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Recruitment and selection
- 1. Employee Recruitment and Selection
- 2. Home Work Reminder…. Due on the 28th Prepare to make oral presentations to the class on your paper. Written scrip should be submitted for grading Grading Criteria. (Content, Presentation)
- 3. Upon completion of the topic you should be able to identify best practices in recruitment and selection of employees
- 4. The process of identifying candidates for current or future positions or vacancies
- 5. Legal Constraints (Discrimination etc) Economic Constrains (Can the company afford to pay extra staff) Industry Constraints (Some feel that there is little avenue for growth in the industry) Organizational Constraints (School meals workers off on Saturday, Night Club workers having long hours) Position Constraints – Some Job are perceived as glamous
- 6. Service-orientation Solid work experience Involvement in on-campus and professional organizations Positive outlook Good GPA Initiative
- 7. Companies expectations vary but must be met Dress/attire Etiquette is how we behave and make others feel comfortable First impressions are critical Table manners Treat others with dignity and respect
- 9. Personal SWOT analysis ◦ ◦ ◦ ◦ Pinpoint strengths to maximize Pinpoint weaknesses to minimize Pinpoint opportunities to use to your advantage Pinpoint threats to neutralize
- 10. Newspapers (Nottttt!!!!! or Yessssss) Web sources Friends Family University placement office Job postings Networking Cold calling
- 11. Good resume is a must it’s a vital tool in ‘selling’ yourself Should include: ◦ Heading with contact information ◦ Career objective ◦ Career experience ◦ Accomplishments ◦ Education ◦ References Cover letter Academic record Extracurricular activities Professional Organizations Volunteer
- 12. Match yourself to the job Match knowledge, skills and abilities to posted position Prepare Do your homework on company First Impressions Tattoos, Piercings, Heels, Dreads
- 18. Be ready to ask questions Dress for the job you want Arrive early Be polite Send a thank you note
- 19. Starting salary, possibilities of raises Personal satisfaction ◦ ◦ ◦ ◦ self-expression creativity initiative independence Professional goals
- 20. Unemployment rate: A government statistic that measures the percentage of worker who are not employed, but who are seeking work.
- 23. Build employee morale. Can be initiated very quickly. Improve the probability of making a good selection because much is already known about the individual who will be selected. Are less costly than initiating external or outsourced searches. Result in reduced training time and less training costs because the individual selected need not be trained in organizational topics with which he or she is already familiar. Encourage talented individuals to stay with the organization.
- 24. Inbreeding and a lack of new ideas can occur when an organization relies only on its own current workers to fill advanced positions. Resentment among employees can occur when one worker is chosen for advancement while others are not. Increased recruitment and training efforts result when a position is filled internally because the position vacated by the promoted employee must also be filled with a new staff member (who must also be trained).
- 25. An approach to seeking job applicants that focuses primarily on those candidates who are not currently employed by the organization.
- 26. Advertisement Blind Advertising Website Public employment assistance agencies Private employment assistance agencies Educational Institutions Unsolicited application
- 27. In selecting candidates employees consider the following Applications Interviews Pre-employment testing Background checks References Competition
- 28. Maiden name Name of spouse Birth place Birthplace of parents Assets owed Religion What is your religion? What religious holidays do you observe? Which church do you attend? What do you do on Sundays?
- 29. Applicants race Date of birth Mother tonge
- 31. 35% of resumes have false information Facebook Criminal History Credit Reports Driving Records Academic credentials
- 32. Always obtain written consent before conducting an background checks Evaluate results fairly Restrict access to information obtained in background checks Do your checks as one of the last steps in the selection process
- 33. Negligent hiring: Failure on the part of an employer to exercise reasonable care in the selection of employees. Negligent retention: Retaining an employee after the employer became aware of an employee's unsuitability for a job, thereby failing to act on that knowledge
- 34. Employment agreement: The terms of the employment relationship between an employer and employee that specify the rights and obligations of each party to the agreement. Offer letter: A proposal by an employer to a prospective employee that specifies the terms of employment. A legally valid acceptance of the offer will create a binding employment
- 35. Offer letters, when properly composed, can help prevent legal difficulties caused by employee or employer misunderstandings. As their name implies, offer letters detail the offer made by the employer to the employee. Some employers believe offer letters should be used only for managerial positions. To avoid difficulties, all employees should have signed offer letters in their personnel files. Compo-
- 36. • • • • • • • • • • • Position being offered Compensation included Benefits included (if any) Evaluation period and compensation review schedule Start date Location of employment Special conditions of the offer (i.e., the at-will relationship) Reference to the employment manual (see Chapter 3) as an additional source of information regarding employer policies that govern the workplace Signature lines for both employer and employee Date of signature lines
- 37. Role of Human Resource in Strategic Planning