Recruitment and selection in the public service involves locating and attracting qualified applicants for jobs based on objective criteria. It is an important process for reversing erosion of public service values, maintaining civic culture, and avoiding costs from mistakes like hiring incompetent employees. The civil service staffing process includes planning, announcing positions, selecting recruitment strategies, screening applicants, interviews, checks, final selection and hiring. Effective recruitment considers the breadth and quality of the process, labor pool size, pay and benefits, job quality, and organizational image.
This is the abstract presentation of Dr Harjyot Khosa, which was made as part of the 12th session of 10th Asia Pacific Conference on Reproductive and Sexual Health and Rights (#APCRSHR10) Virtual. This session was held in lead up to #WorldAIDSDay and #16DaysofActivism against sexual and other forms of gender-based violence, on the theme of "HIV/AIDS and sexual and reproductive health and rights (SRHR) in Asia and the Pacific".
Chair: Jennifer Butler, Director, UNFPA Pacific Sub Regional office based in Fiji
Plenary Speaker: Eamonn Murphy, Regional Director, UNAIDS, Asia and the Pacific | “Solidarity and Accountability: HIV, SRHR and the COVID response”
Abstract Presenters:
-------------------------
* Jude Tayaben | Successes, Pitfalls, and Moving Forward: Adivayan Youth Health Center- A school-based program addressing Adolescent Sexuality, and Reproductive Health Issues in Benguet, Philippines
* Samreen, Manisha Dhakal | Integrating transgender health into HIV and SRHR programming in Indonesia, Nepal, Thailand and Vietnam
* Harjyot Khosa | Stigma, sex work and non-disclosure to health care providers: Exploring dynamics of anal sex through community led monitoring to bridge gaps in HIV care continuum services
* Angela Kelly Hanku, Agnes K. Mek | I can, I want, I will and Young & Positive: Two visual method projects with young women living with HIV in Papua New Guinea
For more information on the session, please visit
www.bit.ly/apcrshr10virtual12
Official conference website: www.apcrshr10cambodia.org
Thanks
The Trilogy of Modern Talent Acquisition: Employer Branding, Recruitment Mark...SmashFly Technologies
This webinar from Glassdoor's Dina Rulli and SmashFly's Chris Brablc was an interactive discussion on using integrated recruitment marketing and employer branding to capture thousands of qualified candidates in your talent network, nurture them to become fans of your employer brand, and analyze and optimize the effectiveness of every recruitment marketing dollar.
And get great hires faster who meet the talent needs of the business.
You’ll learn how to:
- Define the key attributes of your employer brand
- Use content marketing to attract qualified candidates
- Implement email nurturing to keep your talent network engaged
- Track, measure and analyze recruitment marketing success
Recruitment and selection is the key function of HR Department in nay organization. This presentation is a complete and organized data for students to get understand it. Please take this food for thoughts only. You show your potential by making resourceful edition in it.
This is the abstract presentation of Dr Harjyot Khosa, which was made as part of the 12th session of 10th Asia Pacific Conference on Reproductive and Sexual Health and Rights (#APCRSHR10) Virtual. This session was held in lead up to #WorldAIDSDay and #16DaysofActivism against sexual and other forms of gender-based violence, on the theme of "HIV/AIDS and sexual and reproductive health and rights (SRHR) in Asia and the Pacific".
Chair: Jennifer Butler, Director, UNFPA Pacific Sub Regional office based in Fiji
Plenary Speaker: Eamonn Murphy, Regional Director, UNAIDS, Asia and the Pacific | “Solidarity and Accountability: HIV, SRHR and the COVID response”
Abstract Presenters:
-------------------------
* Jude Tayaben | Successes, Pitfalls, and Moving Forward: Adivayan Youth Health Center- A school-based program addressing Adolescent Sexuality, and Reproductive Health Issues in Benguet, Philippines
* Samreen, Manisha Dhakal | Integrating transgender health into HIV and SRHR programming in Indonesia, Nepal, Thailand and Vietnam
* Harjyot Khosa | Stigma, sex work and non-disclosure to health care providers: Exploring dynamics of anal sex through community led monitoring to bridge gaps in HIV care continuum services
* Angela Kelly Hanku, Agnes K. Mek | I can, I want, I will and Young & Positive: Two visual method projects with young women living with HIV in Papua New Guinea
For more information on the session, please visit
www.bit.ly/apcrshr10virtual12
Official conference website: www.apcrshr10cambodia.org
Thanks
The Trilogy of Modern Talent Acquisition: Employer Branding, Recruitment Mark...SmashFly Technologies
This webinar from Glassdoor's Dina Rulli and SmashFly's Chris Brablc was an interactive discussion on using integrated recruitment marketing and employer branding to capture thousands of qualified candidates in your talent network, nurture them to become fans of your employer brand, and analyze and optimize the effectiveness of every recruitment marketing dollar.
And get great hires faster who meet the talent needs of the business.
You’ll learn how to:
- Define the key attributes of your employer brand
- Use content marketing to attract qualified candidates
- Implement email nurturing to keep your talent network engaged
- Track, measure and analyze recruitment marketing success
Recruitment and selection is the key function of HR Department in nay organization. This presentation is a complete and organized data for students to get understand it. Please take this food for thoughts only. You show your potential by making resourceful edition in it.
Acquiring and retaining high-quality talent is critical to an organisation’s success. As the
job market becomes increasingly competitive and the available skills grow more diverse,
recruiters need to be more selective in their choices, since poor recruiting decisions can
produce long-term negative effects, among them high training and development costs to
minimize the incidence of poor performance and high turnover which, in turn, impact
staff morale, the production of high quality goods and services and the retention of
organizational memory.
Acquiring and retaining high-quality talent is critical to an organisation’s success. As the
job market becomes increasingly competitive and the available skills grow more diverse,
recruiters need to be more selective in their choices, since poor recruiting decisions can
produce long-term negative effects, among them high training and development costs to
minimize the incidence of poor performance and high turnover which, in turn, impact
staff morale, the production of high quality goods and services and the retention of
organizational memory.
2. 2
Agenda
• Precursors to Successful Recruitment and
Selection
• The civil service staffing process (recruitment and
selection)
• Public service motivation
• Trends in recruitment and selection
• Best practices in improving recruitment selection
process
3. 3
DefinitionDefinition
Recruitment can be defined as:
all activities directed towards locating
potential employees
the attraction of applications from suitable
applicants.
The aim of recruitment is to get the best
person suited to the job based on objective
criteria for a particular job
4. 4
Why is recruitment andWhy is recruitment and
selection so important?selection so important?
Reversing the Erosion of the Public Service
Ethic
Personnel has long been perceived (and
even defined) in terms of control, rather
than service to the broader organization
Civic Culture and Tradition
Sound recruitment and
selection practices also
depend on complementary
HRM systems
5. 5
Why is recruitment andWhy is recruitment and
selection so important?selection so important?
Costs of mistakes:
engaging incompetent,
underqualified,
unmotivated employees;
employing another
person requires repeating
the process and
generates costs
Element of PR
strategy
6. 6
Rules of recrutiment andRules of recrutiment and
selectionselection
Commonality
Openess
Competitiveness
Legality
Non-discrimination
Constancy of criteria
Neutrality
Objectivism
Transparency
Personal data security
Acting without delay
7. 7
The civil service staffingThe civil service staffing
processprocess
Planning and approval for staffing
Position announcement
Selection of recruitment strategies
Selection of „tests”
Screen, interview, and checks (reference and other)
Final selection / Negotiate and hire
Postselection considerations
RecruitmentSelection
8. 8
Employer recruitmentEmployer recruitment
Elements influencing effectiveness of
recruitment:
The breadth and quality of the process
The size of the labour pool and the location of
jobs
Offered pay and benefits
Job quality and requirements of the position
Organizational image