This document discusses HR recruitment, including the importance of effective recruitment, job analysis categories, elements of a job description, and methods of internal and external recruitment. Effective recruitment helps businesses attract suitable candidates and gain competitive advantages, while wrong hires increase costs. Job analysis examines tasks, activities, skills, roles and performance. A job description outlines title, tasks, purpose, methods, responsibilities, and performance measures. Internal recruitment advertises within a business, has lower risk but limited applicants, while external recruitment uses agencies, ads, and universities to consider more candidates but at higher cost.

1. HR management: Recruitment
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2. HR management: Recruitment
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3. LEARNING GOALS
• Explain the importance of effective
recruitment for a business
• State the five categories of job analysis
• Explain the types of information required
for drawing up a job description
• Explain the internal recruitment and its
advantages and disadvantages
• Explain the major methods of external
recruitment
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4. The importance of effective
recruitment for a business
• Effective recruitment helps to gain new
suitable members for the business
• It can attract the best candidates for the job
vacancies.
• Wrong persons selected will mean suffering of
administration costs for recruiting activities
• Suitable persons selected may give some
competitive advantages for the businesses
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5. Job analysis
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Task analysis
Activity analysis
Skill analysis
Role analysis
Performance analysis
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6. Major Elements for a job description
• General information: title, place, main
tasks
• Job content information: detailed tasks,
purpose of the task, methods involved,
responsibility
• Working conditions: physical, social and
economic conditions
• Performance information: criteria for
measurement
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7. Methods of recruitment
Methods of recruitment
Methods of
recruitment
Internal
recruitment
External
recruitment
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8. Methods of recruitment
Internal recruitment
• Advertising jobs inside the business
and appointing internally from its
existing employees
• Advantages: a chance for employees,
less risk of employing wrong persons,
quicker and cheaper
• Disadvantages: limited numbers of
applicants, no chance for external
applicants, new vacancies created
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9. Methods of recruitment
Internal recruitment
External recruitment
• Firms fill vacancies by
recruiting new
employees
• Advantages: a wider
number of applicants
for choice
• Disadvantage:
expensive and timeconsuming
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10. Methods of external recruitment
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Commercial employment agencies
Job centers
Headhunting
The career service
Visiting universities
Advertising agencies
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11. Finding Qualified Candidates
• Access internal and external sources
• Consider internal employees first
• Look outside if qualified candidates
not available internally
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12. Selecting and Hiring Employees
• Must follow the requirements set
by federal and state law
• Failure to comply with equal
employment opportunity
legislation can expose an employer
to fines and penalties, bad publicity,
and poor employee morale
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13. Selecting and Hiring Employees
• Some firms try to screen out highrisk employees by requiring drug
testing for job applicants
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