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Microsoft power point ba 1654-u2-l2 recruitment

The document discusses recruitment, which is the process of attracting qualified individuals to apply for jobs in an organization. It covers the purpose, importance, factors influencing recruitment efforts, alternatives to recruitment like outsourcing, and the recruitment process from determining needs to evaluating efforts. Internal sources like job postings and external sources like colleges are described.

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RECRUITMENT
Recruitment The process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization
Purpose of Recruitment To determine the organization’s present and future recruitment needs in conjunction with HR planning & job analysis. To increase the pool of qualified job applicants at minimum cost. To help increase the success rate of the selection process by reducing the number of overqualified and under qualified applicants.
• To help reduce the probability that applicants once recruited and selected will leave the organization after a short time. • To increase organizational & individual effectiveness in the short and long run. • To evaluate the effectiveness of various recruitment techniques.
Importance of Recruitment Determining the organizations long and short range needs by job title and levels in the organization. Staying informed of job market conditions. Developing effective recruitment material. Obtaining a pool of qualified applicants
Importance of Recruitment Developing a systematic program of recruitment in conjunction with other HR activities Recording the number and quality of job applicants produced by various sources and methods of recruiting. Following up on applicants those hired and not hired in order to evaluate the effectiveness of recruitment effort Accomplishing All of these activities within a legal context.
Factors influencing recruitment Effort External Factors Labor market Govt. Policy Trade Unions Composition of labor force Location of organization
Factors influencing recruitment Effort Internal Factors Strategic Plans Organizational policies Recruitment criteria Costs Recruiter habits Inducements
Alternatives to Recruitment • Outsourcing • Contingent Workers • Employee Leasing • Overtime
Outsourcing • Transfers responsibility to an external provider • Provides greater efficiency and effectiveness
Contingent/Temporary Workers • Part-timers, temporaries, and independent contractors • Staffing companies or independent contractors • Fast growing • Provides greater flexibility and lower labor costs • Human equivalent of just-in- time inventory
Employee Leasing • Off-site human resources department • Puts business owner’s employees on their payroll • Leases employees back to company • Charge from 1-4% • Small- and medium-sized firms • Opportunities for job mobility • Loss of employee loyalty
Overtime • Most commonly used method of meeting short- term fluctuations in work volume • Employer avoids recruitment, selection, and training costs • Employees gain from increased income • Potential problems
De Recruitment • It is he process of reducing the labor supply within an organization. • The various de recruitment options available are: Firing, Layoffs, Transfers, Reduced work weeks, Early retirements, job sharing.
The Recruitment Process • Determining the need. • Obtain Approval • Determine the KRA’S of the job • Consult the recruitment policy and procedure. • Choose the recruitment source • Decide on the recruitment method • Implement the decision • Allow sufficient time for response • Screen responses • Draw up a shortlist of candidates • Provide feedback to applicants • Proceed to selection • Evaluate recruitment effort
Realistic job preview (RJP) • It is the description provided by the organization to applicants and new employees that gives both the positive and negative aspects of the job • It improves the recruitment process by giving pertinent and realistic information about the job to applicants so that he can choose and select jobs for which he or she is better suited. It helps to achieve job satisfaction and improve performance in the long run.
Methods Used in Internal Recruiting Skill Inventories Job Posting Job Bidding Inside Moon Lighting
Job posting & Bidding • The employees nominate themselves if they are interested in being considered for an opening. They can be notified of all job vacancies by posting notices or some way of inviting employees to apply for job. • The job postings describe the job, locations. Pay, qualifications and encourage employees to apply .
Skill Inventories • It is a computerized system designed to keep track of employees experience education and abilities. • The organization can search the files for potential qualified candidates for position vacancies. Identified candidates are asked whether or not they wish to apply . • It should be used in conjugation with job posting to ensure that openings are known to all applicants.
Inside MoonLighting • In case of a short term need or a small job which does nor require a great deal of additional work the organization could offer to pay bonuses of various types to people not on time payment . • This type of internal recruitment is called Inside Moonlighting
External Sources of Recruitment • Advertisements- Want Ads Blind Ads • Special Event recruiting • Telerecruiting • Posters • Door hangers • Bill boards • Hotlines • Information seminars
Colleges and Universities • Professional, technical, and management employees • Placement directors, faculty, and administrators
Competitors and Other Firms • Five percent of working population is either actively seeking or receptive to change • Smaller firms look for employees trained by larger organizations
Older Individuals • Valuable source of employees • Perform some jobs extremely well • Good work habits • Lower absenteeism rates • Higher levels of commitment
External Recruitment Methods • Advertising • Employment Agencies - Private and Public • Recruiters • Special Events • Internships • Executive Search Firms
External Recruitment Methods (Continued) • Professional Associations • Employee Referrals • Unsolicited Walk-In/Write In Applicants • Open Houses • Event recruiting • Virtual Job Fairs • Head Hunters • Rehires / Recalls
Advertising • Communicates firm’s employment needs • Should indicate how to respond • Previous experience with various media suggest the approach taken • Certain media attract more homogeneous audiences • Professional groups publish journals
Employment Agencies - Public and Private • Help firms recruit employees and aid individuals to locate jobs • Best known for recruiting white-collar employees • One-time fee may discourage candidate • Some private agencies deal primarily with firms that pay fee
Employment Agencies - Public and Private -- (Continued) • Each state operates public employment agencies • Receive overall policy direction from the U.S. Employment Service • Public employment agencies best known for recruiting and placing individuals in operative jobs
Recruiters • Used with technical, vocational, community colleges, colleges and universities • On-campus recruiting is number one method for snaring students • Director of Student Placement is key campus contact • Company recruiter plays vital role • Videoconferencing system used
Special Events • A single employer or group of employers attempt to attract a large number of applicants for interviews • Meet a large number of candidates in a short time • Job fairs offer lower cost per hire than traditional approaches
Internships • Places student in a temporary job • Used as a recruiting technique • No obligation to hire student permanently or for student to accept a permanent position • Typically a temporary job for summer or a part-time job during school year • Students bridge gap from theory to practice
Executive Search Firms • Locate experienced professionals and executives • Need specific types of individuals • Sophisticated profession serving greatly expanded role • Assist in determining HR needs, establishing compensation packages, and revising organizational structures • Client pays expenses, as well as fee
Professional Organizations • Recruitment and placement services for members • Society for Human Resource Management operates job referral service
Employee Referrals • Important role in recruitment process • Referrals better qualified and stay on job longer • Recruit new hires through employee- referral incentive programs
Unsolicited Walk-In Applicants • Reputation of being a good place to work attracts qualified prospects without extensive recruitment • Well-qualified workers seek specific company
Open Houses • Pair potential hires and managers in warm, casual environment that encourages on-the-spot job offers • Cheaper and faster than agencies • May attract more unqualified candidates
Event Recruiting • Opportunity to create image of company • Attend events where recruits are likely to be
Virtual Job Fairs • Students are interviewed face-to-face by recruiters using computers that use cameras to send head- and-shoulder images • Recruiters visit schools without leaving office
Tailoring Recruitment Methods to Sources • Tailored to need each firm’s needs • Recruitment sources and methods vary according to position being filled
Recruitment for Diversity • Analysis of recruitment procedures • Utilization of minorities, women, and individuals with disabilities • Advertising • Employment agencies • Other suggested approaches
RECRUITMENT
Recruitment The process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization
Purpose of Recruitment • To determine the organization’s present and future staffing needs in conjunction with HR planning & job analysis. • To increase the pool of qualified job applicants at minimum cost. • To help increase the success rate of the selection process by reducing the number of overqualified and under qualified applicants.
• To help reduce the probability that applicants once recruited and selected will leave the organization after a short time. ( retention rate) • To increase organizational & individual effectiveness in the short and long run. • To evaluate the effectiveness of various recruitment techniques.
Factors influencing recruitment Effort External Factors • Labor market • Govt. Policy • Trade Unions • Composition of labor force • Location of organization
Factors influencing recruitment Effort Internal Factors • Strategic Plans • Organizational policies (promotion policy- (PFW))- filling vacancies with current employees. • Recruitment criteria • Costs
Alternatives to Recruitment • Outsourcing • Contingent Workers • Employee Leasing • Overtime
Outsourcing • Transfers responsibility to an external provider • Provides greater efficiency and effectiveness
Contingent/Temporary Workers • Independent contractors called to work only when needed. • Temporary workers • Fast growing • Provides greater flexibility and lower labor costs • Human equivalent of just-in-time inventory • Company uses them due to seasonal fluctuations, project based work, hiring freeze, skill sets which are not available etc
Employee Leasing • Off-site human resources department • Puts business owner’s employees on their payroll • Leases employees back to company • Charge from 1-4% • Small- and medium-sized firms • Opportunities for job mobility • Loss of employee loyalty
Overtime • Most commonly used method of meeting short-term fluctuations in work volume • Employer avoids recruitment, selection, and training costs • Employees gain from increased income • Potential problems are : employees may get fatigued, managers believe that they pay more but receive less in return. They may pace themselves to ensure overtime.
De Recruitment • It is the process of reducing the labor supply within an organization. • The various de recruitment options available are: Firing, Layoffs, Transfers, Reduced work weeks, Early retirements, job sharing.
Recruitment Process External Environment Internal Environment Human Resource Planning Alternatives to recruitment Internal Recruitment External Sources Sources Internal Recruited Individuals External Methods Methods
The Recruitment Process • Determining the need. • Obtain Approval • Determine the KRA’S of the job • Consult the recruitment policy and procedure. • Choose the recruitment source • Decide on the recruitment method
• Implement the decision • Allow sufficient time for response • Screen responses • Draw up a shortlist of candidates • Provide feedback to applicants • Proceed to selection • Evaluate recruitment effort
Realistic job preview (RJP) • It is the description provided by the organization to applicants and new employees that gives both the positive and negative aspects of the job • It improves the recruitment process by giving pertinent and realistic information about the job to applicants so that he can choose and select jobs for which he or she is better suited. It helps to achieve job satisfaction and improve performance in the long run.
Methods Used in Internal Recruiting Skill Inventories Job Posting Job Bidding Inside Moon Lighting Employee Referrals
Job posting & Bidding • Job posting is a procedure for informing employees that job openings exist. They can be notified of all job vacancies by posting notices or some way of inviting employees to apply for job. • The job postings describe the job, locations, Pay, qualifications and encourage employees to apply . Job bidding is a procedure that permits employees who believe that they possess the required qualifications to apply for a posted job. The employees nominate themselves if they are interested in being considered for an opening.
• Whirlpool, BMW, Kellogg's, HP, manage internal candidates with web based applications. Employees create profiles for their next ideal position and are notified when such position exists. FedEx’s philosophy is that employees should be doing the kind of work they want to do. Its website helps the candidates to identify their ideal jobs.
Skill Inventories • It is a computerized system designed to keep track of employees experience education and abilities. • The organization can search the files for potential qualified candidates for position vacancies. Identified candidates are asked whether or not they wish to apply . • It should be used in conjugation with job posting to ensure that openings are known to all applicants.
Inside Moon Lighting • In case of a short term need or a small job which does nor require a great deal of additional work the organization could offer to pay bonuses of various types to people not on time payment . • This type of internal recruitment is called Inside Moonlighting
• Recruitment sources are where qualified candidates are located such as colleges or competitors. • Recruitment methods are the specific means used to attract potential employees to the firm such as online recruiting.
External Sources of Recruitment
Colleges and Universities • Professional, technical, and management employees • Placement directors, faculty, and administrators
Competitors and Other Firms • Most highly qualified applicants come directly from competitors in the same labor market or geographic area • Smaller firms look for employees trained by larger organizations
Older Individuals • Valuable source of employees • Perform some jobs extremely well • Good work habits • Lower absenteeism rates • Higher levels of commitment
• Former employees • Unemployed • Military personnel • Self Employed workers
Online Recruitment Methods • The Internet recruiter or cyber recruiter : He is a person whose primary responsibility is to use the internet in the recruitment process. • Virtual job fair : it is an online recruiting method engaged in by a single employer or a group of employers to attract a large number of applicants.
• Corporate career websites are job sites accessible from a company homepage that list the company position available providing a way for applicants to apply for specific jobs. • General employment websites: Monster.com, naukri.com etc. firms utilize them by typing in key job criteria, skills and experience and indicate their geographic location. They can get in seconds a ranked list of resumes who match firm’s requirements.
• NACELink: Countries have websites to assist college students in securing jobs. In USA NACELink is a national web based system for recruiting college students for all types of employment like part time, internship, work study etc. • Niche Sites are websites that cater to a specific profession. There seems to be a site virtually for everyone. e.g cfo.com for senior finance professionals, TVjobs.com jobs in broadcasting etc. • Contract worker’s site : site available to assist this segment of workforce like Freelance.com, Guru.com
External Recruitment Methods • Advertising • Employment Agencies - Private and Public • Recruiters • Special Events • Internships • Executive Search Firms
External Recruitment Methods (Continued) • Professional Associations • Employee Referrals • Unsolicited Walk-In/Write In Applicants • Open Houses • Event recruiting • Head Hunters • Rehires / Recalls
Advertising • Communicates firm’s employment needs through any media like news papers, radio, TV, billboards etc. • Has declined due to online recruiting • Should indicate how to respond-apply in person, by phone, mail etc • Previous experience with various media suggest the most effective approach taken • Certain media attract more homogeneous audiences • Professional groups publish journals
• CEO of Monster.com stated that companies with at least 2500 employees have stopped advertising with news papers as they were slow in responding and is expensive as compared to online ad.
Blind Ads • When you are job hunting, you will see many job openings or job offers listed by recruiting firms or employment agencies. Generally these job offers are sufficiently vague so that you cannot determine who the actual employer may be. Do you ever wonder why that crucial information is not revealed? Are these jobs just as valid as offers made by the end employer? The answer is complicated. However, few things should be considered before sending your resume or an application in response to a blind job ad.
• First, unless you know the agency placing the ad, you should exercise extreme caution. Blind ads can and often have been used to gather personal information about individuals as part of an identity theft scheme. If you answer such an ad, be sure to include as little personal information as possible. NEVER send your banking or credit card information
• Second, if you are currently employed and answer a blind job ad, you need to understand that the recipient of your resume could possibly even be your current employer. Their "secret" job hunt was no longer a secret
• Third, there are many legitimate reasons why a company might not want competitors, customers or other employees in the company to know they are looking for someone to fill some sensitive position. The company may also simply want to work with an agency who may be much more qualified to find highly technical or specialized personnel than they are. Using recruiters is often a very cost effective and efficient way to find the most qualified personnel. The agency will not want to make that information public, since revealing their client's name would mean that their competitors would have the information they need to try to take that business from them. So it stands to reason that they would only share the information with prescreened, qualified job candidates.
• Fourth, some jobs listed as blind ads do not represent actual job openings at all. Recruiters use the ads as a way to gather a large number of resumes for a particular set of skills so that they will have more potential candidates to use later when an appropriate job offer is found. This is not a bad thing necessarily. If your need to find work is urgent, however, you may find that the resume gathering job offers may take a much longer time to materialize.
• You should evaluate the type of job offer, the quality and reputation of the recruiter placing the ad and the demands of your current employment situation before you decide to respond to a blind ad. For some job types, blind ads may be your only option. For others you may be much better off looking for offers that come directly from the actual employer. .
Want or classified ad • A short ad in a newspaper or magazine (usually in small print) and appearing along with other ads of the same type are called - classified advertisement,
Employment Agencies - Public and Private • Help firms recruit employees and aid individuals to locate jobs • Private agencies are often called as head hunters best known for recruiting white-collar employees • One-time fee may discourage candidate. • Some private agencies deal primarily with firms that pay fee.
Employment Agencies - Public and Private -- (Continued) • Each state operates public employment agencies Public employment agencies best known for recruiting and matching people with technical, professional and managerial positions. In USA – Job Bank is a partnership between govt. and public agency. It is the largest online service for national and international employment
Recruiters • Used with technical, vocational, community colleges, colleges and universities • On-campus recruiting is number one method for snaring students • Director of Student Placement is key campus contact • Company recruiter plays vital role • Videoconferencing system used
Job fairs • A single employer or group of employers attempt to attract a large number of applicants for interviews to one location • Meet a large number of candidates in a short time • Job fairs offer lower cost per hire than traditional approaches
Internships • Places student in a temporary job • Used as a recruiting technique • No obligation to hire student permanently or for student to accept a permanent position • Typically a temporary job for summer or a part-time job during school year • Students bridge gap from theory to practice
Executive Search Firms • Locate experienced professionals and executives when other sources prove inadequate. • Need specific types of individuals • Sophisticated profession serving greatly expanded role • Assist in determining HR needs, establishing compensation packages, and revising organizational structures • Client pays expenses, as well as fee
• Contingency search firms: firms that receive fees only upon successful placement of a candidate in job opening. • Retained search firms: are considered as consultants to their client organizations serving on an exclusive contractual basis typically recruit top business executives.
Professional Organizations • Many professional associations provide Recruitment and placement services for members. Jobs advertised are placed in the journal in hard copy and also placed on group websites. • Society for Human Resource Management operates job referral service for members seeking new positions and employers with positions to fill.
Unsolicited Walk-In Applicants • Reputation of being a good place to work attracts qualified prospects without extensive recruitment • Well-qualified workers seek specific company
Open Houses • Valuable recruiting tool during low unemployment. Pair potential hires and managers in warm, casual environment that encourages on-the-spot job offers • Cheaper and faster in hiring than agencies • May attract more unqualified candidates
Event Recruiting • Recruiters going to events that the individuals the company is seeking attend. • Opportunity to create image of company • Cisco systems pioneered event recruiting as a recruitment effort . For programmers in Silicon Valley the choice spots are marathons, bike races, by sponsoring the event or giving the prizes.
Sign on Bonuses • Sign on bonuses are offered to high demand prospects. Employers use them to attract top talent particularly in high demand fields. It is usually 5 to 10 % of their basic salary.
High tech competition • Google has a unique way to get individuals interested in applying for technical positions. It sponsors an annual computer programming competition where students from around the world enters and the winners get a call for the interview.
Virtual Job Fairs • Students are interviewed face-to-face by recruiters using computers that use cameras to send head- and-shoulder images • Recruiters visit schools without leaving office
Applicant tracking system • It is a software application designed to help an enterprise recruit employees more efficiently.
Tailoring Recruitment Methods to Sources • Tailored to need each firm’s needs • Recruitment sources and methods vary according to position being filled • Managers must identify the source( Where prospective employees are located) before choosing the method ( How to attract them).
Recruitment for Diversity • Analysis of recruitment procedures to ensure that it is diversity oriented. • Utilization of minorities, women, and individuals with disabilities • Advertising • Employment agencies • Other suggested approaches

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Microsoft power point ba 1654-u2-l2 recruitment

  • 1.
  • 2.
    Recruitment The process ofattracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization
  • 3.
    Purpose of Recruitment Todetermine the organization’s present and future recruitment needs in conjunction with HR planning & job analysis. To increase the pool of qualified job applicants at minimum cost. To help increase the success rate of the selection process by reducing the number of overqualified and under qualified applicants.
  • 4.
    • To helpreduce the probability that applicants once recruited and selected will leave the organization after a short time. • To increase organizational & individual effectiveness in the short and long run. • To evaluate the effectiveness of various recruitment techniques.
  • 5.
    Importance of Recruitment Determiningthe organizations long and short range needs by job title and levels in the organization. Staying informed of job market conditions. Developing effective recruitment material. Obtaining a pool of qualified applicants
  • 6.
    Importance of Recruitment Developinga systematic program of recruitment in conjunction with other HR activities Recording the number and quality of job applicants produced by various sources and methods of recruiting. Following up on applicants those hired and not hired in order to evaluate the effectiveness of recruitment effort Accomplishing All of these activities within a legal context.
  • 7.
    Factors influencing recruitment Effort External Factors Labor market Govt. Policy Trade Unions Composition of labor force Location of organization
  • 8.
    Factors influencing recruitment Effort Internal Factors Strategic Plans Organizational policies Recruitment criteria Costs Recruiter habits Inducements
  • 9.
    Alternatives to Recruitment •Outsourcing • Contingent Workers • Employee Leasing • Overtime
  • 10.
    Outsourcing • Transfers responsibilityto an external provider • Provides greater efficiency and effectiveness
  • 11.
    Contingent/Temporary Workers • Part-timers, temporaries, and independent contractors • Staffing companies or independent contractors • Fast growing • Provides greater flexibility and lower labor costs • Human equivalent of just-in- time inventory
  • 12.
    Employee Leasing • Off-sitehuman resources department • Puts business owner’s employees on their payroll • Leases employees back to company • Charge from 1-4% • Small- and medium-sized firms • Opportunities for job mobility • Loss of employee loyalty
  • 13.
    Overtime • Most commonlyused method of meeting short- term fluctuations in work volume • Employer avoids recruitment, selection, and training costs • Employees gain from increased income • Potential problems
  • 14.
    De Recruitment • Itis he process of reducing the labor supply within an organization. • The various de recruitment options available are: Firing, Layoffs, Transfers, Reduced work weeks, Early retirements, job sharing.
  • 15.
    The Recruitment Process • Determining the need. • Obtain Approval • Determine the KRA’S of the job • Consult the recruitment policy and procedure. • Choose the recruitment source • Decide on the recruitment method • Implement the decision • Allow sufficient time for response • Screen responses • Draw up a shortlist of candidates • Provide feedback to applicants • Proceed to selection • Evaluate recruitment effort
  • 16.
    Realistic job preview(RJP) • It is the description provided by the organization to applicants and new employees that gives both the positive and negative aspects of the job • It improves the recruitment process by giving pertinent and realistic information about the job to applicants so that he can choose and select jobs for which he or she is better suited. It helps to achieve job satisfaction and improve performance in the long run.
  • 17.
    Methods Used inInternal Recruiting Skill Inventories Job Posting Job Bidding Inside Moon Lighting
  • 18.
    Job posting &Bidding • The employees nominate themselves if they are interested in being considered for an opening. They can be notified of all job vacancies by posting notices or some way of inviting employees to apply for job. • The job postings describe the job, locations. Pay, qualifications and encourage employees to apply .
  • 19.
    Skill Inventories • Itis a computerized system designed to keep track of employees experience education and abilities. • The organization can search the files for potential qualified candidates for position vacancies. Identified candidates are asked whether or not they wish to apply . • It should be used in conjugation with job posting to ensure that openings are known to all applicants.
  • 20.
    Inside MoonLighting • Incase of a short term need or a small job which does nor require a great deal of additional work the organization could offer to pay bonuses of various types to people not on time payment . • This type of internal recruitment is called Inside Moonlighting
  • 21.
    External Sources ofRecruitment • Advertisements- Want Ads Blind Ads • Special Event recruiting • Telerecruiting • Posters • Door hangers • Bill boards • Hotlines • Information seminars
  • 22.
    Colleges and Universities • Professional, technical, and management employees • Placement directors, faculty, and administrators
  • 23.
    Competitors and OtherFirms • Five percent of working population is either actively seeking or receptive to change • Smaller firms look for employees trained by larger organizations
  • 24.
    Older Individuals • Valuable source of employees • Perform some jobs extremely well • Good work habits • Lower absenteeism rates • Higher levels of commitment
  • 25.
    External Recruitment Methods • Advertising • Employment Agencies - Private and Public • Recruiters • Special Events • Internships • Executive Search Firms
  • 26.
    External Recruitment Methods (Continued) • Professional Associations • Employee Referrals • Unsolicited Walk-In/Write In Applicants • Open Houses • Event recruiting • Virtual Job Fairs • Head Hunters • Rehires / Recalls
  • 27.
    Advertising • Communicates firm’semployment needs • Should indicate how to respond • Previous experience with various media suggest the approach taken • Certain media attract more homogeneous audiences • Professional groups publish journals
  • 28.
    Employment Agencies -Public and Private • Help firms recruit employees and aid individuals to locate jobs • Best known for recruiting white-collar employees • One-time fee may discourage candidate • Some private agencies deal primarily with firms that pay fee
  • 29.
    Employment Agencies -Public and Private -- (Continued) • Each state operates public employment agencies • Receive overall policy direction from the U.S. Employment Service • Public employment agencies best known for recruiting and placing individuals in operative jobs
  • 30.
    Recruiters • Used withtechnical, vocational, community colleges, colleges and universities • On-campus recruiting is number one method for snaring students • Director of Student Placement is key campus contact • Company recruiter plays vital role • Videoconferencing system used
  • 31.
    Special Events • Asingle employer or group of employers attempt to attract a large number of applicants for interviews • Meet a large number of candidates in a short time • Job fairs offer lower cost per hire than traditional approaches
  • 32.
    Internships • Places studentin a temporary job • Used as a recruiting technique • No obligation to hire student permanently or for student to accept a permanent position • Typically a temporary job for summer or a part-time job during school year • Students bridge gap from theory to practice
  • 33.
    Executive Search Firms •Locate experienced professionals and executives • Need specific types of individuals • Sophisticated profession serving greatly expanded role • Assist in determining HR needs, establishing compensation packages, and revising organizational structures • Client pays expenses, as well as fee
  • 34.
    Professional Organizations • Recruitment and placement services for members • Society for Human Resource Management operates job referral service
  • 35.
    Employee Referrals • Important role in recruitment process • Referrals better qualified and stay on job longer • Recruit new hires through employee- referral incentive programs
  • 36.
    Unsolicited Walk-In Applicants • Reputation of being a good place to work attracts qualified prospects without extensive recruitment • Well-qualified workers seek specific company
  • 37.
    Open Houses • Pairpotential hires and managers in warm, casual environment that encourages on-the-spot job offers • Cheaper and faster than agencies • May attract more unqualified candidates
  • 38.
    Event Recruiting • Opportunityto create image of company • Attend events where recruits are likely to be
  • 39.
    Virtual Job Fairs • Students are interviewed face-to-face by recruiters using computers that use cameras to send head- and-shoulder images • Recruiters visit schools without leaving office
  • 40.
    Tailoring Recruitment Methods to Sources • Tailored to need each firm’s needs • Recruitment sources and methods vary according to position being filled
  • 41.
    Recruitment for Diversity • Analysis of recruitment procedures • Utilization of minorities, women, and individuals with disabilities • Advertising • Employment agencies • Other suggested approaches
  • 42.
  • 43.
    Recruitment The process ofattracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization
  • 44.
    Purpose of Recruitment •To determine the organization’s present and future staffing needs in conjunction with HR planning & job analysis. • To increase the pool of qualified job applicants at minimum cost. • To help increase the success rate of the selection process by reducing the number of overqualified and under qualified applicants.
  • 45.
    • To helpreduce the probability that applicants once recruited and selected will leave the organization after a short time. ( retention rate) • To increase organizational & individual effectiveness in the short and long run. • To evaluate the effectiveness of various recruitment techniques.
  • 46.
    Factors influencing recruitment Effort External Factors • Labor market • Govt. Policy • Trade Unions • Composition of labor force • Location of organization
  • 47.
    Factors influencing recruitment Effort Internal Factors • Strategic Plans • Organizational policies (promotion policy- (PFW))- filling vacancies with current employees. • Recruitment criteria • Costs
  • 48.
    Alternatives to Recruitment •Outsourcing • Contingent Workers • Employee Leasing • Overtime
  • 49.
    Outsourcing • Transfers responsibilityto an external provider • Provides greater efficiency and effectiveness
  • 50.
    Contingent/Temporary Workers • Independentcontractors called to work only when needed. • Temporary workers • Fast growing • Provides greater flexibility and lower labor costs • Human equivalent of just-in-time inventory • Company uses them due to seasonal fluctuations, project based work, hiring freeze, skill sets which are not available etc
  • 51.
    Employee Leasing • Off-sitehuman resources department • Puts business owner’s employees on their payroll • Leases employees back to company • Charge from 1-4% • Small- and medium-sized firms • Opportunities for job mobility • Loss of employee loyalty
  • 52.
    Overtime • Most commonlyused method of meeting short-term fluctuations in work volume • Employer avoids recruitment, selection, and training costs • Employees gain from increased income • Potential problems are : employees may get fatigued, managers believe that they pay more but receive less in return. They may pace themselves to ensure overtime.
  • 53.
    De Recruitment • Itis the process of reducing the labor supply within an organization. • The various de recruitment options available are: Firing, Layoffs, Transfers, Reduced work weeks, Early retirements, job sharing.
  • 54.
    Recruitment Process External Environment Internal Environment Human Resource Planning Alternatives to recruitment Internal Recruitment External Sources Sources Internal Recruited Individuals External Methods Methods
  • 55.
    The Recruitment Process •Determining the need. • Obtain Approval • Determine the KRA’S of the job • Consult the recruitment policy and procedure. • Choose the recruitment source • Decide on the recruitment method
  • 56.
    • Implement thedecision • Allow sufficient time for response • Screen responses • Draw up a shortlist of candidates • Provide feedback to applicants • Proceed to selection • Evaluate recruitment effort
  • 57.
    Realistic job preview(RJP) • It is the description provided by the organization to applicants and new employees that gives both the positive and negative aspects of the job • It improves the recruitment process by giving pertinent and realistic information about the job to applicants so that he can choose and select jobs for which he or she is better suited. It helps to achieve job satisfaction and improve performance in the long run.
  • 58.
    Methods Used inInternal Recruiting Skill Inventories Job Posting Job Bidding Inside Moon Lighting Employee Referrals
  • 59.
    Job posting &Bidding • Job posting is a procedure for informing employees that job openings exist. They can be notified of all job vacancies by posting notices or some way of inviting employees to apply for job. • The job postings describe the job, locations, Pay, qualifications and encourage employees to apply . Job bidding is a procedure that permits employees who believe that they possess the required qualifications to apply for a posted job. The employees nominate themselves if they are interested in being considered for an opening.
  • 60.
    • Whirlpool, BMW,Kellogg's, HP, manage internal candidates with web based applications. Employees create profiles for their next ideal position and are notified when such position exists. FedEx’s philosophy is that employees should be doing the kind of work they want to do. Its website helps the candidates to identify their ideal jobs.
  • 61.
    Skill Inventories • Itis a computerized system designed to keep track of employees experience education and abilities. • The organization can search the files for potential qualified candidates for position vacancies. Identified candidates are asked whether or not they wish to apply . • It should be used in conjugation with job posting to ensure that openings are known to all applicants.
  • 62.
    Inside Moon Lighting •In case of a short term need or a small job which does nor require a great deal of additional work the organization could offer to pay bonuses of various types to people not on time payment . • This type of internal recruitment is called Inside Moonlighting
  • 63.
    • Recruitment sourcesare where qualified candidates are located such as colleges or competitors. • Recruitment methods are the specific means used to attract potential employees to the firm such as online recruiting.
  • 64.
  • 65.
    Colleges and Universities • Professional, technical, and management employees • Placement directors, faculty, and administrators
  • 66.
    Competitors and OtherFirms • Most highly qualified applicants come directly from competitors in the same labor market or geographic area • Smaller firms look for employees trained by larger organizations
  • 67.
    Older Individuals • Valuable source of employees • Perform some jobs extremely well • Good work habits • Lower absenteeism rates • Higher levels of commitment
  • 68.
    • Former employees • Unemployed • Military personnel • Self Employed workers
  • 69.
    Online Recruitment Methods •The Internet recruiter or cyber recruiter : He is a person whose primary responsibility is to use the internet in the recruitment process. • Virtual job fair : it is an online recruiting method engaged in by a single employer or a group of employers to attract a large number of applicants.
  • 70.
    • Corporate careerwebsites are job sites accessible from a company homepage that list the company position available providing a way for applicants to apply for specific jobs. • General employment websites: Monster.com, naukri.com etc. firms utilize them by typing in key job criteria, skills and experience and indicate their geographic location. They can get in seconds a ranked list of resumes who match firm’s requirements.
  • 71.
    • NACELink: Countrieshave websites to assist college students in securing jobs. In USA NACELink is a national web based system for recruiting college students for all types of employment like part time, internship, work study etc. • Niche Sites are websites that cater to a specific profession. There seems to be a site virtually for everyone. e.g cfo.com for senior finance professionals, TVjobs.com jobs in broadcasting etc. • Contract worker’s site : site available to assist this segment of workforce like Freelance.com, Guru.com
  • 72.
    External Recruitment Methods • Advertising • Employment Agencies - Private and Public • Recruiters • Special Events • Internships • Executive Search Firms
  • 73.
    External Recruitment Methods (Continued) • Professional Associations • Employee Referrals • Unsolicited Walk-In/Write In Applicants • Open Houses • Event recruiting • Head Hunters • Rehires / Recalls
  • 74.
    Advertising • Communicates firm’semployment needs through any media like news papers, radio, TV, billboards etc. • Has declined due to online recruiting • Should indicate how to respond-apply in person, by phone, mail etc • Previous experience with various media suggest the most effective approach taken • Certain media attract more homogeneous audiences • Professional groups publish journals
  • 75.
    • CEO ofMonster.com stated that companies with at least 2500 employees have stopped advertising with news papers as they were slow in responding and is expensive as compared to online ad.
  • 76.
    Blind Ads • Whenyou are job hunting, you will see many job openings or job offers listed by recruiting firms or employment agencies. Generally these job offers are sufficiently vague so that you cannot determine who the actual employer may be. Do you ever wonder why that crucial information is not revealed? Are these jobs just as valid as offers made by the end employer? The answer is complicated. However, few things should be considered before sending your resume or an application in response to a blind job ad.
  • 77.
    • First, unlessyou know the agency placing the ad, you should exercise extreme caution. Blind ads can and often have been used to gather personal information about individuals as part of an identity theft scheme. If you answer such an ad, be sure to include as little personal information as possible. NEVER send your banking or credit card information
  • 78.
    • Second, ifyou are currently employed and answer a blind job ad, you need to understand that the recipient of your resume could possibly even be your current employer. Their "secret" job hunt was no longer a secret
  • 79.
    • Third, thereare many legitimate reasons why a company might not want competitors, customers or other employees in the company to know they are looking for someone to fill some sensitive position. The company may also simply want to work with an agency who may be much more qualified to find highly technical or specialized personnel than they are. Using recruiters is often a very cost effective and efficient way to find the most qualified personnel. The agency will not want to make that information public, since revealing their client's name would mean that their competitors would have the information they need to try to take that business from them. So it stands to reason that they would only share the information with prescreened, qualified job candidates.
  • 80.
    • Fourth, somejobs listed as blind ads do not represent actual job openings at all. Recruiters use the ads as a way to gather a large number of resumes for a particular set of skills so that they will have more potential candidates to use later when an appropriate job offer is found. This is not a bad thing necessarily. If your need to find work is urgent, however, you may find that the resume gathering job offers may take a much longer time to materialize.
  • 81.
    • You shouldevaluate the type of job offer, the quality and reputation of the recruiter placing the ad and the demands of your current employment situation before you decide to respond to a blind ad. For some job types, blind ads may be your only option. For others you may be much better off looking for offers that come directly from the actual employer. .
  • 82.
    Want or classifiedad • A short ad in a newspaper or magazine (usually in small print) and appearing along with other ads of the same type are called - classified advertisement,
  • 83.
    Employment Agencies -Public and Private • Help firms recruit employees and aid individuals to locate jobs • Private agencies are often called as head hunters best known for recruiting white-collar employees • One-time fee may discourage candidate. • Some private agencies deal primarily with firms that pay fee.
  • 84.
    Employment Agencies -Public and Private -- (Continued) • Each state operates public employment agencies Public employment agencies best known for recruiting and matching people with technical, professional and managerial positions. In USA – Job Bank is a partnership between govt. and public agency. It is the largest online service for national and international employment
  • 85.
    Recruiters • Used withtechnical, vocational, community colleges, colleges and universities • On-campus recruiting is number one method for snaring students • Director of Student Placement is key campus contact • Company recruiter plays vital role • Videoconferencing system used
  • 86.
    Job fairs • Asingle employer or group of employers attempt to attract a large number of applicants for interviews to one location • Meet a large number of candidates in a short time • Job fairs offer lower cost per hire than traditional approaches
  • 87.
    Internships • Places studentin a temporary job • Used as a recruiting technique • No obligation to hire student permanently or for student to accept a permanent position • Typically a temporary job for summer or a part-time job during school year • Students bridge gap from theory to practice
  • 88.
    Executive Search Firms •Locate experienced professionals and executives when other sources prove inadequate. • Need specific types of individuals • Sophisticated profession serving greatly expanded role • Assist in determining HR needs, establishing compensation packages, and revising organizational structures • Client pays expenses, as well as fee
  • 89.
    • Contingency searchfirms: firms that receive fees only upon successful placement of a candidate in job opening. • Retained search firms: are considered as consultants to their client organizations serving on an exclusive contractual basis typically recruit top business executives.
  • 90.
    Professional Organizations • Manyprofessional associations provide Recruitment and placement services for members. Jobs advertised are placed in the journal in hard copy and also placed on group websites. • Society for Human Resource Management operates job referral service for members seeking new positions and employers with positions to fill.
  • 91.
    Unsolicited Walk-In Applicants • Reputation of being a good place to work attracts qualified prospects without extensive recruitment • Well-qualified workers seek specific company
  • 92.
    Open Houses • Valuablerecruiting tool during low unemployment. Pair potential hires and managers in warm, casual environment that encourages on-the-spot job offers • Cheaper and faster in hiring than agencies • May attract more unqualified candidates
  • 93.
    Event Recruiting • Recruitersgoing to events that the individuals the company is seeking attend. • Opportunity to create image of company • Cisco systems pioneered event recruiting as a recruitment effort . For programmers in Silicon Valley the choice spots are marathons, bike races, by sponsoring the event or giving the prizes.
  • 94.
    Sign on Bonuses •Sign on bonuses are offered to high demand prospects. Employers use them to attract top talent particularly in high demand fields. It is usually 5 to 10 % of their basic salary.
  • 95.
    High tech competition •Google has a unique way to get individuals interested in applying for technical positions. It sponsors an annual computer programming competition where students from around the world enters and the winners get a call for the interview.
  • 96.
    Virtual Job Fairs • Students are interviewed face-to-face by recruiters using computers that use cameras to send head- and-shoulder images • Recruiters visit schools without leaving office
  • 97.
    Applicant tracking system •It is a software application designed to help an enterprise recruit employees more efficiently.
  • 98.
    Tailoring Recruitment Methods to Sources • Tailored to need each firm’s needs • Recruitment sources and methods vary according to position being filled • Managers must identify the source( Where prospective employees are located) before choosing the method ( How to attract them).
  • 99.
    Recruitment for Diversity •Analysis of recruitment procedures to ensure that it is diversity oriented. • Utilization of minorities, women, and individuals with disabilities • Advertising • Employment agencies • Other suggested approaches