidate expectations ability of the firm to motivate the employee (and make it satisfied)
• The seven point plan
• Longer pedigree
• The fivefold grading system
• More emphasis on dynamic aspects of career
• Competency-based approach
• It is person-based rather than job-based
• Physical make-up health, physique, appearance, bearing, speech
• Attainments education, qualifications, experience
• General intelligence
• Special aptitudes e.g. manual dexterity, use of words
• Disposition acceptability, influence over others, self reliance, steadiness, dependability
• Circumstances domestic , economic circumstances
• Impact on others health, physique, appearance, bearing, speech
• Acquired qualifications education, qualifications, experience
• Innate abilities quickness of comprehension and aptitude for learning
• Adjustment emotional stability, ability to stand up to stress, emotional intelligence
• Analysis of people and what attributes account for their effective and superior performance
• Help to identify the selection techniques (assessment centre, targeted behavioural event interview)
• The competencies used should
• Focus on areas in which candidates will have demonstrated their competency in their working and academic life
• Be likely to predict successful job performance
• Advantages of Internal Recruitment
• Builds employee morale
• Can be initiated very quickly
• Improves the probability of making a good selection
• Less costly than initiating external or outsourced searches
• Results in reduced training time and less training costs
• Encourages talented individuals to stay with the organization (career)
• Disadvantages of Internal Recruitment
• Inbreeding and lack of new ideas
• Resentment among employees
• Increased recruitment and training efforts will result when a position is filled internally because the position vacated by the promoted employee must also be filled with a new staff member
• Core personnel
• Employees hired in the traditional manner
• Considered permanent employees
• Included in the organizations payroll
• Contingency personnel (temporary workers)
• Employed by a supplier agency, and are loaned to the organization
• Not included in the organizations payroll
• Workers salaries and benefits are paid by the supplier
• Analysis of recruitment strength and weaknesses
• Analysis of possible sources of candidates
• Advertising (HR marketing)
• Attract attention
• Create and maintain interests
• Stimulate action (!)
• Internal sources
• Job Postings
• Data Banks/Skill Inventories/Replacement Charts
• Supervisor Recommendations
• External sources
• Applicant Initiated (no advertisement)
• Walk-Ins, Unsolicited Resumes
• Employee referral A recommendation about a potential applicant that is provided by a current employee.
• Educational institutions, training establishments it is usually seasonal
• E-recruitment cost is about 5 of traditional advertising
• The firms public internet site, Job sites, Agency sites, Media sites
• Newspapers, trade journals (in some cases radio and tv commercials)
• Outsourcing recruitment
• Recruitment consultants
• Advertise, interview and produce a short list of applicants
• The employer can be anonymous
• Fee is usually 15-20 of first year salary
• Executive search consultants (head-hunters)
• For jobs where there are only a limited number of suitable people and a direct lead (contact) to them is wanted.
• Fee is usually 30-50 of first year salary
• Producing enough candidates and distinguishing accurately between the suitable and the unsuitable
• Using most cost effective advertising and recruitment sources and methods for right quality
• Maintaining the companys good name, treating all applicants fairly and honestly
• Sifting applications Application forms, CV-s and covering letters
• Biodata analysis objective, weighted scoring of biographical data (e.g. sex, age, family background, work experience, leisure interest)
• Work sample tests
• Written tests ability, intelligence, personality, aptitude
• individual interviews, interview panels, selection boards
• Structured or general interview
• Assessment centres
• The final stage offer a job contract
• If perfect prediction is 1.000
• Development centre is 0.650
• Work sample test is 0.550
• Ability tests are 0.525
• Assessment centre is 0.450
• Personality tests are 0.425
• Bio-data analysis is 0.375
• Structured interviews are 0.350
• Typical interviews are 0.166
• References are 0.133
• The use of graphology, astrology not use at all, but harm
• Recruitment and selection are vital to the formation of a positive psychological contract, which provides the basis of organizational commitment and motivation.
• The hired employees should be introduced to the organization to achieve their highest performance as soon as possible (accelerating progress up the learning curve)
• Formal introduction
• documentation, introduction to the workplace,
• employee handbooks, courses, trainings
• Informal introduction
• clarifying the psychological contract, socialization

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Air Force Group Y Recruitment 2024: Know Eligibility, Fee, Selection Process

Curated By : Education and Careers Desk

Local News Desk

Last Updated: May 17, 2024, 17:27 IST

Delhi, India

The vacancies are for male candidates.

The Air Force group Y recruitment will be held from July 3 to July 12, 2024.

The Indian Air Force has opened recruitment for Air Force Group Y. According to reports, one can apply for these posts from May 22 to June 5. There are vacancies for the posts of Airmen Group Y Medical Assistant in the Indian Air Force. Complete details of these recruitments can be seen on airmenselection.cdac.in. The vacancies are for male candidates. There is also a condition that these recruitments are only for the residents of Punjab, Himachal Pradesh, Uttarakhand, Jharkhand, Chandigarh, and Ladakh.

Recruitment:

Form filling under the Indian Air Force Airmen Group Y Medical Assistant Recruitment will start on May 22. The last date is June 5. The recruitment rally will be organised in Chandigarh from July 3rd to 12.

Eligibility:

For recruitment to the posts of Indian Air Force Airmen Group Y Medical Assistant, it is necessary for the candidate to have passed class 12 with Physics, Chemistry, Biology, and English with 50 percent marks. Apart from this, one should also have done a two-year vocational course and passed with 50 percent marks. Also, if one has a BSc in pharmacy, it is more beneficial.

To apply for the post of Indian Air Force Airmen Group Y Medical Assistant, the candidate’s birthday should be between June 24, 2000, and June 24, 2003. Along with this, candidates who have done a diploma or BSc in pharmacy should have a birthday between June 24, 2000, and June 24, 2005.

Selection Process:

For recruitment to the posts of Indian Air Force Airmen Group Y Medical Assistant, first of all, there will be verification of the candidate’s documents. Followed by a physical fitness test. Candidates will also have to appear for a written examination, after which there will be an adaptability test and a medical exam.

Application Fee:

Candidates must pay the online application fee to complete their online application. Candidates can pay the online application fee through various payment methods like debit or credit card, net banking and UPI. Once that is done, candidates should take a printout of the transaction details for future purposes. The application fee amount will be updated soon.

Stay ahead with all the exam results updates on News18 Website .

• Indian Air Force

The Economic Times daily newspaper is available online now.

Indian railway rpf recruitment 2024: last date to apply may 14. check link, how to apply and other details.

Indian Railway is recruiting for RPF constable and SI positions with a May 14 deadline. Candidates can edit applications until May 24. Fee details and selection process variations apply. Apply soon on the official website.

Indian Railways RPF recruitment 2024 eligibility criteria

Indian railways rpf recruitment 2024 fee and selection process, read more news on.

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UPSC ESIC Nursing officer recruitment 2024: Know exam date and time here

T he exam conducting body, the Union Public Service Commission (UPSC) has released the exam date for the recruitment of Nursing Officers for the Employees' State Insurance Corporation (ESIC). As per the information updated on the official website, i.e., upsc.gov.in, the written exam will be held on Sunday, July 7, 2024, from 2:00 pm to 4:00 pm. Candidates who have successfully registered for the exam can check for further exam-related details here. 

NUMBER OF VACANCIES 

This year, a total of 1,930 Nursing Officer positions will be filled from this recruitment exam 2024:

General (892)

EWS (Economically Weaker Section) (192)

OBC (Other Backward Classes) (446)

PH (Persons with Disabilities) (168)

SC (Scheduled Caste) (235) and ST (Scheduled Tribe) (164).

EXAM DETAILS 

The two-hour objective-type exam, conducted in English, will cover a comprehensive nursing syllabus. Each question will carry equal marks, and there will be a penalty for incorrect answers, with one-third of the marks assigned to the question being deducted for each wrong response.

Direct link to check the official notice

SELECTION PROCESS 

The selection process will be based solely on the score obtained in the written exam, which is a two-hour objective-type test conducted in English covering a comprehensive nursing syllabus. Each question will carry equal marks, and there will be a penalty for incorrect answers, with one-third of the marks assigned to the question being deducted for each wrong response.