Mba project on recruitment and selection processAnil Kumar Singh
Abstract: In this research paper, a study hs been made on the recruitment and selection processes between the two different sectors, i.e; Manufacturing sector and Services sector. The study indicates various techniques used by the two companies, that is, Kudos Chemical Limited, that is a manufacturing company and Virasat-e-Khalsa which belongs to the services sector. The study made under observation comprises of the services and guidance of a recruitment agency called Jobachievers, that is functioning from its office at Chandigarh, to provide job opportunities to the dserving candidates, in mostly areas in Punjab.
Index Terms: Recruitment, Selection
1) INTRODUCTION
The two companies undertaken in the project study comprises of a manufacturing firm named KUDOS CHEMICAL LIMITED and a servicing unit named VIRASAT-E-KHALSA. The former is having a chemical base and is in the business of manufacturing “caffeine”.
The latter is a service unit, having the structure of a theme museum, in which the culture of Punjab has been depicted in a versatile manner. Both of the companies need an adequate base of employees, who can carry out the various functions int the firms. Due to the different nature of the working aspects of these two firms, the recruitment and the selection process of both the firms are entirely different.
The only area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deserving candidates for their firms. The project report, hereby, includes my work at such a recruitment agency named “JOBACHIEVERS” under which I studied the recruitment and selection processes of various firms and prepared my project report on the comparison between the recruitment and selection process of a manufacturing firm and a service firm.
The process of recruitment begins with the sending of the “Job description” by the company. The job description is comprising of the following requirements:
1) Position vacant
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter can contact the person and can make him attend the scheduled interview for the required post.
2) Examining the Job description
The Job description provided by the company tells the recruiter, the complete insight of the position vacant and also provides the knowledge of what the company is seeking in the required candidate. Understanding the complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter would turn out to be a failure.
Mba project on recruitment and selection processAnil Kumar Singh
Abstract: In this research paper, a study hs been made on the recruitment and selection processes between the two different sectors, i.e; Manufacturing sector and Services sector. The study indicates various techniques used by the two companies, that is, Kudos Chemical Limited, that is a manufacturing company and Virasat-e-Khalsa which belongs to the services sector. The study made under observation comprises of the services and guidance of a recruitment agency called Jobachievers, that is functioning from its office at Chandigarh, to provide job opportunities to the dserving candidates, in mostly areas in Punjab.
Index Terms: Recruitment, Selection
1) INTRODUCTION
The two companies undertaken in the project study comprises of a manufacturing firm named KUDOS CHEMICAL LIMITED and a servicing unit named VIRASAT-E-KHALSA. The former is having a chemical base and is in the business of manufacturing “caffeine”.
The latter is a service unit, having the structure of a theme museum, in which the culture of Punjab has been depicted in a versatile manner. Both of the companies need an adequate base of employees, who can carry out the various functions int the firms. Due to the different nature of the working aspects of these two firms, the recruitment and the selection process of both the firms are entirely different.
The only area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deserving candidates for their firms. The project report, hereby, includes my work at such a recruitment agency named “JOBACHIEVERS” under which I studied the recruitment and selection processes of various firms and prepared my project report on the comparison between the recruitment and selection process of a manufacturing firm and a service firm.
The process of recruitment begins with the sending of the “Job description” by the company. The job description is comprising of the following requirements:
1) Position vacant
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter can contact the person and can make him attend the scheduled interview for the required post.
2) Examining the Job description
The Job description provided by the company tells the recruiter, the complete insight of the position vacant and also provides the knowledge of what the company is seeking in the required candidate. Understanding the complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter would turn out to be a failure.
These slides include Meaning, Feature of e-HRM, e-HR Activities, Meaning, e-Recruitment its Benefits & guidelines, e-Selection and its procedure, e-Training and its advantages and disadvantages
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
Influence Of Technology On Human Resource ManagementNavitha Pereira
Technology has transformed our lives and the way we communicate, how we learn, how we work and spend free time, in essence-it has more or less changed every aspect of human society one can think of. Undoubtedly it also affected organizations' employees and their workplaces in job design, conditions of work and other (numerous) ways. Today’s information technology has shown continuous development. Technology and HRM have a wide range of impact upon each other and therefore human resource professional should be eligible to adopt technologies that allow the re-engineering of the HR action, be prepared to maintain organizationally and work project changes caused by technology, and be able to maintain a proper managerial climate for innovative and knowledge-based organizations. HRM should be focused on the strategic objective and these strategic objectives are preparing information technology strategies to plan to fulfill the human resources strategies plan in the field of technology.
These slides include Meaning, Feature of e-HRM, e-HR Activities, Meaning, e-Recruitment its Benefits & guidelines, e-Selection and its procedure, e-Training and its advantages and disadvantages
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
Influence Of Technology On Human Resource ManagementNavitha Pereira
Technology has transformed our lives and the way we communicate, how we learn, how we work and spend free time, in essence-it has more or less changed every aspect of human society one can think of. Undoubtedly it also affected organizations' employees and their workplaces in job design, conditions of work and other (numerous) ways. Today’s information technology has shown continuous development. Technology and HRM have a wide range of impact upon each other and therefore human resource professional should be eligible to adopt technologies that allow the re-engineering of the HR action, be prepared to maintain organizationally and work project changes caused by technology, and be able to maintain a proper managerial climate for innovative and knowledge-based organizations. HRM should be focused on the strategic objective and these strategic objectives are preparing information technology strategies to plan to fulfill the human resources strategies plan in the field of technology.
This new whitepaper by Bill Boorman provides everything you need to know about employee referrals in the era of social networking.
Find out:
- 7 referral program killers to avoid
- What industry leaders do to drive referrals
- Why monetary rewards can have a negative impact
To download a copy of the white paper, visit: http://landing.rolepoint.com/free-rolepoint-employee-referrals-whitepaper
5 Employee Relations Metrics you Should be Tracking & WhyDovetail Software
If tracked correctly, ER metrics can help determine the root cause of workforce trends in your organization. In this webinar, human capital strategy consultant and 20-year HR veteran Cathy Missildine-Martin will reveal five critical ER metrics you should be tracking and why.
Join us to learn:
* Why ER metrics are just as important to HR analytics as performance metrics
* How to use ER metrics to drive corporate policy change
* What ER metrics you should be tracking and what they reveal
* How to use technology to track, measure and report on ER metrics
This must-attend webinar will help ensure that you’re including the metrics necessary to paint a full picture of what’s going on in your organization’s workforce and have the insight you need to build an effective human capital strategy.
LN Renganarayana, Architect, ML Platform and Services and Madhura Dudhgaonkar...MLconf
Lessons Learnt from building ML Products for enterprise SaaS:
Having spent the last 4+ years productizing ML powered enterprise products, we have learnt a lot! Join us to hear the stories of our stumbles (ahem learnings) in applying machine learning to solve business problems for Fortune 500 companies. Our hands-on experience has shaped our product strategy, ML platform design and organization’s operational principles. And the investments we made based on our learnings have helped us drastically improve our time to market for ML products. Come on by to hear the technical and organizational challenges (and some solutions) in building ML products for enterprise SaaS. Hopefully our learnings will be useful in your journey.
Bio: LN leads the architecture and design of Workday’s ML Platform and Services. He is all about building large scale distributed systems and data platforms. Currently his days (and some nights) are spent on solving the challenges in building ML products for Enterprise SaaS. LN’s career spans across HP, IBM Research, Symantec and now Workday. At Symantec, he was the architect and lead of a streaming platform that ingested and processed 2+ billions of events per day. As a Research Staff Member at IBM T.J. Watson Research Center, LN built optimizations for automatic parallelization, techniques for approximate computing, deployment automation for OpenStack, and analytics for large scale cloud services.
LN holds a Ph.D. in Computer Science from Colorado State University and has published more than 40 technical publications / patents. His work has received awards from ACM, IBM, and HP.
Bio:Madhura Dudhgaonkar is responsible for leading Workday’s search, data science and machine learning teams based in San Francisco. Her teams have spent ~4 years building machine learning products used by Fortune 500 companies. Her experience ranges from being a hands-on engineer to leading large engineering organizations. Madhura’s career spans across SUN Microsystems, Adobe and now Workday. During her career, she has been involved with building a variety of products – from developing Java Language to building a version 1.0 consumer product to building enterprise SaaS products.
She holds a bachelor’s degree in electronics and telecommunications and a master’s degree in math and computer science.
Madhura is originally from a small town in India and came to the United States to pursue her passion in technology. She currently calls San Francisco home, and despite nine years here, can’t get enough of its hilly charm, the diversity of people, culture, and experiences.
Employee Engagement in a Digital World by Sal GiambancoGlobant
Globant and the California College of the Arts (CCA) got together to present CON.VERGE, their first conference for business executives and thought-leaders.
Sal leads human capital and operations at the Omidyar Network, a philanthropic investment firm that funds for-profit and nonprofit businesses that fosters social change throughout the world. Prior to Omidyar, he served as the VP of HR for PayPal and eBay.
In his talk, Sal explained the key drivers of employee engagement and how organizations struggle to create holistic employee engagement strategies. He also explained the three pillars of digital employee engagement and how business can leverage it to create better work environments. Check out his presentation for more details.
Recruitment and selection at ibm pakistanEmily Bronte
Human Resource Management is a vast term. It comprises of planning, recruitment, selection, training, development, discipline, employment legislation, reward and recognition systems, etc.
Recruitment and selection are two of the most important functions of Human Resource Management. Although these are distinct processes, yet they are closely interrelated with each other. Together recruitment and selection forms the core part of the central activities underlying Human Resource Management.
Sharing one of the HRIS lectures designed by our Unit Coordinator and Lecturer: Dr Shah Miah from what we have learned through our Master Program. Greatly appreciated of our teachers guidance and support.
"Hopefully, the readers can use this resource for educational purposes and in a good way"
RISK SHARING IN TRADITIONAL CONSTRUCTION CONTRACTS FOR BUILDING PROJECTSDimitrios Kordas
A master thesis project designed, executed and presented by Ir. Dimitrios Kordas for the degree of MSc in Construction Management and Engineering at the University of Twente, the Netherlands.
Study details:
√ questionnaire-based survey study
√ 27 individual on-site risks assessed
√ 5 cost elemental categories
√ product-based cost model
√ Tools: MC method, AHP, Sensitivity diagrams
√ Sample: 22 building projects from the Greek Construction Industry
Under the supervision of:
Prof. Joop Halman (chairman)
Assoc. Prof. Saad Al-Jibouri (direct supervisor)
Esssay. Relational vs Transactional psychological contractsDimitrios Kordas
This is an essay, written for the LSE Summer School 2013, focused on the comparison and analysis of transactional and relational, Psychological Contracts (PC) and their intreconnection with different working environments. The author tries to keep a deeper eye on the emerging trend of hiring initially on a transactional contractual basis and later on a relational one. The limited scope and academic requirements constrained a more elaborated view on the causes of psychological contract breach and a wider approach on the several PC models have already been developed. The Harvard model is used as a "map of the HRM territory" (Beer et al., 1984) to depict how the HR-policies can empower the two, examined, psychological contract types.
SoA. "Property and Liability: An Introduction to Law and Economics"Dimitrios Kordas
This undergraduate course applies the economic theory of exchange, efficiency and externality to topics in the law, including the creation and exchange of property rights, tort and criminal liability, eminent domain, intellectual property, and comparative criminal procedure.
TALENT MANAGEMENT: A Conceptual Framework For The Construction IndustryDimitrios Kordas
“Winning the Race for Talent in the Construction Industry. How to keep the correct players to the correct positions? Anticipating or Designing Tomorrow?”
"How to avoid rework phenomena in construction projects by maintaining a reliable organizational profile? The application of LEAN-6 SIGMA methodology minimizes time variability in construction phase."
International summer school (July 2012, Enschede)Dimitrios Kordas
- Is the restructuring of interrelations between academic networks and markets feasible?
- How we can deal with modern migration phenomena?
- Are universities really able to maintain and empower their financial sustainability?
- How the recent socio-economic studies can be tranfered into EU regulatory framwerok? Is there any context to build on?
Hope this 2min. presentation to offer a conceptual model; aiming to integrate the aforementioned predominant topics and open a new window for further discussion and applied political research.
With respect to all comments, I am looking forward to receiving every critical review.
Dimitrios Kordas
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
Website Link :
https://skyeresidences.com/
https://skyeresidences.com/about-us/
https://skyeresidences.com/gallery/
https://skyeresidences.com/rooms/
https://skyeresidences.com/near-by-attractions/
https://skyeresidences.com/commute/
https://skyeresidences.com/contact/
https://skyeresidences.com/queen-suite-with-sofa-bed/
https://skyeresidences.com/queen-suite-with-sofa-bed-and-balcony/
https://skyeresidences.com/queen-suite-with-sofa-bed-accessible/
https://skyeresidences.com/2-bedroom-deluxe-queen-suite-with-sofa-bed/
https://skyeresidences.com/2-bedroom-deluxe-king-queen-suite-with-sofa-bed/
https://skyeresidences.com/2-bedroom-deluxe-queen-suite-with-sofa-bed-accessible/
#Skye Residences Etobicoke, #Skye Residences Near Toronto Airport, #Skye Residences Toronto, #Skye Hotel Toronto, #Skye Hotel Near Toronto Airport, #Hotel Near Toronto Airport, #Near Toronto Airport Accommodation, #Suites Near Toronto Airport, #Etobicoke Suites Near Airport, #Hotel Near Toronto Pearson International Airport, #Toronto Airport Suite Rentals, #Pearson Airport Hotel Suites
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
1. GROUP ASSIGNMENT 3: “E-RECRUITMENT AND
SELECTION”
COURSE: MANAGING HUMAN RESOURCE FLOWS (194120090)
ENSCHEDE, 05-12-2012
Dimitrios Kordas (M-CME/s1231901)
2. INTRODUCTION TO TRADITIONAL RECRUITMENT
Organizing Framework: (Breaugh & Starke, 2000)
Recruitment Objectives
Post-hire outcomes Retention rate, Job
performance, Psychological contract, Job satisfaction
Measured post-hire outcomes Costs & Speed of filling
jobs, Number of positions, Diversity of applicants
Pre-hire outcomes Number of applicants, Quality, Diversity of
applicants, Ratio of offers
Recruitment strategy: Who – Where – When – Sources – Message
05-12-2012 2
3. FROM ACTIVITIES TO OUTCOMES
Recruitment Process
Recruitment Activities Process Variables
- Sources - Applicant attention Recruitment Results
- Recruiters - Message credibility Benchmarking:
- Message - Accuracy of Outcomes-Objectives
expectations
- Self insight
05-12-2012 3
4. RECRUITMENT PROCESS
Message
1 vividness
Concrete
Generate
Applicants language
Effects of Information
recruitments Personal-accuracy
activities
Process
3 2 Recruitment
Influence Maintain communication
decisions status Info-specificity
E-recruiting
effectiveness
JRPs
05-12-2012 4
5. EFFECTS OF RECRUITMENT ACTIVITIES
FOCUS: Recruitment objectives
Job satisfaction
Initial job performance
Perception of violation of psychological contracts
1st retention rate
Recruitment activities
Frequency of source usage
Type of sources (newspaper ads,
employee referrals, direct applications)
TARGET: Post-hire Outcomes
Higher applicants accuracy of expectations
Applicants have better insight of themselves
05-12-2012 5
6. LIMITATIONS ON SOURCES EFFECTS
Sources
interpretation
absorption
Different
outcomes
Certain
sources
Accurate info
about a job
05-12-2012 6
7. RECRUITERS’ ROLE
3-D effects on Candidates
Recruiter’s informativeness
Recruiter’s credibility
Recruiter’s personal & geographical diversity
Recruiter’s choice makes the difference (Rynes, 1991)
05-12-2012 7
8. RECRUITING SOURCES EFFECTS
Employee Referrals
Realistic info Employees reputation secure & More capable
employees
Direct applications
Realistic info Extensive research on employers’ profile
School placement offices & Newspaper ads
Lack of realistic info & Lack of fit between interests/skills persons
not able to self-select
Realistic Job Previews (RJPs)
Realistic info Job expectations met
Role Clarity & Honesty from the employer
Perception of alternatives Higher satisfaction, Lower turnover,
Higher performance
05-12-2012 8
9. SHIFT TOWARDS E-RECRUITMENT
By logging into the Internet, company recruiters can find vast numbers of
qualified candidates for jobs at every level screen them in just minutes,
and contact the most promising ones immediately (Cappelli, 2001).
Recruiting cannot be seen as a reactive, clerical HR-function
Refashioned: MARKETING approach (Cappelli, 2001 & Collins &
Han, 2004)
05-12-2012 9
10. MARKETING-DRIVEN RECRUITMENT STRATEGIES
Marketing strategies Low-involvement High-involvement
Recruiting tools General ads in student newspapers, in Detailed recruitments ads
college halls Posting company brochures
Use of sponsorship (e.g. donate money for Requirement: high cognitive effort for
naming rights) processing.
Goals Corporate Advertising: Providing extensive arguments and
Creates signal of brand awareness and detailed data on company’s status and job-
increases exposure to public. attributes.
Increases applicants’ familiarity with the Creating positive beliefs about company’s
company. profile and its job attributes.
Affecting the quality of the talent pool.
(source: Collins & Han, 2004) 05-12-2012 10
11. ADVANTAGES OF E-RECRUITING I
Companies can promote themselves cheaply and effectively
The payoffs of Internet recruiting can be enormous: 1/20 cheaper than
recruiting by using traditional means
New capabilities of easy self-promotion when they gather information on
possible candidates: provide value content to key-professional groups
(e.g. Cisco Systems offers sophisticated on-line libraries to help
engineers solve technical problems ; tracking back the library’s use and
screen potential good candidates)
05-12-2012 11
12. ADVANTAGES OF E-RECRUITING II
Facilitates the decentralization of the hiring function: once the line
managers get the authorization to hire, they can easily go to job boards or
other vendors to find their own candidates (Cappelli, 2001).
New, Internet-based technologies can also help speed the process of
tracking and contacting applicants Collect applications in
standardized format, screen them, and determine where they came
from, monitor applications progress, and calculate time needed to fill jobs.
BrassRing Systems
Icarian Application service providers
Recruitsoft
05-12-2012 12
13. DISADVANTAGES OF E-RECRUITING
E-tools can become discriminative or lead to misinterpretations of
personal data.
Minorities, persons over 40, persons with disabilities can be excluded
Out-sourcing policy privacy burden is used legally without any
personal data violation
Employers attempt to match candidates with jobs by using personal
information, arguing on negligent-hiring basis.
Emerging demand of standardization Demanding cross-reference
checking (Collins & Han, 2004)
05-12-2012 13
15. LIMITATIONS
The regulatory context (law-orientation for recruitment restrictions)
The control power of candidates using SNN over the information provided
for presenting themselves.
This asymmetry of power may raise risks for the privacy of the weaker
stakeholders (Introna & Pouloudi, 1999).
The S/H approach CSR perspective
Descriptive limited/traditional view
Normative conventional/ethical view
Grossman (2005): Detailed information about environmental and social
performance in their financial reports; enhance transparency for creating
good belief on trust and confidence.
05-12-2012 15
16. MANAGERIAL (FUTURE) IMPLICATIONS
Shift from the ‘met expectations’ criteria to the ‘value attainment’ to
balance effectively the realistic expectations with the experiencing
satisfaction. Value attainment accounted significantly more variance in
facet satisfaction than did realistic expectations (Colarelli, 1984).
Information specificity and timing of recruitment communications
(signaling effects) as the most important factors to generate applicants’
interests, regardless the ways of doing so.
The person–organization fit is particularly important in recruitment of
Millennial generation employees (Ehrhart, Mayer, & Ziegert, 2012).
05-12-2012 16
17. MANAGERIAL (FUTURE) IMPLICATIONS
E-recruiting systems E-HRM: Innovation or Irritation?
Shift towards an e-HRM model , and there after towards an e-recruiting
model.
Combine an holistic e-recruiting architecture (Lee, 2007) and integrate a
change process model (Holm, 2011)
05-12-2012 17
18. TOWARDS AN E-HRM & E-RECRUITING MODEL
(Ruël, Bondarouk, & Looise, 2004) (Aurélie & Fallery, 2009)
05-12-2012 18