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Recruitment hrm

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The concept of recruitment
The concept of recruitment
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Recruitment hrm

  1. 1. RECRUITMENT POLICIES, METHODS AND PROCEDURES By: FREDERIC G. VARGAS
  2. 2. LEARNING OBJECTIVES: At the end of the discussion for this topic, we should be able to;  Describe the purpose of recruitment.  Explain the importance of recruitment policies and process.  Identify the components of a good recruitment policy.  Familiarize and identify the basic sources and methods of recruitment.  Analyze and describe the advantages and disadvantages of recruitment sources.
  3. 3. RECRUITING DEFINE AS; Is the process of developing a pool of qualified applicants who are interested in working for the organization and from which the organization might reasonably select the best individual or individuals to hire for employment. It involves finding and selecting the right person for the right job.
  4. 4. PURPOSE AND IMPORTANCE OF RECRUITMENT  Attract and encourage more and more candidates to apply in the organization.  Create a talent pool of candidates to enable the selection of best candidates for the organization.  Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities.  Recruitment is the process which links the employers with the employees.  Increase the pool of job candidates at minimum cost.  Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants.
  5. 5. PURPOSE AND IMPORTANCE OF RECRUITMENT  Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.  Meet the organizations legal and social obligations regarding the composition of its workforce.  Begin identifying and preparing potential job applicants who will be appropriate candidates.  Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants.
  6. 6. RECRUITMENT POLICIES It specifies the objectives of recruitment and provides a framework for implementation of recruitment program. It may involve organizational system to be developed for implementing recruitment programs and procedures by filling up vacancies with best qualified people.
  7. 7. COMPONENTS OF THE RECRUITMENT POLICY  The general recruitment policies and terms of the organization  Recruitment services of consultants  Recruitment of temporary employees  Unique recruitment situations  The selection process  The job descriptions  The terms and conditions of the employment
  8. 8. Organization Recruitment Policy Organizational goals and objectives Personnel policies of the organization and its competitors Government rules and policies Preferred sources of recruitment Need of the organization Recruitment costs and financial implications FACTORS AFFECTING RECRUITMENT POLICY
  9. 9.  It should focus on recruiting the best potential people.  To ensure that every applicant and employee is treated equally with dignity and respect.  Unbiased policy.  To aid and encourage employees in realizing their full potential.  Transparent, task oriented and merit based selection A recruitment policy of an organization should be:
  10. 10.  Weighted age during selection given to factors that suit organization needs.  Optimization of manpower at the time of selection process.  Defining the competent authority to approve each selection.  Abides by relevant public policy and legislation on hiring and employment relationship.  Integrates employee needs with the organizational needs. A recruitment policy of an organization should be:
  11. 11. RECRUITMENT PROCESS Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.
  12. 12.  To ensure that the recruitment is as per the company expectations. (e.g. time, skills, etc.,)  To attract sufficient applications from potential candidates with the required skills, qualities, experience, and competencies deemed as being necessary to the job.  To develop and maintain processes which will assist in ensuring the appointment of the most suitable candidate. Objectives of recruitment process;
  13. 13.  newly created positions  staff attrition (resignation/retirement)  leaves of absences/short term needs  staff restructuring  research projects A vacancy may arise for the following reasons:
  14. 14. Identifying the vacancy Prepare job description and person specification Advertising the vacancy Managing the response Short- listing Arrange interviews General recruitment process;
  15. 15. METHODS OF RECRUITMENT Categorized into: 1. Internal recruitment is when the business looks to fill the vacancy from within its existing workforce. It is the process of looking inside the organization for existing qualified employees who might be promoted to higher level positions. 2. External recruitment is when the business looks to fill the vacancy from any suitable applicant outside the business. It involves looking to sources outside the organization for prospective employees
  16. 16.  Job Posting.  Supervisory Recommendations  Talent Inventories  Union Halls  Employee Referrals 1. Internal Recruitment
  17. 17.  Job advertisements  Recruitment agency  Personal recommendation  Job fairs  Word-of-mouth recruiting  Public / Private employment  College placement offices  Direct applicants 2. External recruitment
  18. 18. ELECTRONIC RECRUITMENT Many big organizations use Internet as a source of recruitment. E-recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements.
  19. 19.  Low cost.  No intermediaries.  Reduction in time for recruitment.  Recruitment of right type of people.  Efficiency of recruitment process. Advantages of e- recruitment are:
  20. 20. Cheaper and quicker to recruit People already familiar with the business and how it operates Provides opportunities for promotion with in the business Business already knows the strengths and weaknesses of candidates Advantages Limits the number of potential applicants No new ideas can be introduced from outside the business May cause resentment amongst candidates not appointed Creates another vacancy which needs to be filled (Ripple effect) Disadvantages Internal Recruitment Advantages and Disadvantages:
  21. 21. Advantages Outside people bring in new ideas Larger pool of workers from which to find the best candidate People have a wider range of experience Disadvantages Longer process More expensive process due to advertisements, interviews, training, etc. required Selection process may not be effective enough to reveal the best candidate External Recruitment Advantages and Disadvantages:
  22. 22. THANK YOU!

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