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International employee hiring
International employee hiring
International employee hiring
International employee hiring
International employee hiring
International employee hiring
International employee hiring
International employee hiring
International employee hiring
International employee hiring
International employee hiring
International employee hiring
International employee hiring
International employee hiring
International employee hiring
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International employee hiring

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  • 1. Definition and Meaning of Recruitment  According to Edwin B. Flippo,“ Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation”  Is the activity that links the employers and the job seekers. A process of finding and attracting capable applicants for employment
  • 2. Selection Definition According to Thomas stone “Selection is the process of differentiating between applicants in order to indentify and hire those with a greater likelihood of success on the jobs In simple words……It is the functions perform by the management of selecting the right employees at the right time After identifying the sources of human resources, searching for prospective employees and stimulating them to apply for jobs in an organization .The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
  • 3. Recruitment Selection It the process of searching the  It Involves the series of steps by candidates for employment and which the candidates are screened stimulating them to apply for jobs in for choosing the most suitable the organization. persons for vacant posts. T The basic purpose of recruitments is  he basic purpose of selection to create a talent pool of candidates process is to choose the right to enable the selection of best candidate to fill the various candidates for the organisation, by positions in the organisation. attracting more and more  Selection is a negative process as it employees to apply in the involves rejection of the unsuitable organisation. candidates. Recruitment is a positive process i.e.  Selection is concerned with encouraging more and more selecting the most suitable employees to apply . candidate through various Recruitment is concerned with interviews and tests. tapping the sources of human  Selection results in a contract resources. of service between the employer and There is no contract of recruitment the selected employee. established in recruitment
  • 4.  Internal recruitment  External recruitment Transfers  Recruiting on Internet Promotions (through  Job centers Internal Job Postings)  Advertising Re-employment of ex-  Employment Agencies employees  Recruiters Employee referrals  Job Fairs
  • 5. Internal recruitment External recruitmentAdvantages Advantages Cheaper and quicker to recruit  Outside people bring in new ideas. People already familiar with the business  Larger pool of workers from which to and how it operates. find the best candidate. Provides opportunities for promotion  People have a wider range of experience. with in the business – can be motivating. Business already knows the strengths and weaknesses of candidates DisadvantagesDisadvantages  Longer process. Limits the number of potential  More expensive process due to applicants. advertisements and interviews required. No new ideas can be introduced from outside the business. Creates another vacancy which needs to be filled.
  • 6. Recruitment needs are of three types PLANNED ANTICIPATED UNEXPECTED
  • 7. Trends are being seen in recruitment Outsourcing Poaching E-Recruitment
  • 8. Recruitment Process Identify vacancy Prepare job description and specification Advertising the vacancy Managing the response Short-listing Arrange interviews Conducting interview and decision making
  • 9. Able & SuitableManageability & Willingness Teamwork Ideal Candidate Professional Problem Solving Behavior & Demeanor Abilities
  • 10. Lacks Skills to do the job Not team Player Not my job syndromeProblems with co/workers Bad Hire Part of the problem Un-Professional Not the solution
  • 11. Personal Profile Drive: A desire to get things done. Goal-Oriented. Motivation: Enthusiasm and willingness to ask questions. Does extra on every job. Communication skills: The ability to talk and write effectively to people at all levels. Chemistry: Gets along with others, A team player. Energy: Someone who goes the extra mile, pays attention to detail, looks for solutions. Determination: Does not quit when a problem gets tough. Confidence: Not arrogant. Poise. Friendly, honest and open to employees high and low. Not intimidated by management, nor overly familiar.
  • 12. Professional Reliability: Following up, not relying on anyone else to ensure the job is well done, keeps management informed. Honesty/Integrity: Taking responsibility for own actions, Good and bad. Pride: Pays attention to details all jobs done to best of their ability. Dedication: Whatever it takes in time and effort to see a project through to completion. Analytical Skills: Weighing the pros and cons. Weighing the short-and long term benefits against all possible negatives. Listening Skills: Listening and understanding, as opposed to waiting your turn to speak.
  • 13. Uses for the Profiles Placement Promotion Self-improvement Coaching Succession planning
  • 14. Profiles can generate the following Individual Report- A guide for self-understanding Placement Report- Selecting the right people through Job Match Multi-Job Match Report- Useful for succession planning and reassigning employees to new positions. Coaching Report- An excellent training and development tool Job Analysis Survey Report- Used with job descriptions to more accurately define job requirements. Summary Reports- To give you a “snapshot “ of information.

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