The essential skills to effective recruitment
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The document discusses effective recruitment strategies. It emphasizes the importance of pre-planning future recruitment needs by assessing current and future skill requirements. It also stresses promoting from within, thinking outside the box to find candidates, and marketing the company culture to attract the right applicants. Successful recruitment requires common sense approaches like ensuring managers conduct interviews, performing useful background checks, and retaining staff through training, recognition and addressing issues.
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Recruitment skills
Recruitment involves finding and hiring qualified candidates from internal or external sources to fill open positions. There are two main types of recruitment sources: internal sources which include current and former employees, and external sources such as employment agencies, professional organizations, and online job boards. Effective recruitment requires skills such as writing job postings and interview questions, interviewing candidates, and conducting reference checks. Many large organizations now use e-recruitment by posting jobs online to attract candidates.
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This document discusses strategies for effective recruitment. It addresses whether internal or external recruitment is best, noting that the answer depends on an organization's specific needs, resources, and cost-benefit analysis. It also examines key metrics to consider like quality of hire, time to fill, culture fit, candidate experience, and cost. While external recruiters can fill jobs faster through existing pools, internal delays can sometimes slow the process. The document emphasizes choosing a recruitment strategy that best fits an organization's market conditions, candidate availability, impact on employees, need for objectivity, and overall costs.
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The document discusses recruitment, selection, and appointment processes in human resources. It defines each term and explains that recruitment is encouraging applicants, selection is choosing the best candidate, and appointment is the final hiring agreement. The document outlines the stages of recruitment and selection including job analysis, writing job descriptions and specifications, using internal and external recruitment methods, screening applicants through methods like interviews and tests, and making a final hiring decision. It also discusses factors that can influence the recruitment and selection processes and how to evaluate if the processes were effective.
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2. It discusses planning tools for recruitment like job analysis, time lapse data, and yield ratios that can help estimate future hiring needs.
3. It covers sources of recruitment like internal and external options and methods like job postings, advertisements, agencies. The advantages and disadvantages of internal vs. external recruitment are also outlined.
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- The importance of effective recruitment and selection for organizational performance
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- Common sources for recruiting, including their advantages and disadvantages
- A five-step process for hiring employees: examining needs, determining qualifications, searching/recruiting, preparing for interviews, and conducting interviews
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3. It covers sources of recruitment like internal and external options and methods like job postings, advertisements, agencies. The advantages and disadvantages of internal vs. external recruitment are also outlined.
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Meaning of Recruitment and Selection, Meaning of Interviews , Types of Interviews, Do's and Don'ts of Interviews
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- The importance of effective recruitment and selection for organizational performance
- Internal and external factors that influence recruitment
- Common sources for recruiting, including their advantages and disadvantages
- A five-step process for hiring employees: examining needs, determining qualifications, searching/recruiting, preparing for interviews, and conducting interviews
- Hints for employers, such as hiring smarter candidates and focusing on culture fit over money
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The essential skills to effective recruitment
- 1. The Essential Skills to Effective Recruitment
- 2. Objectives To implement strategies that will ensure your recruit the right people and retain them to match the future success and growth of your business.
- 3. What is your biggest Challenge?
- 4. Finding the right staff in a candidate short market
- 5. Pre plan your future recruitment needs…. An important part of your strategic planning that often is neglected until it is too late!
- 6. What skill sets do we currently need and what skill sets do we potentially need in the future? Set up a skills knowledge data base recording all of the skills your current Employees have. Recruit and promote within before searching outside!
- 7. 80% of Jobs are not advertised and only 20% of Candidates are actively looking! Think out side the box!
- 8. Career Progression Training & Development Health Benefits Profit Share Reward & Recognition Great Managers! Culture of Empowerment! Are we an employer of choice?
- 9. Employers need to “sell” to candidates why they should want to work for them! Up to date and detailed Position Descriptions. Have a list of benefits available. Express the true culture of the company. More information is better! Ensure their direct Manager does the interviewing and not HR.
- 10. Market your business, Market yourself!
- 11. Asking the greatest interview question ever!
- 12. How to choose a high quality Recruiter? • Has integrity • Has a strong Network • Is an industry Specialist • Boutique is Better Help! • Is a search expert • Does not rely on advertising for results • Only works exclusively
- 13. Human Resources, Friend or Foe! The Human Resistance Department has lost its customer service focus. Line Managers know what they want and understand the roles. Great Recruiters know how to sell the role and your company to great Candidates! HR Professionals are NOT Recruiters!
- 14. Strategies to retain new and existing staff Train your managers to be great managers! Lead by example! Motivate staff individually! Have real performance appraisals that truly recognise and reward! Ask them what they want?
- 15. Providing only Lip Service to Staff issues will ensure a high turnover of your people and will hurt your reputation. Then take action...
- 16. Useful background checks! Try to get three references but two will do. At least one should be from a direct Supervisor if possible. One from a client can be useful especially for Sales or Customer Service roles.
- 18. Questions and Review Please visit The Persuader Website www.thepersuader.com.au Or follow me on Twitter www.twitter.com/ThePersuader2 Or please invite me on LinkedIn – Steve Semmens http://www.linkedin.com/in/thepersuader62