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  2. 2. Group members Saba Afaq Saba Mehboob Reeha Noor 2
  3. 3. Recruitment Meaning: In simple terms, recruitment is understood as the process of searching for & obtaining applicants for jobs, from among whom the right people can be selected. Definition: “It is the process of finding & attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants form which new employees are selected. 3
  4. 4. A human resource management function, is one of the activities that impact most critically on the performance of an organization. Steps in the recruitment process: • Advertisement of a job vacancy. • Preliminary contact with potential job candidates. • Initial screening to create a pool of qualified applicants. 4
  5. 5. Purpose & Importance  Determine the present & future requirements of the organization.  Identifying potential job applicants.  Increase the pool of job candidates at minimum cost.  Help reduce the probability of candidates leaving the organization  Meet the organization’s legal & social obligations regarding the composition of its workforce.  Increase organizational & individual effectiveness. 5
  6. 6. Factors Governing Recruitment  Skill demand  Labor market  Time and Cost  Size of the Firm  Recruitment Policy  Lengthy Process 6
  7. 7. Recruitment Process         Identify vacancy Prepare job description and person specification Advertising the vacancy Short-listing Arrange interviews Conducting interview and decision making Job offer Negotiation and Contract . 7
  8. 8. Recruitment Process  Identify vacancy It is the first step of recruitment process. Vacancy occurred through 1 Resign 2 Expansion There may be other ways of filling the gap, includes • • • • • • • Reorganize the work Use overtime Mechanize the work Stagger the hours Make the job part time Subcontract the work Use an agency 8
  9. 9. Recruitment Process  Prepare job description and person specification If your decision is that you are going to recruit, the next step is to prepare job description and person specification. Job description includes breaking the job down into its component parts Highlighting the chief objectives person specification listing the key attributes required to undertake the role 9
  10. 10. Sources of recruitment Internal Recruitment Persons who are already working in an organization constitute the ‘internal sources’. It includes the existing employees, the retrenched & retired employees & dependents of deceased employees. 10
  11. 11. Internal Recruitment Advantages less expensive to recruit internally No need of job advertisements or recruitment agencies cost savings and efficiency gains More knowledgeable and familiar candidates with the organization's culture Disadvantages  No diverse work force  Limited pool of candidates  Difficult approach to carryout 11
  12. 12. Sources of recruitment External Recruitment External recruitment is a type of recruitment where organizations rely on suitable applicants from outside the organization to fill a vacancy. 12
  13. 13. External Recruitment Advantages  Wide Choice  Injection of Fresh Blood  Motivational Force  Long Term Benefits Disadvantages Expensive  Time Consuming  De motivating  Uncertainty  13
  14. 14. Various methods of recruitment Advertisements in local press Recruitment agencies Corporate website Specialist journals and trade press Job center Plus Word of mouth/speculative applications Employee referral scheme National newspaper advertisements Education liaison Apprentices/work placements Commercial job-board Internet sites Posters/billboards Radio/TV Other 79% 76% 75% 66% 51% 49% 47% 45% 37% 36% 16% 10% 7% 11% 14
  15. 15. RECRUITMENT ADVERTISEMENT  Recruitment advertising, also known as Recruitment communications and Recruitment agency, includes all communications used by an organization to attract talent to work within it. 15
  16. 16. OBJECTIVES OF RECRUITMENT ADVERTISING Inform potential candidates about opportunity to reach the largest qualified audience Obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives 16
  17. 17. METHODS OF JOB ADVERTISING  Internal advertisement     Staff boards Email Staff magazines and news letter Advertising in the news papers    Employment agencies Direct contacts E-Recruitment 17
  18. 18. DRAFTING THE ADVERTISEMENT An advertisement should include  Name and brief details of employing organization  Job role and duties  Requirements  Salary  Instructions about how to apply 18
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  21. 21. E-Recruitment • E-recruitment, also known as online recruitment, is the practice of using technology and in particular Web-based resources for tasks involved with finding, attracting, assessing, interviewing and hiring new personnel. • Some examples of ERecruitment are. • LinkedIn • Face book • 21
  22. 22. Purpose of E-Recruitment The purpose of e-recruitment is to • make the processes involved more efficient and effective, • less expensive. • To reach a larger pool of potential employees 22
  23. 23. E-Recruitment Comparison 23
  24. 24. OVERSEAS RECRUITMENT International recruitment on a large scale for building a brand, presence, and name recognition globalization A qualified candidate on less amount of salary pro actively sourcing quality talent 24
  25. 25. Employer Branding • An employer brand represents the image a company projects as a potential employer. If you have a strong employer brand, then your company is considered a distinctive place to work, with attractive brand values and career prospect 25
  26. 26. Employer Branding The following questions are important in this context: • What makes your company attractive to applicants and why? • What unique selling points should you develop and why? • What are the reasons that would make an applicant with similar options decide for or against your offer? 26
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  28. 28. The Selection Process 28
  29. 29. Selection  Selection is the process of picking individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization.  A formal definition of Selection is:- “ It is the process of differentiating between applicants in order to identify (and here) those with a greater likelihood of success in a job.’’ 29
  30. 30. Importance Of Selection Selecting the right employees is important for three main reasons: performance, costs and legal obligations. Performance: Cost: Legal Obligations: 30
  31. 31. Application Forms  Personal information  Educational qualifications  Work experience  Salary  Personality items  Reference checks 31
  32. 32. The Process Of Selection  Selection is usually a series of hurdles or steps. Each one must be successfully cleared before the applicant proceeds to the next. 01. Sorting Applicants 02. Arranging the Interview 03. The Interview 04. Selection Tests 32
  33. 33. Cont.… The Process of Selection 05. Hiring Decision 06. Reference Checks 07. Job offer 08. Negotiation and Contract 33
  34. 34. Short listing of Candidates Telephonic Interview Short listing of Resume Short listing through selection tests
  35. 35. - Background of candidates qualification - Questions related to required job field HR Interview Technical Interview Job Interview Personality tests Ask Questions like -So, tell me something about yourself? -Name 3 positive and 3 negative qualities of yours. -Where do you see yourself professionally, in 3-5 years? Interview Timeline
  36. 36. Final Selection and Hiring Evaluations Job Offer Negotiations and Contract
  37. 37. Selection Process Preliminary Interview Selection Tests Rejected Applicants Employment Interviews Reference And Background Analysis Selection Decision Physical Examination Job Offer Employment Contract 37
  38. 38. Conclusion • Recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible. • Selection, on the other hand, is negative in its application in as it seeks to eliminate as many unqualified applicants as possible in order to identify the right candidates. • Recruiting people with the right skills and qualities is essential for any organization if it is to maintain and improve its efficiency. • Careful analysis of the job to be done, and of the competencies required to do it, is necessary if the right people are to be fitted into the right job. 38
  39. 39. Any Questions 39
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