Recruitment Process

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Recruitment Process

  1. 1. <ul><li>We're Everywhere:   New York, NY ,  Los Angeles, CA ,  Chicago, IL ,  Houston, TX ,  Phoenix, AZ ,  Philadelphia, PA ,  San Antonio, TX ,  San Diego, CA ,  Dallas, TX ,  San Jose, CA ,  Detroit, MI ,  Jacksonville, FL ,  Indianapolis, IN ,  San Francisco, CA , Columbus, OH ,  Austin, TX ,  Memphis, TN ,  Fort Worth, TX ,  Baltimore, MD ,  Charlotte, NC ,  El Paso, TX ,  Boston, MA , Seattle, WA ,  Washington, DC ,  Milwaukee, WI ,  Denver, CO ,  Las Vegas, NV ,  Nashville-Davidson, TN ,  Oklahoma City, OK , Portland, OR ,  Tucson, AZ ,  Albuquerque, NM ,  Atlanta, GA ,  Long Beach, CA ,  Fresno, CA ,  Sacramento, CA ,  Mesa, AZ , Kansas City, MO ,  Cleveland, OH ,  Virginia Beach, VA ,  Omaha, NE ,  Miami, FL ,  Oakland, CA ,  Tulsa, OK ,  Honolulu, HI , Minneapolis, MN ,  Colorado Springs, CO ,  Arlington, TX ,  Wichita, KS ,  Raleigh, NC ,  St. Louis, MO ,  Santa Ana, CA ,  Anaheim, CA ,  Tampa, FL ,  Cincinnati, OH ,  Pittsburgh, PA ,  Bakersfield, CA ,  Aurora, CO ,  Toledo, OH ,  Riverside, CA ,  Stockton, CA , Corpus Christi, TX ,  Newark, NJ ,  Anchorage, AK ,  Buffalo, NY ,  St. Paul, MN ,  Lexington-Fayette, KY ,  Plano, TX ,  Fort Wayne, IN ,  St. Petersburg, FL ,  Glendale, AZ ,  Jersey City, NJ ,  Lincoln, NE ,  Henderson, NV ,  Chandler, AZ ,  Greensboro, NC ,  Scottsdale, AZ ,  Baton Rouge, LA ,  Birmingham, AL ,  Norfolk, VA ,  Madison, WI ,  New Orleans, LA ,  North Hempstead, NY ,  Chesapeake, VA ,  Orlando, FL ,  Garland, TX ,  Hialeah, FL ,  Laredo, TX ,  Chula Vista, CA ,  Lubbock, TX ,  Reno, NV ,  Akron, OH ,  Durham, NC ,  Rochester, NY ,  Modesto, CA ,  Montgomery, AL ,  Fremont, CA ,  Shreveport, LA ,  Arlington, VA ,  Glendale, CA ,  San Bernardino, CA </li></ul><ul><li>Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area </li></ul><ul><li>eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz </li></ul>Universal Recruiters Network We’re Everywhere
  2. 2. <ul><li>Recruitment </li></ul><ul><li>is the process of generating a pool of capable people to apply for employment to an organization. </li></ul><ul><li>Selection </li></ul><ul><li>is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons most likely to succeed in the job(s), given management goals and legal requirements. </li></ul><ul><li>Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area </li></ul><ul><li>eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz </li></ul>Recruitment and Selection
  3. 3. <ul><li>Recruitment and selection are vital to the formation of a positive psychological contract, which provides the basis of organizational commitment and motivation. </li></ul><ul><li>The attraction and retention of employees is part of the evolving employment relationship, based on a mutual and reciprocal understanding of expectations. </li></ul><ul><li>There are wide variations in recruitment and selection practices, reflecting an organization’s strategy and its philosophy towards the management of people. </li></ul><ul><li>Progressive HR practices are crucial to a positive psychological contract – this includes attention to effective recruitment and selection practices. </li></ul><ul><li>Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area </li></ul><ul><li>eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz </li></ul>Recruitment and Selection
  4. 4. <ul><li>Various recruitment and selection practices are bound by the law of the land. </li></ul><ul><li>In general there are three forms of discrimination that are against the law: </li></ul><ul><li>Direct </li></ul><ul><li>Indirect </li></ul><ul><li>Victimization </li></ul><ul><li>Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area </li></ul><ul><li>eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz </li></ul>The Legal Context
  5. 5. <ul><li>Sex Discrimination Act 1975 (amended 1986) </li></ul><ul><li>Race Relations Act 1976 (amended 2000) </li></ul><ul><li>Equal Pay Act 1970 (amended 1983 to include work ‘of equal value’) </li></ul><ul><li>Disability Discrimination Act 1996 </li></ul><ul><li>Directives from the EU such as the 1998 Data Protection Act </li></ul><ul><li>Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area </li></ul><ul><li>eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz </li></ul>Key Legal Provisions in the US
  6. 6. <ul><li>A key role for HR is to align performance within roles with the strategy, so recruiting for the ‘right’ people for a role depends on how it is defined in terms relating to performance to achieve the strategy. </li></ul><ul><li>Criterion-related behaviours or standards of performance are referred to as competencies. </li></ul><ul><li>Competencies can be used to provide the behaviours needed at work to achieve the business strategy, and enable organizations to form a model of the kinds of employee it wishes to attract through recruitment. </li></ul><ul><li>Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area </li></ul><ul><li>eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz </li></ul>Recruitment and Attraction
  7. 7. Recruitment and Attraction Six Point Organizational Diagram
  8. 8. <ul><li>The main approaches to attracting applicants can be summarized as follows: </li></ul><ul><ul><li>Walk-ins </li></ul></ul><ul><ul><li>Employee referrals </li></ul></ul><ul><ul><li>Advertising </li></ul></ul><ul><ul><li>Websites </li></ul></ul><ul><ul><li>Professional associations </li></ul></ul><ul><ul><li>Educational associations </li></ul></ul><ul><ul><li>Professional agencies </li></ul></ul><ul><ul><li>E-recruitment (general recruitment agents/ companies’ own sites) </li></ul></ul><ul><ul><li>Word-of-mouth </li></ul></ul><ul><li>Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area </li></ul><ul><li>eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz </li></ul>Recruitment and Attraction
  9. 9. <ul><li>An organization will take account of a number of factors when forming its recruitment plans and choice of media. </li></ul><ul><li>These might include: </li></ul><ul><li>Cost </li></ul><ul><li>Time taken to recruit and select </li></ul><ul><li>Labour market focus, for example: skills, profession or occupation </li></ul><ul><li>Mobility of labour – geographic and occupational </li></ul><ul><li>Legislation on sex discrimination, race discrimination and disability </li></ul><ul><li>Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area </li></ul><ul><li>eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz </li></ul>Recruitment and Attraction
  10. 10. <ul><li>Personnel specifications versus competencies </li></ul><ul><li>Personnel specifications may contain stereotypes of the ‘ideal’ person and so organizations may be reinforcing the stereotype in their recruitment practices. </li></ul><ul><li>The use of competencies allows organizations to free themselves from traditional stereotypes in order to attract applicants from a variety of sources. </li></ul><ul><li>Competencies appear to be more objective, have a variety of uses in attracting applicants and allow an organization to use more reliable and valid selection techniques. </li></ul><ul><li>Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area </li></ul><ul><li>eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz </li></ul>Recruitment and Attraction
  11. 11. <ul><li>Organizations have become increasingly aware of making good selection decisions, since it involves a number of costs: </li></ul><ul><li>The cost of the selection process itself, including the use of various selection instruments </li></ul><ul><li>The future costs of inducting and training new staff </li></ul><ul><li>The cost of labour turnover if the selected staff are not retained </li></ul><ul><li>Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area </li></ul><ul><li>eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz </li></ul>Selection: Costs
  12. 12. <ul><li>Underlying the process of selection and the choice of techniques are two key principles: </li></ul><ul><li>Individual differences: Attracting a wide choice of applicants will be of little use unless there is a way of measuring how people differ, i.e. intelligence, attitudes, social skills, psychological and physical characteristics, experience etc. </li></ul><ul><li>Prediction: A recognition of the way in which people differ must be extended to a prediction of performance in the workplace. </li></ul><ul><li>Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area </li></ul><ul><li>eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz </li></ul>Selection: Principles
  13. 13. <ul><li>Reliability and Validity Issues </li></ul><ul><li>Reliability refers to the extent to which a selection technique achieves consistency in what it is measuring over repeated use. </li></ul><ul><li>Validity refers to the extent to which a selection technique actually measures what it sets out to measure. </li></ul><ul><li>Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area </li></ul><ul><li>eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz </li></ul>Selection: Process
  14. 14. <ul><li>Information elicited – interviews have a specific focus, i.e. facts, subjective information, underlying attitudes. </li></ul><ul><li>Structure – ranging from the completely structured to the unstructured. A compromise between the two enables the interviewer to maintain control yet allowing the interviewee free expression. </li></ul><ul><li>Order and involvement – the need to obtain different kinds of information may mean the involvement of more than one interviewer. Applicants may be interviewed serially or in a panel. </li></ul><ul><li>Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area </li></ul><ul><li>eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz </li></ul>Selection Interviews
  15. 15. <ul><li>Personality research has lent support to the use of sophisticated selection techniques such as psychometric tests that have a good record of reliability and validity. </li></ul><ul><ul><li>Ability tests: these focus on mental abilities (verbal/numerical) and physical skills testing. Right/wrong answers allow applicants to be placed in ranked order. </li></ul></ul><ul><ul><li>Inventories: self-report questionnaires indicating traits, intelligence, values, interests, attitudes and preferences. No right/wrong answers but a range of choices between possible answers. </li></ul></ul><ul><li>Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area </li></ul><ul><li>eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz </li></ul>Psychometric Testing
  16. 16. <ul><li>On-line testing, or e-assessment, is also used for selection and other HR purposes. </li></ul><ul><li>Benefits: </li></ul><ul><li>Online testing enables organizations to test at any time and anywhere in the world. </li></ul><ul><li>It enables the quick processing of applicants. </li></ul><ul><li>Drawback: </li></ul><ul><li>Loss of control over the administration of the tests – anyone can be called on to help </li></ul><ul><li>Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area </li></ul><ul><li>eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz </li></ul>E-assessment
  17. 17. <ul><li>Assessment centres are designed to yield information that can be used to make decisions concerning suitability for a job. </li></ul><ul><li>They provide a fuller picture by combining a range of techniques. </li></ul><ul><li>General methods used include group discussions, role plays and simulations, interviews and tests. </li></ul><ul><li>Candidates attending an assessment centre will be observed by assessors who should be trained to judge candidates’ performance against criteria contained within the competency framework. </li></ul><ul><li>Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area </li></ul><ul><li>eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz </li></ul>Assessment Centres
  18. 18. <ul><li>Applicants have expectations about how the organization will treat them. Recruitment and selection represent an opportunity to clarify these. </li></ul><ul><li>Realistic job previews (RJPs) provide a means of achieving this. </li></ul><ul><li>RJPs can take the form of case studies, shadowing, job sampling and videos – this enables the expectations of applicants to become more realistic. </li></ul><ul><li>RJPs: lower initial expectations, cause some applicants to de-select themselves, increase levels of organization commitment, job satisfaction, performance and job survival. </li></ul><ul><li>Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area </li></ul><ul><li>eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz </li></ul>Realistic Job Previews
  19. 19. <ul><li>We're Everywhere:   New York, NY ,  Los Angeles, CA ,  Chicago, IL ,  Houston, TX ,  Phoenix, AZ ,  Philadelphia, PA ,  San Antonio, TX ,  San Diego, CA ,  Dallas, TX ,  San Jose, CA ,  Detroit, MI ,  Jacksonville, FL ,  Indianapolis, IN ,  San Francisco, CA , Columbus, OH ,  Austin, TX ,  Memphis, TN ,  Fort Worth, TX ,  Baltimore, MD ,  Charlotte, NC ,  El Paso, TX ,  Boston, MA , Seattle, WA ,  Washington, DC ,  Milwaukee, WI ,  Denver, CO ,  Las Vegas, NV ,  Nashville-Davidson, TN ,  Oklahoma City, OK , Portland, OR ,  Tucson, AZ ,  Albuquerque, NM ,  Atlanta, GA ,  Long Beach, CA ,  Fresno, CA ,  Sacramento, CA ,  Mesa, AZ , Kansas City, MO ,  Cleveland, OH ,  Virginia Beach, VA ,  Omaha, NE ,  Miami, FL ,  Oakland, CA ,  Tulsa, OK ,  Honolulu, HI , Minneapolis, MN ,  Colorado Springs, CO ,  Arlington, TX ,  Wichita, KS ,  Raleigh, NC ,  St. Louis, MO ,  Santa Ana, CA ,  Anaheim, CA ,  Tampa, FL ,  Cincinnati, OH ,  Pittsburgh, PA ,  Bakersfield, CA ,  Aurora, CO ,  Toledo, OH ,  Riverside, CA ,  Stockton, CA , Corpus Christi, TX ,  Newark, NJ ,  Anchorage, AK ,  Buffalo, NY ,  St. Paul, MN ,  Lexington-Fayette, KY ,  Plano, TX ,  Fort Wayne, IN ,  St. Petersburg, FL ,  Glendale, AZ ,  Jersey City, NJ ,  Lincoln, NE ,  Henderson, NV ,  Chandler, AZ ,  Greensboro, NC ,  Scottsdale, AZ ,  Baton Rouge, LA ,  Birmingham, AL ,  Norfolk, VA ,  Madison, WI ,  New Orleans, LA ,  North Hempstead, NY ,  Chesapeake, VA ,  Orlando, FL ,  Garland, TX ,  Hialeah, FL ,  Laredo, TX ,  Chula Vista, CA ,  Lubbock, TX ,  Reno, NV ,  Akron, OH ,  Durham, NC ,  Rochester, NY ,  Modesto, CA ,  Montgomery, AL ,  Fremont, CA ,  Shreveport, LA ,  Arlington, VA ,  Glendale, CA ,  San Bernardino, CA </li></ul><ul><li>Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area </li></ul><ul><li>eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz </li></ul>Universal Recruiters Network We’re Everywhere

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