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Recruitment hrm

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Presentation on Recruitment Procedures and Policies

Presentation on Recruitment Procedures and Policies

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  • 1. RECRUITMENT POLICIES,METHODS AND PROCEDURESBy:FREDERIC G. VARGAS
  • 2. LEARNING OBJECTIVES:At the end of the discussion for this topic, we shouldbe able to; Describe the purpose of recruitment. Explain the importance of recruitment policies andprocess. Identify the components of a good recruitmentpolicy. Familiarize and identify the basic sources andmethods of recruitment. Analyze and describe the advantages anddisadvantages of recruitment sources.
  • 3. RECRUITING DEFINE AS;Is the process of developing a pool ofqualified applicants who are interested inworking for the organization and from whichthe organization might reasonably select thebest individual or individuals to hire foremployment. It involves finding and selectingthe right person for the right job.
  • 4. PURPOSE AND IMPORTANCE OF RECRUITMENT Attract and encourage more and more candidatesto apply in the organization. Create a talent pool of candidates to enable theselection of best candidates for the organization. Determine present and future requirements ofthe organization in conjunction with its personnelplanning and job analysis activities. Recruitment is the process which links theemployers with the employees. Increase the pool of job candidates at minimumcost. Help increase the success rate of selectionprocess by decreasing number of visibly underqualified or overqualified job applicants.
  • 5. PURPOSE AND IMPORTANCE OF RECRUITMENT Help reduce the probability that job applicantsonce recruited and selected will leave theorganization only after a short period of time. Meet the organizations legal and socialobligations regarding the composition of itsworkforce. Begin identifying and preparing potential jobapplicants who will be appropriate candidates. Increase organization and individualeffectiveness of various recruiting techniquesand sources for all types of job applicants.
  • 6. RECRUITMENT POLICIESIt specifies the objectives of recruitmentand provides a framework for implementationof recruitment program. It may involveorganizational system to be developed forimplementing recruitment programs andprocedures by filling up vacancies with bestqualified people.
  • 7. COMPONENTS OF THE RECRUITMENT POLICY The general recruitment policies and termsof the organization Recruitment services of consultants Recruitment of temporary employees Unique recruitment situations The selection process The job descriptions The terms and conditions of theemployment
  • 8. OrganizationRecruitmentPolicyOrganizationalgoals andobjectivesPersonnelpolicies of theorganizationand itscompetitorsGovernmentrules andpoliciesPreferredsources ofrecruitmentNeed of theorganizationRecruitmentcosts andfinancialimplicationsFACTORS AFFECTING RECRUITMENT POLICY
  • 9.  It should focus on recruiting the best potentialpeople. To ensure that every applicant and employee istreated equally with dignity and respect. Unbiased policy. To aid and encourage employees in realizingtheir full potential. Transparent, task oriented and merit basedselectionA recruitment policy of an organization shouldbe:
  • 10.  Weighted age during selection given to factorsthat suit organization needs. Optimization of manpower at the time ofselection process. Defining the competent authority to approveeach selection. Abides by relevant public policy and legislationon hiring and employment relationship. Integrates employee needs with theorganizational needs.A recruitment policy of an organization shouldbe:
  • 11. RECRUITMENT PROCESSRecruitment process involves asystematic procedure from sourcing thecandidates to arranging and conductingthe interviews and requires manyresources and time. It is the process todiscover sources of manpower to meet therequirement of staffing schedule and toemploy effective measures for attractingthat manpower in adequate numbers tofacilitate effective selection of an efficientworking force.
  • 12.  To ensure that the recruitment is as per thecompany expectations. (e.g. time, skills, etc.,) To attract sufficient applications from potentialcandidates with the required skills, qualities,experience, and competencies deemed as beingnecessary to the job. To develop and maintain processes which willassist in ensuring the appointment of the mostsuitable candidate.Objectives of recruitment process;
  • 13.  newly created positions staff attrition (resignation/retirement) leaves of absences/short term needs staff restructuring research projectsA vacancy may arise for the following reasons:
  • 14. IdentifyingthevacancyPrepare jobdescriptionand personspecificationAdvertisingthevacancyManagingtheresponseShort-listingArrangeinterviewsGeneral recruitment process;
  • 15. METHODS OF RECRUITMENTCategorized into:1. Internal recruitment is when the business looks tofill the vacancy from within its existing workforce.It is the process of looking inside the organizationfor existing qualified employees who might bepromoted to higher level positions.2. External recruitment is when the business looksto fill the vacancy from any suitable applicantoutside the business. It involves looking tosources outside the organization for prospectiveemployees
  • 16.  Job Posting. Supervisory Recommendations Talent Inventories Union Halls Employee Referrals1. Internal Recruitment
  • 17.  Job advertisements Recruitment agency Personal recommendation Job fairs Word-of-mouth recruiting Public / Private employment College placement offices Direct applicants2. External recruitment
  • 18. ELECTRONIC RECRUITMENTMany big organizations use Internet as asource of recruitment. E-recruitment is the use oftechnology to assist the recruitment process.They advertise job vacancies through worldwideweb. The job seekers send their applications orcurriculum vitae i.e. CV through e mail using theInternet. Alternatively job seekers place theirCV’s in worldwide web, which can be drawn byprospective employees depending upon theirrequirements.
  • 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. Cheaper andquicker to recruitPeople alreadyfamiliar with thebusiness and howit operatesProvidesopportunities forpromotion with inthe businessBusiness alreadyknows thestrengths andweaknesses ofcandidatesAdvantagesLimits thenumber ofpotentialapplicantsNo new ideascan beintroduced fromoutside thebusinessMay causeresentmentamongstcandidates notappointedCreates anothervacancy whichneeds to be filled(Ripple effect)DisadvantagesInternal Recruitment Advantages and Disadvantages:
  • 21. AdvantagesOutside people bringin new ideasLarger pool of workersfrom which to find thebest candidatePeople have a widerrange of experienceDisadvantagesLonger processMore expensive processdue to advertisements,interviews, training, etc.requiredSelection process may notbe effective enough toreveal the best candidateExternal Recruitment Advantages and Disadvantages:
  • 22. THANK YOU!

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