• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
Recruitmentcompatible 1222798911739370-9
 

Recruitmentcompatible 1222798911739370-9

on

  • 458 views

 

Statistics

Views

Total Views
458
Views on SlideShare
458
Embed Views
0

Actions

Likes
0
Downloads
3
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    Recruitmentcompatible 1222798911739370-9 Recruitmentcompatible 1222798911739370-9 Presentation Transcript

    • Prepared by: Jheryl M. Fortun MAED-EDAD- 1
    • • “Recruitment refers to the process of sourcing,screening, and selecting people for a job or vacancywithin an organization. Though individuals canundertake individual components of the recruitmentprocess, mid- and large-size organizations generallyretain professional recruiters”.
    • • Recruitment is the process which links the employers with the employees.•Attract and encourage more and more candidates to apply in the organisation.• Create a talent pool of candidates to enable the selection of best candidates for theorganisation.• Determine present and future requirements of the organization in conjunction with itspersonnel planning and job analysis activities.• Increase the pool of job candidates at minimum cost.• Help increase the success rate of selection process by decreasing number of visibly underqualified or overqualified job applicants.• Help reduce the probability that job applicants once recruited and selected will leave theorganization only after a short period of time.
    • • Meet the organizations legal and social obligations regarding the composition of its workforce.• Begin identifying and preparing potential job applicants who will be appropriate candidates.• Increase organization and individual effectiveness of various recruiting techniques and sourcesfor all types of job applicants
    • • Transfers • Advertisements• Promotions • Campus Placements• Upgrading • Vendor Management• Demotion • Employment Exchanges• Retired Employees • Labor Contractors• Retrenched Employees • Employee Referral Program• Dependants and Relatives • Recruitment at Factory Gateof deceased employees.
    • 1. TransfersThe employees are transferred from one department to another according to their efficiencyand experience.2. PromotionsThe employees are promoted from one department to another with more benefits and greaterresponsibility based on efficiency and experience.3. Upgrading and Demotion of present employees according to their performance. 4. Retired and Retrenched employees may also be recruited once again in case of shortage ofqualified personnel or increase in load of work. Recruiting such people saves time and costs ofthe organisation as the people are already aware of the organisational culture and the policiesand procedures.5. The dependents and relatives of Deceased employees and Disabled employees are alsohired by many companies so that the members of the family do not become dependent on themercy of others.
    • 1. Press AdvertisementsAdvertisements of the vacancy in newspapers and journals are a widely used source ofrecruitment. The main advantage of this method is that it has a wide reach. 2. Educational InstitutesVarious management institutes, engineering colleges, medical Colleges etc. are a good source ofrecruiting well qualified executives, engineers, medical staff etc. They provide facilities forcampus interviews and placements. 3. Placement AgenciesSeveral private consultancy firms perform recruitment functions on behalf of client companiesby charging a fee. These agencies are particularly suitable for recruitment of executives andspecialists. 4. Employment ExchangesGovernment establishes public employment exchanges throughout the country. Theseexchanges provide job information to job seekers and help employers in identifying suitablecandidates.
    • 5. Labor ContractorsManual workers can be recruited through contractors who maintain close contacts with thesources of such workers. This source is used to recruit labour for construction jobs. 6. Employee Referrals / RecommendationsMany organisations have structured system where the current employees of the organisationcan refer their friends and relatives for some position in their organisation. Also, the officebearers of trade unions are often aware of the suitability of candidates. 7. Recruitment at Factory GateUnskilled workers may be recruited at the factory gate these may be employed whenever apermanent worker is absent. More efficient among these may be recruited to fill permanentvacancies.
    • IDENTIFY VACANCY NO APPROVALS NO HIRE YES PREPARE JOB DESCRIPTION& PERSONAL SPECIFICATION SEARCH YES CHECK INTERNAL DATABASE PROFILEVENDOR CAMPUS NOMANAGE WALK-INS ADVERTIS PLACEME CO- EMENTS MENT NTS VENDORS ORDINATE INTERVIEWS GIVE OUT JOB REFERENCE DESCRIPTION CHECK CLOSE/ SHORT- PROPOSE LISTING OFFER CONDUCT DECISION- INTERVIEW MAKING S
    • • A candidate visits a local branch for a short interview and an assessment beforebeing taken onto the agency’s books.• Remuneration for the agencys services usually takes one of following forms: A contingency fee paid by the company when a recommended candidate accepts ajob with the client company (typically 20%-30% of the candidate’s starting salary),which usually has some form of guarantee, should the candidate fail to perform and isterminated within a set period of time. An advance payment that serves as a retainer, also paid by the company.
    • • Such sites have two main features: job boards and a résumé/Curriculum Vitae(CV) database.• Job boards allow member companies to post job vacancies.• Candidates can upload a résumé to be included in searches by membercompanies. Fees are charged for job postings and access to search resumes.• Key players in this sector provide e-recruitment software and services toorganisations of all sizes and within numerous industry sectors, who want to e-enable entirely or partly their recruitment process in order to improve businessperformance.• The online software provided by those who specialise in online recruitment helpsorganisations attract, test, recruit, employ and retain quality staff with a minimalamount of administration.
    • • Headhunters are third-party recruiters often retained when normal recruitmentefforts have failed.• They use advanced sales techniques, such as initially posing as clients to gatheremployee contacts, as well as visiting candidate offices.• They prepare a candidate for the interview, help negotiate the salary, and conductclosure to the search.• They often attend trade shows and other meetings nationally or even internationallythat may be attended by potential candidates and hiring managers.• Headhunters are typically small operators that make high margins on candidateplacements (sometimes more than 30% of the candidate’s annual compensation).• Due to their higher costs, headhunters are usually employed to fill seniormanagement and executive level roles, or to find very specialized individuals.
    • • Campus recruitment refers to the process whereby employers undertake anorganised program of attracting and hiring students who are about to graduatefrom schools, colleges and universities.• Employers commonly attend campuses to promote employment vacancies andcareer opportunities to students who are considering these options followinggraduation.• Selection methods used by employers include interviews, aptitude tests, roleplays, written assessments, group discussions and presentations.• Many schools, colleges and universities provide their students with independentadvice through a career advisory service which is staffed by professional careeradvisors.• The career advisory service often organises a career fair or job fair where a largenumber of employers visit the campus at once giving students the opportunity tomeet a range of potential employers.
    • • Resume scanner is one major benefit provided by the job portals to theorganisations.• It enables the employees to screen and filter the resumes through pre-definedcriteria’s and requirements (skills, qualifications, experience, payroll etc.) of the job.• Job sites provide a 24*7 access to the database of the resumes to the employeesfacilitating the just-in-time hiring by the organisations.• Online recruitment helps the organisations to automate the recruitment process,save their time and costs on recruitments.
    • • A company can hold contests in order to attract candidates with differentskills and aptitudes to meet at one point and the best performers can beselected.• Contests create a large pool of candidates for selection.• Axel Mark, an information distributor for cell phone users, recentlyorganized a contest to build a job-search Web site aimed at college studentsand recent graduates.• A member of the winning team was subsequently hired.
    • • Recruiting students early in their educational course.• A company will lock in talent up-front.• Work with college/institute to mould curriculum for the company’srequirements.• A company can create an emotional bond with the candidate.
    • • Use blogs to post job descriptions and vacancies.• Advertise on websites like Facebook or Orkut.• Due to ever-increasing membership of people on these networking sites, there is a goodchance of people responding to these ads and blogs.• Youth these days spend a lot of time on the internet.