International employee hiring


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International employee hiring

  1. 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. 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. 3. Recruitment  It the process of searching the candidates for employment and stimulating them to apply for jobs in the organization.  The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation.  Recruitment is a positive process i.e. encouraging more and more employees to apply .  Recruitment is concerned with tapping the sources of human resources.  There is no contract of recruitment established in recruitment Selection  It Involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. T  he basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation.  Selection is a negative process as it involves rejection of the unsuitable candidates.  Selection is concerned with selecting the most suitable candidate through various interviews and tests.  Selection results in a contract of service between the employer and the selected employee.
  4. 4.  Internal recruitment Transfers Promotions (through Internal Job Postings) Re-employment of ex- employees  Employee referrals  External recruitment Recruiting on Internet Job centers Advertising Employment Agencies Recruiters Job Fairs
  5. 5. Internal recruitment Advantages  Cheaper and quicker to recruit  People already familiar with the business and how it operates.  Provides opportunities for promotion with in the business – can be motivating.  Business already knows the strengths and weaknesses of candidates Disadvantages  Limits the number of potential applicants.  No new ideas can be introduced from outside the business.  Creates another vacancy which needs to be filled. External recruitment Advantages  Outside people bring in new ideas.  Larger pool of workers from which to find the best candidate.  People have a wider range of experience. Disadvantages  Longer process.  More expensive process due to advertisements and interviews required.
  6. 6. Recruitment needs are of three types  PLANNED  ANTICIPATED  UNEXPECTED
  7. 7. Trends are being seen in recruitment  Outsourcing  Poaching  E-Recruitment
  8. 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. 9. Manageability & Teamwork Professional Behavior & Demeanor Problem Solving Abilities Willingness Able & Suitable Ideal Candidate
  10. 10. Not team Player Problems with co/workers Un-Professional Part of the problem Not the solution Not my job syndrome Lacks Skills to do the job Bad Hire
  11. 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. 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. 13. Uses for the Profiles  Placement  Promotion  Self-improvement  Coaching  Succession planning
  14. 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.