Recruitment
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Recruitment refers to the overall process of attracting, selecting, and appointing suitable candidates for jobs within an organization. It involves inviting candidates to apply for open positions and selecting candidates based on their applications. Recruitment sources can be internal, such as promoting or transferring current employees, or external, such as employment agencies, job advertisements, or other companies. Successful recruitment requires carefully evaluating candidates to determine if they are a good fit based on their qualifications and interview.
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Recruitment LESSON TOPICS· Internal Recruitment Policy· Impa.docx
Recruitment
LESSON TOPICS
· Internal Recruitment Policy
· Impact on Retention
· Communication and Internal Recruiting
· Impact on Morale
· Impact on External Recruiting
· Need for External Recruiting
· Separation Policy
· Voluntary Separation
· Involuntary Separation
· Seniority
INTRODUCTION
This lesson covers material about Recruitment. In Lesson Four, we learned about background checks, what they are, the individual parts that make up a background check, and when the background check would be necessary. We also reiterated and expanded on the importance of communicating policy to all levels of the organization.
In Lesson Five, we will explore and discuss the importance of a recruitment policy. The primary focus will be on the internal recruiting policy and the impact it has on retention, morale, and external recruiting. We will also look into a separation policy including voluntary and involuntary, layoffs, and seniority.
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Upon hire employees form perceptions about their new workplace. Negative perceptions can lead to disengagement very quickly and prompt new hires to look for another job within the first year of employment. Some studies show that turnover can cost up to 250% of an employee’s salary. That’s expensive!!!
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Similar to Recruitment
Recruitment LESSON TOPICS· Internal Recruitment Policy· Impa.docx
Recruitment
LESSON TOPICS
· Internal Recruitment Policy
· Impact on Retention
· Communication and Internal Recruiting
· Impact on Morale
· Impact on External Recruiting
· Need for External Recruiting
· Separation Policy
· Voluntary Separation
· Involuntary Separation
· Seniority
INTRODUCTION
This lesson covers material about Recruitment. In Lesson Four, we learned about background checks, what they are, the individual parts that make up a background check, and when the background check would be necessary. We also reiterated and expanded on the importance of communicating policy to all levels of the organization.
In Lesson Five, we will explore and discuss the importance of a recruitment policy. The primary focus will be on the internal recruiting policy and the impact it has on retention, morale, and external recruiting. We will also look into a separation policy including voluntary and involuntary, layoffs, and seniority.
Internal Recruitment Policy
The debate to hire and promote internally as opposed to externally has been going for many years. Most managers already have their mind made up as to what they prefer, and they have a reasonable argument and defense of their position. In this first section, we discuss an internal recruiting strategy. Later in the lesson, we will look at an external recruiting strategy.
One example of a company that has an internal recruiting policy is American Public University System (APUS). The subsidiaries of APUS include American Military University and American Public University. If a position becomes open, it is first made available to current employees: full time and part time. If a qualified applicant does not come forth or if the pool of internal applicants does not meet the needs, qualifications, education, or experience for the position, then it is opened to referrals and outside candidates.
POSITIVE IMPACT OF INTERNAL HIRING
OPPORTUNITIES FOR PART TIME EMPLOYEES
EASE OF POSTING AND PRE-SCREENING
ACCESS TO PERFORMANCE HISTORY
SAVINGS ON SALARY
INCREASED PRODUCTION
Impact on Retention
Hiring internally has a proportionate effect on retention, which has a domino effect on succession planning. Retention and succession planning are two separate, but inter-related topics. People often use the term internal recruiting, but in fact, retention would be the proper word. Recruiting is different from retention; however, for the purpose of this lesson, we understand that the term internal recruiting has the same meaning as retention.
When an organization has high performing employees, they can be promoted from within as already discussed. Another option is to create a position that can best utilize the skills of certain employees. When employees can see that the organization cares about them, supports them, and wants them to stay, the results can be tremendous.
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The document discusses recruitment, selection, and retention of employees. It provides guidance on:
1) Conducting the recruitment and selection process with biblical principles by carefully selecting the right people for open positions, as Jesus and Paul did.
2) Having clear job descriptions and being prepared for interviews by understanding the job requirements and responsibilities.
3) Looking for competence, character, passion and other qualities in candidates, and avoiding common mistakes made during evaluation.
4) Treating employees with dignity, giving meaningful work, and not exploiting them, as the Bible teaches.
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The document discusses the findings of extensive interviews conducted by Gallup with managers and employees at hundreds of companies. It identifies 12 key factors that are strongly linked to employee retention, engagement, and performance. Only 5 of the 12 factors directly influence retention. The document also provides guidance for managers on developing employees, focusing on strengths rather than weaknesses, setting clear expectations, and treating each employee differently based on their unique talents and needs.
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HRuday
Please find attached the inaugural issue of HRuday e-newsletter of Goa HR Forum. It was a great honour to have the Father of Indian HRD, Dr. T.V. Rao choose the name for our newsletter from the names suggested by members.
Thanks to editor Linfa Carvalho and her team for doing a great job and to all HRs who wrote articles.
Please send feedback and suggestions to ameyhegde@gmail.com
Regards,
Amey Hegde
Founder of Goa HR Forum, Connecting 600+ Goa based HRs.
Corporate Trainer & Motivational Speaker, Goa
http://ameyhegde.in
Engaged teams slide deck
It’s no secret. Employees who feel they are valued and recognized for the work they do are more motivated, responsible, productive and loyal. In essence, when they love WHO they work for, they stop shopping their resume and become more committed to their leaders.
So, how does today’s leader establish a dynamic, loyal and energized work environment? How do you determine what your employees want from you, particularly when you consider all those generational attitudinal factors? Speaker FAITH WOOD says - start by knowing your staff and determine what kind of environment they want to be a part of.
HR RECRUITING PROJECT
This document provides an overview of the recruiting process at Central Mass Transit Management (CMTM), which operates the Worcester Regional Transit Authority (WRTA). It begins with introducing the importance of recruiting in human resources. The current recruiting process at CMTM is then described, which focuses on hiring shuttle van drivers, bus drivers, and mechanics. A key challenge is that CMTM employees belong to a union, so the company must work with the union in decisions around hiring. The document evaluates the current recruiting practice and discusses benefits of process improvements to enhance recruiting outcomes.
Employee Retention Guide Step by Step
HR professionals value the best employees and invest resources into employee retention. Retaining the best employees in the organization is very important to produce a better outcome. However, employees come and go, but sometimes increase in employee departure can lead to difficult situations.
Hiring
Hiring the right employees is crucial for business success. Resumes alone do not provide enough information as they only reflect how candidates want to present themselves. It is important to consider personality and cultural fit through in-person interactions with the candidate and team. While interviews should be conducted professionally, the goal is to evaluate fit rather than attack the candidate. Relevant experience can be learned quickly if a candidate has the right personality and fits the culture. Both promoting from within and bringing in new perspectives are valuable, so a balanced approach is best. The hiring process requires patience to find the ideal match rather than settling for an expedient choice.
Human resources management and planningg
This document summarizes key aspects of human resources management related to recruiting, training, and turnover. It discusses the recruiting process and types of recruiting. It emphasizes the importance of training for employee and company benefits. The training process and current trends are outlined. Turnover is defined and factors that influence it like compensation and work culture are examined. Methods for calculating and reducing turnover are provided.
Leadership StylesJust as leaders can be found in many places.docx
The document discusses leadership styles and the human resources cycle. It describes six leadership styles - pacesetting, visionary, affiliative, coaching, coercive, and democratic. It also outlines the six stages of the human resources cycle: recruit, employ, reward, manage, develop, and transition/exit. The human resources cycle aims to ensure a business has the right people in the right jobs through all stages of employment.
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The Rules Do Apply: Navigating HR Compliance
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Webinar - How to Craft a Winning Compensation Strategy
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学校原版(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书原版一模一样
原版定制【微信:bwp0011】《(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书》【微信:bwp0011】成绩单 、雅思、外壳、留信学历认证永久存档查询，采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信bwp0011】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信bwp0011】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样
原版一模一样【微信：741003700 】【英属哥伦比亚大学毕业证研究生文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
加急制作美国密歇根州立大学毕业证（msu毕业证书）本科文凭原版一模一样
原版一模一样【微信：741003700 】【美国密歇根州立大学毕业证（msu毕业证书）本科文凭】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
高仿迈阿密大学毕业证（um毕业证）硕士文凭证书原版一模一样
原版一模一样【微信：741003700 】【迈阿密大学毕业证（um毕业证）硕士文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
哪里购买伯明翰大学毕业证（uob毕业证）学位证书原版一模一样
原版一模一样【微信：741003700 】【伯明翰大学毕业证（uob毕业证）学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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Recruitment
- 2. Recruitment refers to the overall process of attracting , selecting and appointing suitable candidates for jobs within an organization , either permanent or temporary. In short Recruitment is the process of inviting all the candidates for applying to a particular job. After that selection is done on the basis of the applications we got.
- 3. New recruitment for newly setup unit. Recruitment at the time of expansion. For replacing the retired employees. To replace the retrenched employees. Temporary recruitment. Eg. Employee on a long leave To recruit a person on the place of a promoted worker.
- 4. Internal source External source INTERNAL SOURCE 1. To promote the present staff 2. By transferring the present staff. 3. To appoint nearest relatives. 4. By recruiting past employee. 5. To appoint from a waiting list.
- 5. EXTERNAL SOURCE 1. Employment exchange 2. Labour unions 3. Chamber of Commerce 4. Jobbers 5. Other Companies 6. Advertisements
- 6. “Recruiting is hard. It’s just finding the needles in the haystack. We do it ourselves and we spend lot of time at it. I take it very seriously as you can’t know enough in an hour interview. So ,in the end its, ultimately based on your gut. How do I feel about this person ? what are they like when they are challenged? Why are they here? - Steve Jobs Co-founder and CEO of Apple Inc.
- 7. As per Linda Hill, the professor of business administration at the Harvard Business School and one of the top ten management thinkers in the world, discusses the things to be kept in mind while recruiting CEO. 1. Is it true that many CEOs fail in execution? 2. Is this issue more prevalent to an ‘inside CEO’ or an outsider? 3. Does the board falter many a times while hiring its CEO? 4. Is there a way the board can ensure a flawless strategy? 5. Do you think people other than just the board should be involved while hiring the CEO?