Recruitment
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The document discusses recruitment in organizations. It defines recruitment as activities to attract qualified applicants for job vacancies. There are internal and external recruitment methods. Internal recruitment fills vacancies through promotions or transfers, while external recruitment considers outside sources. Common external recruitment methods include advertisements, internet recruiting, employee referrals, executive search firms, and educational institutions. The advantages of external recruitment are a large applicant pool and potentially high-quality referrals, while the disadvantages include costs and time of external hiring. Internal recruitment advantages are lower costs and familiarity with current employees, but the applicant pool is limited.
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Recruitment
- 1. RECRUITMENT All You Need to Know
- 2. TODAY'S DISCUSSION KEY TOPICS What isrecruitment? External and Internal Recruitment Methods of External and Internal Recruitment External Recruitment Advantages External Recruitment Disadvantages Internal Recruitment Advantages External Recruitment Disadvantages PERSONNEL MANAGEMENT |2019
- 3. Hire Character. Train Skill. Peter Schutz WORDS OFINSPIRATION
- 4. In the event of job opening, administrators must be careful when recruiting and choosing who to bring into the organizations. They must see to it that their new recruit possesses the knowledge and skills needed to be successful in helping their company achieve their set goals and objectives and that he or she ii qualified for job position and the job design RECRUITMENT AN INTRODUCTION Personnel Management: Recruitment |2019
- 5. A set of activities assigned to attract qualified applicants for job position vacancies in the organization. RECRUITMENT Personnel Management: Recruitment |2019
- 6. INTERNAL MANAGEMENT Filling job vacancies can be done through promotions or transfer of employees who are already part of the organization. In other words, recruitment is from within the organization. EXTERNAL MANAGEMENT Outside sources are considered in the process of locating potential individuals who might want to join in the organization and encouraging them to apply for actual or anticipated job vacancies.
- 7. EXTERNALAND INTERNALRECRUITMENT METHODS OF Howare we recruited?
- 8. M E T H O D S ADVERTISEMENT through websites, newspapers, trade journals, radio, television, billboards, posters, e-mails, and others. 1 INTERNET RECRUITING There are thousands of independent job boards on the Web commonly used by job seekers and recruiters to gather and disseminate job opening information. 2 UNSOLICITED APPLICANTS Received by employers from individuals who may or not be qualified for the job openings. 3 EMPLOYEE REFERRALS Are recommendations from the organization’s present employees usually refer friends and relatives who they think are qualified for the job. 4
- 11. EXECUTIVESEARCH FIRMS Also known as “head hunters”; they help employers find the right person for a job. Such firm seek out candidates with qualifications that match the requirements of the job openings that their client company hopes to fill. EDUCATIONAL INSTITUTIONS Good sources of young applicants or new graduates who have formal training but with very little work experience; for technical and managerial positions, schools may refer some of their alumni who may have the necessary qualifications needed for the said job positions. 5 6
- 14. PROFESSIONAL ASSOCIATIONS May offer placement services to their members who seek employment. 7 LABOR UNIONS Possible sources of applicants for blue-collar and professional jobs. 8 PUBLIC AND PRIVATE EMPLOYMENT AGENCIES Public employment agencies usually offer free services while private ones charge fees from both the job applicant and the employers soliciting referrals from them. 9 M E T H O D S
- 15. Most managers prefer to follow a policy of filling job openings though promotions and transfer. Inthis way, they lessen the chances of losing the organization’s top performers.
- 16. Recruitment may be done by: Using the company bulletin boards. Company Intranet Recommendations from department or unit heads, among others. Company Newsletter
- 18. 1. Advertising and recruiting through the Internet reaches a large number of possible applicants and, therefore, increase the possibility of being able to recruit applicant suited for the job. 2. Advertising and recruiting through the Internet reaches a large number of possible applicants and, therefore, increase the possibility of being able to recruit applicant suited for the job.
- 19. 3.Employee referrals from outside sources are believed to be high-quality applicants because employees are generally hesitant to recommend persons who are not qualified for job openings. 4.Executive search firms usually refer highly qualified applicants from outside sources because they make an effort to check applicants’ qualifications before recommending them to client firms who pay for their services.
- 21. 1. The cost and time required to external recruitment are the typical disadvantages of using this recruitment method. Advertising job openings and the orientation and training of newly hired employees from outside sources, as well as sorting out large volumes of solicited or unsolicited job applications present challenges in budgeting time and money.
- 22. 2. The possibility of practicing bias or entertaining self-serving motives in the referral of friends and relatives by current employees and in the recommendation of private employment agencies of job applicants.
- 24. 1. Less expenses are required for internal recruitment advertising; newsletters, bulletin boards, and other forms of internal communication may disseminate information to current employees interested to apply for job openings within the company.
- 25. 2. Training and orientation of newly promoted or transferred current employees are less expensive and do not take too much time since they are already familiar with company policies.
- 27. 1. The number of applicants to choose is limited.
- 28. 2. Favoritism may influence a manager to recommend a current employer for promotion to higher position.
- 29. Organization and Management, Cervera Chapter 5 pp.54-56 REFERENCE:
- 30. MEET OUR GROUP REPORTERS Robbie Liza E. Caytiles Egaña National High School JHS Teacher I Arnie S. Mirasol Antique Vocational School SHS Teacher II Kyna L. Grasparil Bongbongan I Elementary School Teacher I