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Planning To Hire A New Employee


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Planning To Hire A New Employee

  1. 1. Recruitment <br />Planning To Hire A New Employee<br />
  2. 2. 1. Planning Employment<br />Giving someone a job is never easy<br />Define what you want<br />Plan for it<br />A business cannot survive on fixed assets alone<br />Another very important resource – “people”<br />Staff turnover rates cause high costs<br />
  3. 3. 2. Is A New Position Needed?<br />The reason for hiring:<br />A position become vacant<br />Planning for increased business<br />A new position has been created<br />Positions shouldn’t be created just because someone is available for employment<br />
  4. 4. 3. Have You Reassessed Present Jobs?<br />Re-evaluate every task:<br />Is the position necessary?<br />Can the work be absorbed?<br />Can a lower paid employee perform the work?<br />Productivity from this position?<br />Will the position be value added?<br />
  5. 5. 4. What Is Required In The Job?<br />What sort of person are you looking for?<br />
  6. 6. 5. Job Description/Specification<br />Should be written for every position<br />Summary of the tasks and responsibilities<br />
  7. 7. 6. What Sort Of Person Are You After? - What Is The Selection Criteria?<br />“Person specification”<br />“Person skills”?<br />Specific qualifications<br />
  8. 8. 7. How Will You Seek Out a New Employee?<br />Advertising in newspapers and magazines<br />Referrals from other staff members<br />Referrals from relatives<br />TAFE Colleges<br />Employment Agencies<br />u<br />
  9. 9. 8. What Are The Objectives Of The Position?<br />What has to be achieved?<br />Where will the employee work?<br />How will the employee’s performance be assessed?<br />What are the benchmarks?<br />Assessments made?<br />
  10. 10. 9. Why Is There A Vacancy?<br />You should be prepared for this question<br />
  11. 11. 10. What Are The Short Term/Long Term Career Paths For This Position?<br />Immediate prospects?<br />Fit into the overall organisation?<br />Next logical move<br />Improve themselves or a “dead end” job?<br />Career training<br />
  12. 12. 11. Where Does The Position Fit In The Business’ Corporate Structure?<br />This question could be asked by the applicant<br />The employer needs to have an answer prepared<br />
  13. 13. 12. What Performance Criteria Measurement System Will Be Utilised For This Position?<br />Judging the employee<br />Efficiency measures<br />How often are performance criteria measured?<br />Will the employee be informed?<br />What are the benchmarks?<br />When will the employee be expected to have achieved the required level of performance?<br />
  14. 14. 13. What Qualifications Does An Applicant Require?<br />List of qualifications<br />Certificate of Competency<br />
  15. 15. 14. Is Specific Experience Necessary?<br />Already worked in a similar position?<br />General business experience enough?<br />Are you prepared to train the applicant?<br />
  16. 16. 15. To Whom Will This Position Report?<br />Is the supervisor involved in the employment process?<br />
  17. 17. 16. What Induction Programme Will Be Necessary?<br />What induction programme will be necessary?<br />An induction process should be conducted for every position<br />Are there any specific requirements in the induction process for this position?<br /><br />
  18. 18. 17. What Training Programme Will Be Necessary?<br />Specific training for this position<br />
  19. 19. 18. What Will Be The Remuneration Package?<br />Base salary<br />Bonus or incentive<br />Fringe benefit<br />Motor vehicle supplied<br />Value of the total package<br />
  20. 20. 19. Union Or Non Union?<br />Do you have a policy?<br />
  21. 21. 20. Are There Any Unusual Conditions Relating To Working Hours, Overtime Or When Holidays Can Be Taken?<br />Summary of normal working hours<br />Shifts<br />Overtime required to be worked?<br />Is there a Christmas shut-down?<br />Are there times during the year in which holidays cannot be taken?<br />
  22. 22. 21. What Are The Unique Benefits Of Working For Your Organisation?<br />Good points about your organisation?<br />Vision of your organisation?<br />Where is it headed?<br />Unique competitive advantage?<br />
  23. 23. 22. Who Will Conduct The Interviews?<br />Make sure someone is available<br />Remember top class applicants do have a choice<br />
  24. 24. 23. Questionnaire<br />Use a questionnaire for the job interview<br />Every applicant should be asked the same questions<br />Answers should be recorded<br />Have the questionnaire sheets ready prior to commencement of the interview<br />
  25. 25. 24. Advertise Or Retain A Consultant?<br />Consultant can save considerable time<br />
  26. 26. 25. Liaise With Consultant<br />Appoint a liaison person<br />Follow up with the Consultant re:<br />advertisement<br />applications received<br />short list of applicants<br />interviews<br />
  27. 27. 26. Who Will Organise The Advertisement?<br />Preparation of advertisement<br />Selection of media<br />Appropriate days<br />
  28. 28. 27. Be Aware Of Legal Obligations Re Employment<br />That commence from the time an advertisement has been placed<br />
  29. 29. 28. Who Will Make The Final Decision?<br />Who will make the final decision?<br />Decide on the "decision maker" prior to the commencement of the interview process<br />Ensure the decision maker is available for the interviews<br />
  30. 30. 28. Who Will Make The Final Decision? cont'd....<br />Don't allow delays to creep in to the employment process<br />If you are after first class employees - you must give them first class responses<br />Remember.... outstanding applicants do have a choice<br />
  31. 31. 29. Planning For Employment Is Important<br />Part of a deliberate plan<br />Ensure that the business attracts the highest standard of person<br />