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Recruiting and Retaining


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Recruiting and Retaining

  1. 1. Recruiting And Retaining Qualified Employees Fatemeh Hashemi
  2. 2. Recruiting This is the process of generating a pool of qualified applicants for organizational jobs. The steps in a typical recruiting process are:• Human resource plan• Ongoing general recruiting visibility• Manager notifies human resources unit of opening• Human resources recruiter and manager review job and needed qualifications• Internal sources are checked• External sources used• Selection process• Follow up and evaluation and tie back to human resource plan
  3. 3. Basic Recruiting ConceptsRecruiting and selection are closely related. Recruiting determines the types of applicants from which selection is made. Selection involves the actual choosing of new employees based on predictive information obtained from the applicant.To understand the environment in which recruiting takes place, three different groups are conceptually important. These three groups are:1. Labor force population(This includes all individuals who are available for selection if all possible recruitment strategies are used)2. Applicant population(This is a subset of the Labor force population that it is available for selection using a particular recruiting approach)3. Applicant pool(The applicant pool consists of all persons who are actually evaluated for selection)
  4. 4. Methods Of Recruiting: Internal Versus External Recruiting Sources An organization may use both inside and outside sources in recruiting employees.Advantages of Internal Recruiting Disadvantages of Internal Recruiting• Morale of promote is raised • Inbreeding takes place• Better assessment of abilities • Possible morale problems of those not promoted• Lower cost for some jobs • “Political” infighting for promotions• Motivator for good performance • Need for a strong management program• Causes a succession of promotions• Have to hire only at entry levelAdvantages of External Recruitment Disadvantages of External Recruitment• “New blood”, new perspectives • May not select someone who will “fit” • May cause morale problems for those• Cheaper than training a professional internal candidates• No group of political supporters in • Longer adjustment/ orientation time organization already• May bring industry insights
  5. 5. Sources Of Internal Recruitment 1. Job posting and bidding (Here, employees can be notified of all job openings by posting notices, circulating publications or in some other way, inviting employees to apply for jobs) 2. Recruiting through current employees(A reliable source of people to fill vacancies can be reached through current employees who may know of good prospects among their friends and families.) 3. Promotions and transfers (Most companies choose to fill vacancies through promotions or transfers from within, if possible) 4. Recruiting former employees and applicants(Some retired employees may be willing to come back to work on a part- time basis or may recommend someone who may be interested in working for the company)
  6. 6. Sources Of External Recruitment1. School recruiting – High schools or vocational/technical schools may be a good source of new employees for many organizations.2. College recruiting – At the college/university level, the recruitment of graduating students is a large scale operation for many organizations.3. Labor unions – These are a source of certain types of workers. In some industries, such as construction, unions traditionally supplied workers to employers.4. Trade and competitive sources5. Temporary help6. Employment agencies7. Executive search firms8. The Internet – Perhaps no method has ever has as revolutionary effect on organizational recruitment practices as the internet.
  7. 7. Alternatives To RecruitmentA. Overtime: on a limited, short-term basis, having some employees work overtime may be an alternative to recruitment. When a firm faces pressures to meet a production goal, it may mean that employees need to work overtime. By having employees work overtime, organizations avoid the costs of recruiting and having additional employees.B. Employee leasing: this is sometimes called Staff sourcing and involves paying a fee to a leasing company that handles payroll, employee benefits and routine HRM functions. Leasing is specially attractive to small and mid-size firms that might not otherwise be able to afford a full-service HRM department.C. Temporary employment: today, “just-in-time” employees can be found staffing all types of jobs in organizations, including professional, technical and higher executive positions.
  8. 8. Some of the main negative reasons why employees leave a job •Poor salary and benefits •Lack of training and development opportunities •Dissatisfaction with management Unfriendly colleagues •Horrendous journey/commute to work •Lack of balance in work and home life Methods to find out why staff are leaving • Confidential attitude surveys • Questionnaires sent to former employees around six months after their departure • Exit interviews – while some companies conduct these exit interviews to try and ascertain the reasons behind a departure, because of the necessity to obtain a decent reference, people often tone down or completely fabricate their reasons for leaving.
  9. 9. How To Retain Employees Employers should survey staff to find out what they value most. some of the mostpopular programs include:1-Orientation2-Medical benefits 3-Tuition re-imbursement4-Training incentives5-Coaching 6-Career development assistance7-On site daycare8-Home buyer program9-Computer purchase assistance 10-Mentoring11-Retirement savings matching12-Competitive compensation13-Flex time14-Free passes to use to gain a few hours off to attend family or personal events15-Magazine subscriptions16-Wellness programs ranging from health club discounts to free sports classesas well as rewards for healthy, stress-reducing choices