Humres infosheet4
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Humres infosheet4 Presentation Transcript

  • 1. The process by which prospective applicants are attracted to apply to the company in order that their qualifications for present and anticipated vacancies can be evaluated through sound screening and selection procedure.
  • 2. Danger Signals in Recruitment The recruitment officer should watch out for the following in the applicants: • Stability on the job (Does the applicant intend to remain long in the company?) • Job-hopping or frequent changing of jobs • Bad habits (Does the applicant gamble and/or drink liquor excessively?) • His associates or gang (What kind of people does he go with?) • Financial habits (Does he live beyond his means?) • Environmental factors • Absenteeism prone • Tardiness • Physical handicaps that may directly affect performance.
  • 3. 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. Study the different jobs in the Company Requisition for a new employee Recruit qualified applicants Sight-screen applicants Have application form filled out Select those who will undergo testing Check the applicants’ work experiences, school records and personal references. Interview applicants Match the applicant with the job Do the final selection of the best qualified Have applicants undertake physical examinations and secure security clearances Hire the chosen candidate
  • 4. 1. 2. 3. 4. Defining the vacancy Attracting applicants Assessing Candidates Making the final decision It answers a series of questions:  Who do we want?  How can we attract them?  How can we identify them?  How do we know we have got it right? (Storey & Wright, “Recruitment & Selection”, In Beardwell & Holden, 2001)
  • 5. 1. 2. 3. 4. 5. Informal personal contacts e.g. existing employees, informal grapevine, and speculative applications. Formal personal contacts such as leaflets, job fairs, open days Notice boards Advertising using tri-media and internet External assistance (Storey & Wright, “Recruitment & Selection”, In Beardwell & Holden, 2001)
  • 6. 1. 2. 3. 4. 5. 6. Interview Tests Assessment Centres Job simulation / work sampling References Other methods (graphology and astrology)
  • 7. Employment Tests • • • • • • • • • Mental Alertness Test Clerical Aptitude Test Shop Arithmetic Test Mechanical Aptitude Test Space Relations Test Proficiency Test Vocational Interest Test Dexterity and Manipulation Test Personality Test
  • 8. Organizational Stage Recruitment-Selection Function Start-up Attract the best technical and professional talent Growth Recruit adequate numbers and mix of qualified workers; Manage succession planning and rapid internal labor market movements Maturity Less emphasis on recruitment; encourage sufficient turnover to minimize layoffs and provide new openings. Decline Little recruitment and selection; planning and implementing workforce reductions
  • 9. Self Check: Arrange the following steps for recruitment, selection and hiring Recruit qualified applicants Have application form filled out Interview applicants Select those who will undergo testing Requisition for a new employee Match the applicant with the job Study the different jobs in the Company Have applicants undertake physical examinations and secure security clearances Hire the chosen candidate Do the final selection of the best qualified Sight-screen applicants Check the applicants’ work experiences, school records and personal references.
  • 10.  With the same grouping in the job design project, use the information gathered on job designs available in your chosen company/organization, create the following:  Job Vacancy Advertisement  Include position available  Minimum qualifications  Requirements to submit  Instructions for applicant  Contact person SUBMISSION: POST THE MS WORD FILE/ PHOTO SCREENSHOT ON THE FACEBOOK GROUP with your group’s members names on or before Jan. 10, 2013 (On time submissions will get additional 5 points)
  • 11.  Choose a partner and practice a job interview dialogue between a job interviewer and a job applicant. (Watch the link posted on the group for ideas)  JOB INTERVIEWER: Prepare at least 5-7 questions needed for you to recruit the correct person for the job you want to be filled.  JOB APPLICANT: Prepare possible answers to questions that may be asked during a job interview.  DEMO will be on Jan. 16, 2013  NOTE: You can group into three, however the output will be in the form of a video presentation, the third member will direct and record the conduct of the interview. Post the video output link on the fb group on or before Jan. 15, 2013.