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Planning to Hire a New Employee


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Planning to Hire a New Employee. From our Human Resources section. Paper 17-01.

Planning to Hire a New Employee. From our Human Resources section. Paper 17-01.

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    Planning To Hire A New Employee
  • 2. Giving someone a job is never easy
    Define what you want
    Plan for it
    A business cannot survive on fixed assets alone
    Another very important resource – “people”
    Staff turnover rates cause high costs
    1. Planning Employment
  • 3. The reason for hiring:
    A position become vacant
    Planning for increased business
    A new position has been created
    Positions shouldn’t be created just because someone is available for employment
    2. Is A New Position Needed?
  • 4. Re-evaluate every task:
    Is the position necessary?
    Can the work be absorbed?
    Can a lower paid employee perform the work?
    Productivity from this position?
    Will the position be value added?
    3. Have You Reassessed Present Jobs?
  • 5. What sort of person are you looking for?
    4. What Is Required In The Job?
  • 6. Should be written for every position
    Summary of the tasks and responsibilities
    5. Job Description/Specification
  • 7. “Person specification”
    “Person skills”?
    Specific qualifications
    6. What Sort Of Person Are You After? - What Is The Selection Criteria?
  • 8. Advertising in newspapers and magazines
    Referrals from other staff members
    Referrals from relatives
    TAFE Colleges
    Employment Agencies
    7. How Will You Seek Out a New Employee?
  • 9. What has to be achieved?
    Where will the employee work?
    How will the employee’s performance be assessed?
    What are the benchmarks?
    Assessments made?
    8. What Are The Objectives Of The Position?
  • 10. You should be prepared for this question
    9. Why Is There A Vacancy?
  • 11. Immediate prospects?
    Fit into the overall organisation?
    Next logical move
    Improve themselves or a “dead end” job?
    Career training
    10. What Are The Short Term/Long Term Career Paths For This Position?
  • 12. This question could be asked by the applicant
    The employer needs to have an answer prepared
    11. Where Does The Position Fit In The Business’ Corporate Structure?
  • 13. Judging the employee
    Efficiency measures
    How often are performance criteria measured?
    Will the employee be informed?
    What are the benchmarks?
    When will the employee be expected to have achieved the required level of performance?
    12. What Performance Criteria Measurement System Will Be Utilised For This Position?
  • 14. List of qualifications
    Certificate of Competency
    13. What Qualifications Does An Applicant Require?
  • 15. Already worked in a similar position?
    General business experience enough?
    Are you prepared to train the applicant?
    14. Is Specific Experience Necessary?
  • 16. Is the supervisor involved in the employment process?
    15. To Whom Will This Position Report?
  • 17. What induction programme will be necessary?
    An induction process should be conducted for every position
    Are there any specific requirements in the induction process for this position?
    16. What Induction Programme Will Be Necessary?
  • 18. Specific training for this position
    17. What Training Programme Will Be Necessary?
  • 19. Base salary
    Bonus or incentive
    Fringe benefit
    Motor vehicle supplied
    Value of the total package
    18. What Will Be The Remuneration Package?
  • 20. Do you have a policy?
    19. Union Or Non Union?
  • 21. Summary of normal working hours
    Overtime required to be worked?
    Is there a Christmas shut-down?
    Are there times during the year in which holidays cannot be taken?
    20. Are There Any Unusual Conditions Relating To Working Hours, Overtime Or When Holidays Can Be Taken?
  • 22. Good points about your organisation?
    Vision of your organisation?
    Where is it headed?
    Unique competitive advantage?
    21. What Are The Unique Benefits Of Working For Your Organisation?
  • 23. Make sure someone is available
    Remember top class applicants do have a choice
    22. Who Will Conduct The Interviews?
  • 24. Use a questionnaire for the job interview
    Every applicant should be asked the same questions
    Answers should be recorded
    Have the questionnaire sheets ready prior to commencement of the interview
    23. Questionnaire
  • 25. Consultant can save considerable time
    24. Advertise Or Retain A Consultant?
  • 26. Appoint a liaison person
    Follow up with the Consultant re:
    applications received
    short list of applicants
    25. Liaise With Consultant
  • 27. Preparation of advertisement
    Selection of media
    Appropriate days
    26. Who Will Organise The Advertisement?
  • 28. That commence from the time an advertisement has been placed
    27. Be Aware Of Legal Obligations Re Employment
  • 29. Who will make the final decision?
    Decide on the "decision maker" prior to the commencement of the interview process
    Ensure the decision maker is available for the interviews
    28. Who Will Make The Final Decision?
  • 30. Don't allow delays to creep in to the employment process
    If you are after first class employees - you must give them first class responses
    Remember.... outstanding applicants do have a choice
    28. Who Will Make The Final Decision? cont'd....
  • 31. Part of a deliberate plan
    Ensure that the business attracts the highest standard of person
    29. Planning For Employment Is Important