This document summarizes a survey report on recruitment and selection processes. It discusses internal and external recruitment methods, the selection process including interviews and tests, sources of learning about job openings like newspapers and friends, and employee satisfaction levels. The majority of respondents felt the selection process was necessary, acquired knowledge during the process, and that the organization finds suitable candidates through recruitment and selection.
On February 11, 2020, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation at Vlerick Business School in Brussels. These are the slides he used.
0601029 study of recruitment and selectionSupa Buoy
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I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
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On February 11, 2020, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation at Vlerick Business School in Brussels. These are the slides he used.
0601029 study of recruitment and selectionSupa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
According to a 2012 poll conducted by CareerBuilder, 41% of participating companies in the USA had experienced a cost of at least $25,000 per single bad hire, while 24% had incurred $50,000 for a single bad hire. The cost includes loss of productivity and time, cost to recruit and train new employee, and employee morale being affected
DeVry University Career Advisory Board: What the Most Successful Job Seekers ...DeVry University
In the interest of providing actionable advice to job seekers, the Career Advisory Board set out to discover what candidates who are perceived as the “complete package” are doing in order to secure a desirable job offer. In our Successful Job Seekers research, we surveyed over 550 professionals of varying ages and in different roles and industries. Our respondents had one thing in common: they were either recruited by a desirable company and received an offer without having to search for a new job at all (referred to as passive job seekers), or they received an interview for a job they ultimately accepted less than six months after starting a search (referred to as active job seekers).
The following report summary highlights the results of the research, including that the most effective candidates target, customize, and are organized and realistic about their opportunities. Now that we’ve learned from the best, we aim to educate the general job seeking population on improving job search efficiency and outcomes.
70% of professionals in the US and Canada are interested in working at a nonprofit. Click through to hop into the candidates mindset to learn how to attract, hire and retain these professionals.
Application of AIDA Model for online lead generationPazhaneraajaa G
This is my MBA project where AIDA funnel model was used to generate and convert the lead for a blood stem cell registry - DATRI. this project comprises of online event, social media marketing and the AIDA model. This project shows how a Non-profit organisation can attract people with creative online events and spread awareness about cancer disease and convert them to a potential donor. This model was implemented and the result was successful lead generation and conversion
According to a 2012 poll conducted by CareerBuilder, 41% of participating companies in the USA had experienced a cost of at least $25,000 per single bad hire, while 24% had incurred $50,000 for a single bad hire. The cost includes loss of productivity and time, cost to recruit and train new employee, and employee morale being affected
DeVry University Career Advisory Board: What the Most Successful Job Seekers ...DeVry University
In the interest of providing actionable advice to job seekers, the Career Advisory Board set out to discover what candidates who are perceived as the “complete package” are doing in order to secure a desirable job offer. In our Successful Job Seekers research, we surveyed over 550 professionals of varying ages and in different roles and industries. Our respondents had one thing in common: they were either recruited by a desirable company and received an offer without having to search for a new job at all (referred to as passive job seekers), or they received an interview for a job they ultimately accepted less than six months after starting a search (referred to as active job seekers).
The following report summary highlights the results of the research, including that the most effective candidates target, customize, and are organized and realistic about their opportunities. Now that we’ve learned from the best, we aim to educate the general job seeking population on improving job search efficiency and outcomes.
70% of professionals in the US and Canada are interested in working at a nonprofit. Click through to hop into the candidates mindset to learn how to attract, hire and retain these professionals.
Application of AIDA Model for online lead generationPazhaneraajaa G
This is my MBA project where AIDA funnel model was used to generate and convert the lead for a blood stem cell registry - DATRI. this project comprises of online event, social media marketing and the AIDA model. This project shows how a Non-profit organisation can attract people with creative online events and spread awareness about cancer disease and convert them to a potential donor. This model was implemented and the result was successful lead generation and conversion
3. Recruitment is a process of attracting
candidates towards a job in an organization.
When a vacancy for a job exist recruitment is
initiated.
4. Selection has been regarded as the most
important function of HR Department. It
ensures the organization that it has , right
number, right kind of people at the right
place and at the right time.
7. 1. To know the method of selection in
Corporation.
2. To know the employee satisfaction in an
Organization.
3. To know the sources of recruitment
followed in the corporation.
OBJECTIVES
9. INTERNAL RECRUITMENT
1. It is time saving process.
2. It motivates the employees to work
hard.
3. It requires less cost.
4. There is no need of induction
training.
10. EXTERNAL RECRUITMENT
1. It encourages young blood with
new ideas to enter the org.
2. It offers wide scope for selection.
3. There is a less chance of partiality.
11. How do you come to know about
this job vacancy before you apply?
Newspaper
24%
Friends
52%
Internet
24%
TV Channel
0%
Survey Report
12. How did you apply for the job?
Direct
80%
Internet
20%
Post
0%
None
0%
Survey Report
13. Do you think this organization
motivated you for applying the job?
Yes
56%
No
12%
Some Extent
32%
Survey Report
14. How did the organization motivate
you for applying the job?
Career
growth
72%
Good Salary
12%
Org. image
8%
Good
Facilities
8%
Survey Report
15. How did the organization ascertain
employee specification in terms of?
Qualification
and comm.
28%
Experience
and comm.
12%
All
60%
Survey Report
16. Which method of communication
is followed in your organization?
Written test
8%
Group
Discussion
20%
Interview
64%
All
8%
Survey Report
17. Do you think these types of
rounds are necessary for this job?
Yes
68%
No
12%
Some extent
20%
Survey Report
18. How many levels of interview
conducted for selection process?
One
20%
Two
40%
Three
20%
Four
20%
Survey Report
19. Have you acquired any knowledge
while you are undergoing rounds?
Yes
60%
No
20%
Sometimes
20%
Survey Report
20. Have you understood the job
description before applying for the job?
Yes
64%
No
36%
Some extent
0%
Survey Report
21. Which source of recruitment is
followed in your corporation?
Internal
20%
External
16%
Both
64%
Survey Report
22. Do you think that the present job
is most suitable for you?
Yes
52%
No
16%
Some extent
32%
Survey Report
23. Do you think the org is getting most suitable
candidates with their recruitment and
selection process?
Yes
60%
No
8%
Some Extent
32%
Survey Report
