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Recruitment process
- 2. Recruitment:- The process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization 2
- 3. Methods Used in Internal Recruiting Job Posting Employee Referrals Internal Job Fairs 3
- 4. Internal recruiters An internal recruiter (alternatively in-house recruiter or corporate recruiter) is member of a company or organization and typically works in the human resources department. Internal recruiters may be multifunctional, serving in an HR generalist role or in a specific role focusing all their time on recruiting. Activities vary from firm to firm but may include. 4
- 5. Recruitment Sources and Methods Recruitment sources: Place where qualified individuals are found Recruitment methods: Means by which potential employees can be attracted to the firm 5
- 6. PROCESS Job analysis:- In situations where multiple new jobs are created and recruited for the first time, a job analysis might be undertaken to document the knowledge, skill, ability, and other personal characteristics required for the job. From these the relevant information is captured in such documents as job descriptions and job specifications. 6
- 7. Sourcing:- Sourcing is the use of one or more strategies to attract or identify candidates to fill job vacancies. It may involve internal and external advertising, using appropriate media, such as local or national newspapers, specialist recruitment media, professional publications, window advertisements, job centers, or in a variety of ways via the internet. 8
- 8. selection • Step 1. Give the appropriate job title • Step 2. Say something positive about the organization • Step 3. Describe the job • Step 4. Highlight positive working conditions • Step 5. If appropriate, provide information on wages and benefits • Step 6. Indicate how to apply Suitability for a job is typically assessed by looking for that are required for a job. These can be determined via: résumés , job application; Biographical Information which is an assessment that asks for a more extensive background than an application; or a job interview. 9
- 9. External Recruitment Sources Why external recruitment? Acquire skills not possessed by current employees Obtain employees with different backgrounds to provide a diversity of ideas 10
- 10. External Recruitment Methods Advertising Employment Agencies Job Fairs/Virtual Job Fairs Executive Search Firms Target Research Internships Professional Associations Open Houses Event Recruiting Sign-on Bonuses Company Database Target Internet sites 11
- 11. Recruitment What is the role of a recruiter? Why is it important to have a recruiter? What is the future of recruiting? 12
- 12. Recruitment Strategy Defined direction used to identify source and attract a candidate pool. 13
- 14. External Environment of Recruitment Labor Market Conditions Legal Considerations Corporate Image 15
- 15. Internal Environment of Recruitment Human Resource Planning Promotion Policies Firm’s Knowledge of Employees Nepotism 16
- 16. External Recruitment Sources Internet Community Colleges Colleges and Universities Competitors and Other Firms Outplacement Firms Military Personnel Consultants or Researcher Professional Associations 17
- 17. Executive Search Firms Dedicated resource to locate experienced professionals and executives Have established network of professionals Contingency search firms – receive fees only upon successful placement Retained search firms – receives payment up front, during the project and after successful placement 21
- 18. Sign-on Bonuses 3 out of 5 companies use signing bonus as recruitment tool Often used when applicant maybe leaving $ on the table Amounts vary depending on the level of position 24
- 19. Key metrics to monitor and track [Time-to-hire] [The total time required for hiring.] [Quality-of-hire] [How satisfied an organization is with a hire.] [Number of vacancies outstanding] [The total number of job vacancies the company has.] [Cost-per-hire] [The total cost associated with a given position and hire.] [Recruit source effectiveness] [The effectiveness of each source the company uses to generate candidates.] 25
- 20. Exercise Read recruiting dilemma on page 131 Break into groups of three for 10min Develop two - three solution Report back 26
- 21. Applicant Tracking System Automates online recruiting Allows companies to track recruiting results 27