Recruitment 2=6
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  • 1. Recruiting Employees
  • 2. Review
    • What should we know about HR so that we can make effective decision?
    • “ HRIS”
    • 2. What should we expect our employees to do?
    • “ JA:JD/JS”
    • 3. How many and what type of staff do we need to achieve our organizational goals?
    • “ HRP”
    • 4. How are we going to acquire them?
    • “ RECRUITMENT”
    • 5. Whom to acquire and how to select?
    • “ SELECTION”
  • 3. Recruitment
    • A process of generating a pool of suitable candidates for available jobs.
    • Purpose:
      • Attract suitable candidates to apply
      • Discourage unsuitable ones
      • Provide job information
      • Project organization image
  • 4. Alternatives to recruitment
    • Reorganization
    • Flexible working
    • Employee leasing
    • Outsourcing
    • Internal redeployment
    • Technology
    • Temporary help
  • 5. Recruitment process
    • Recruitment Philosophy
    • Internal vs external
    • Job vs career
    • Short vs long term
    • Other considerations
    • Recruitment Evaluation
    • Number of jobs filled
    • Timeliness of jobs filled
    • Cost per job filled
    • AA goals met
    • Recruitment Activities
    • Job posting
    • Advertisements
    • Campus visits
    • Other methods
    • Follow up actions
    • Record keeping
    • Recruitment Planning
    • Numbers needed
    • JS
    • AA goal
    • Recruitment Strategy
    • Development
    • Where/whom to recruit
    • How to recruit
    • Choice of recruiters
    • What information to share
    Screening/ selecting employees
  • 6. Tools for Recruitment Planning
    • Job analysis(JA) - responsibilities and requirements
    • Time lapse data (TLD) - average time between points of decision making in recruiting
    • Yield ratio (YR) - the number of candidates at a step and the the next step.
  • 7. Effective Recruiting: Yield Pyramid
    • New hires (24:1)
    • Offers made (12 : 1)
    • Interviewed (8 : 1)
    • Invited (6 : 1)
    • Leads generated
    • Significance
      • YR will help to estimate the suitable candidate number required in future
      • Saves time and resource
  • 8. Sources & Methods of Recruitment Internal source (within the organization) HR Planning Job Analysis Other considerations How many? Where? What? Internal method Job posting Employee referrals HR inventory External source (outside the organization) External method Walk-ins Advertisement (media) Campus visits Internships Agencies (publ-pvt) Trade unions
  • 9. Internal vs External Recruitment Internal Recruitment
    • Advantages
      • Better selection (foreknowledge of candidates’ strengths and weaknesses)
      • Increases employee morale
      • Adaptability (less training & orientation required)
      • Cost effective
    • Disadvantages
      • Limited choice
      • Failed applicants become discontented
      • Time wasted interviewing inside candidates who will not be considered
      • In-breeding of status quo
      • Favoritism/nepotism
  • 10. Internal vs External Recruitment External Recruitment
    • Advantages
      • Greater choice for selection
      • Balanced HR mix
      • Fairness
      • Environmental adaptability
    • Disadvantages
      • High cost
      • Adaptability problems
      • Wrong selection
  • 11.
    • Set objectives
      • Attract suitable candidates
      • Deter unsuitable candidates
      • Create a favorable impression
    • What information?
      • Is the organization reputed one?
      • Is the work interesting?
      • Is the job relevant to qualification/ experience?
      • Is the pay right?
      • Will it advance my career?
      • Is it secure?
    Ad Construction Checklist
  • 12.
    • Use the AIDA guide to construct ads
      • Catch attention
      • Hold interest
      • Arouse desire
      • Stimulate action
    • Guidelines
      • Catch attention with imaginative headline and illustration
      • Stimulate interest by describing the organization and the job in the first paragraph in a personally rewarding way
      • Arouse desire by stating opportunities early in the copy, job location, job requirements and job rewards
      • Stimulate action by telling how, when and where to apply
    Ad Construction Checklist
  • 13.
    • Be creative - use of ad agencies might help develop and promote a company image
      • Job Ad1.jpg
      • Job Ad2.jpg
      • Job Ad3.jpg
      • Job Ad4.jpg
      • Job Ad5.jpg
    Ad Construction
  • 14.
    • Headhunters
      • Special employment agencies used to seek out top management and technical talent
    • Internet databases have shortened time required to find talent
    • Online executive recruiting firm
    Executive Recruiters
  • 15. Tips on Choosing a Recruiter
    • Can they conduct a thorough search?
    • Meet individual who will handle the search
    • Ask about the cost
    • Be sure you can trust them with privileged information
    • Talk to prior clients