Recruitment

transcript

RECRUITMENT

Ma. Stella M. Frias Reporter

HOW DO ORGANIZATIONS

ATTRACT A QUALITY

WORKFORCE?

RECRUITMENT

Recruitment

as a human resource management function, is one of

the activities that impact most critically on the

performance of an organization

Activities designed to attract a qualified pool of job

applicants to an organization.

Steps in the recruitment process:

Advertisement of a job vacancy.

Preliminary contact with potential job candidates.

Initial screening to create a pool of qualified applicants.

Steps in recruitment process

Successful recruitment involves the several processes of:

1. Development of a policy on recruitment and retention and the

systems that give life to the policy; requirements of the

organization.

2. Identification, within and outside the organization, of the potential

human resource pool and the likely competition for the knowledge

and skills resident within it;

3. Job analysis and job evaluation to identify the individual aspects of

each job and calculate its relative worth.

4. Assessment of qualifications profiles, drawn from job descriptions

that identify responsibilities and required skills, abilities,

knowledge and experience;

5. Determination of the organization’s ability to pay salaries and

benefits within a defined period;

6. Identification and documentation of the actual process of

recruitment and selection to ensure equity and adherence to equal

opportunity and other laws.

Process is interlinked and interdependent

with other activities

Employee planning and work analysis

Deciding on the number of vacancies and

selecting a source

Advertising vacancies

Screening the applicants

Filling vacancies

RECRUITMENT METHODS

Recruitment methods:

Internal recruitment — candidates are sought from within

the organization

External recruitment — candidates are sought from outside

the hiring organization

Traditional recruitment — candidates receive information

only on most positive organizational features.

Realistic job previews — candidates receive all pertinent

information.

Sources of Recruitment

•Internal and External sources

•Internal source – Selecting suitable candidate from among the

current employees in an organization

•Employee referrals, promotions from within, succession planning.

Advantages:

•Builds employee morale

•Involves less cost than booking for outside

•Facilitates people to be places in the middle and top level

positions

•Walk in/write in

•Advertising

•Private placement agencies

•Government – employment exchanges

•Campus recruitment

• Job fairs

•Professional associations

External Source of Recruitment

•Recruitment thru internet

•Advantage is wide publicity and a chance for a large number of applicants to choose

•Best method to be assessed depends upon:

- Cost per hire

- Number of resumes

- Time-lapse between recruitment and placement ratio

- Applicant performance and turnover

Electronic Recruiting

COLLEGE RECRUITMENT

College recruiting – sending an employer’s

representatives to college campuses to pre

screen applicants and create an applicant

pool from that college’s graduating class –

is an important source of management

trainees, promotable [entry-level]

candidates, and professional and technical

employees

The concept of a job fair is to bring those

interested in finding a job into those companies

who are searching for applicants. Job fairs are

open fora at which employers can exhibit the

best their companies have to offer so that job

seekers can make informed choices. They are

considered one of the most effective ways for job

seekers to land jobs.

Job Fairs

Initiate recruitment

request

Review & approval

by level 5 and

above managers

Approval

received

References Advertise/

Agencies

Screening

Profiles

Eligible

Profiles

Is written

required

Conduct

Written

Arrange & conduct

Interviews

Qualified/

Short listed

NO Yes

Intimate to the

candidate about not

short listed/selected

Qualified/

Short listed

Final selection

Selected

Send offer

letter

Intimation to the

Original

requester

Recruitment

Flow Chart

SELECTION

Selection Choosing from a pool of applicants the person or

persons who offer the greatest performance potential.

Selection Steps Completion of a formal application form.

Interviewing.

Testing.

Reference checks.

Physical examination.

Final analysis and decision to hire or reject.

STEPS IN THE SELECTION PROCESS

Step 1—application forms

Declares individual to be a job candidate.

Documents applicant’s personal history and

qualifications.

Personal résumés may be included.

Applicants lacking appropriate credentials are

rejected at this step.

Step 2—interviews

Exchange of information between job candidate

and key members of the organization.

Opportunity for job candidate and organizational

members to learn more about each other.

Step 3 — employment tests

Used to further screen applicants by gathering

additional job-relevant information.

Common types of employment tests:

Intelligence

Aptitude

Personality

Interests

Criteria for selection devices:

Reliability

The selection device is consistent in measurement.

Validity

There is a demonstrable relationship between a

person’s score or rating on a selection device and

his/her eventual job performance.

Behaviorally-oriented employment tests:

Assessment center

Evaluates a person’s performance in simulated work

situations.

Work sampling

Evaluates a person’s performance on actual job tasks.

Step 4 — reference and background checks

Inquiries to previous employers, academic advisors, coworkers and/or acquaintances regarding applicant’s: Qualifications.

Experience.

Past work records.

Can better inform potential employer.

Can enhance candidate’s credibility.

Step 5 — physical examinations

Ensure applicant’s physical capability to fulfill job

requirements.

Basis for enrolling applicant in life, health, and

disability insurance programs.

Drug testing is done at this step.

Step 6 — final decision to hire or reject

Best selection decisions will involve extensive

consultation among multiple parties.

Selection decision should focus on all aspects of

the candidate’s capacity to perform the

designated job.

SOCIALIZATION & ORIENTATION

Socialization

Process of influencing the expectations, behavior,

and attitudes of a new employee in a way

considered desirable by the organization.

Orientation

Set of activities designed to familiarize new

employees with their jobs, coworkers, and key

aspects of the organization.

Induction

•It is usually the responsibility of the HR department to

conduct induction process

•Induction is the process that introduces an employee to

the organization

Immediate supervisor might introduce the following steps:

•Welcomes the newcomer

•Explains the overall objectives of the company and his role

•Shows the location or place of work

•Hands over the rule book or job descriptions

•Provides details about training and promotional

advancements

•Discusses working conditions

•History of that company

•Layout and physical facilities

•Products/services offered

•Overview of the company procedures

•Disciplinary procedures

•Probationary period

Topics that are usually covered are:

Organizational issues:

•Pay scales

•Vacations, holidays

•Schedules

•Counselling

•Other benefits

•Training opportunities

Employee Benefits

Recruitment

Technology