these slides describe about the recruitment method generally, the orientation, and the development for new recruit within the organization (ugik sugiharto, GBS)

1. RECRUITMENT and TRAINING
Presented by Sugiharto, SH. MM
© HRM ONE Created by Sugiharto, SH.MM - MMX

2. Procedure of
Selections Need of Employment
HRD’s Personal Qualifications Public
Data Bank
Letter of Applications
Candidates
Administration test
Interview selection
Management Trainee Full employment
© HRM Rect and Train Created by Sugiharto, SH.MM - MMX

3. RECRUITMENT
The Basic Philosophy
To Find The Right Person into The Right Position
Hiring the right people with the right
skills at the right time
Recruiting practices can lead to
organization competitive advantage
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4. Recruiting Potential Candidates
Staffing
Selecting Qualified Candidates
Employees Market
Labor Force Population
Applicant Population
Applicant Pool
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5. STAFFING
The Definition
Is the process to place the right
persons fit in their position according
the specification and competence.
Staffing includes the right amount of
Human Resource planning.
Recruiting
Selection
The integration of all processes, programs, and systems in an
organization that ensure staff are acquired and used in an effective way
© HRM Rect and Train Created by Sugiharto, SH.MM - MMX

6. Recruiting
Recruitment is the process of gathering a group
of qualified applicants. It includes tasks:
Writing job description
Writing job specification
Posting the vacancies internally
or/and externally
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7. Selection
Selection is the process designed to determine the most qualified
candidate from the group of applicants. It includes tasks :
Reviewing resumes
Interviewing applicants
Work related testing
Reference checks and
The final employment offer
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8. EMPLOYESS MARKET
Is the EXTERNAL sources to recruit the
new potential needed candidates
3 Main factors to consider
Recruitment methods
Labor force population
Recruitment messages
Applicant population
Applicant qualifications
Applicant pool
Administration procedures
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9. THE INFLUENCING FACTORS
Of Recruiting Effort
Size
Employment conditions in the community
The effectiveness of past recruiting efforts
Working condition
Salary and benefits
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10. THE POSSIBLE CONSTRAINS
On Recruiting sources
The Organization’s image
The Unattractiveness
of the job
Physical environment
The Organizational policy
Promote from within
wherever possible
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11. THE RECRUITMENT
METHODS The Main Methods
existing employees and volunteers are
Internal Recruitment given an opportunity to apply for
a new job opening
Rewards the employee for the past performance
Gives the employee an opportunity for career development
Retains the organization’s investment
Reducing orientation time to new position
Reduces the costs of recruitment
Provides a limited number of people to select
Reduces the opportunity for increasing
diversity within organization
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12. THE RECRUITMENT
METHODS 2 Main Methods
Employees are asked to recommend
Employee Referrals a person for the job opening
The quality of employee referrals is usually high. Employees usually only
refer people that they are confident would be a good match for the
position and organization.
People tend to recommend others with similar backgrounds. Therefore it
is important to ensure that the practice of employee referrals does not
lead to a decrease in diversity within your organization
People recruited by your staff usually have some
understanding of the work of the organization
There can be a tendency to feel that you must hire someone who is
referred by an employee even if your assessment is that the person is
not the best match
© HRM Rect and Train Created by Sugiharto, SH.MM - MMX

13. THE RECRUITMENT
METHODS the job is posted in a newspaper or professional journal
Print Advertisement
Able to reach a large audience in specific area
The content of the advertisement will impact on
the number of applicants; if the ad is general you
will most likely receive more applications
If the ad is general, you may receive a significant
number of applications from unqualified
candidates.
© HRM Rect and Train Created by Sugiharto, SH.MM - MMX

14. THE RECRUITMENT
METHODS the job is posted on an internet job-site
Internet Recruiting
Internet recruiting is cost effective
96% of people looking for jobs online
Available to potential candidates 24 hrs./day
Able to minimize the number of unqualified
candidates by directing people to more
information on your organization's website
The number of applications may be
overwhelming
© HRM Rect and Train Created by Sugiharto, SH.MM - MMX

15. THE RECRUITMENT
METHODS
Internships / Field placement
Students who come to the organization
as part of their education are recruited
after graduation
The managers will have a good understanding of
the fit between the person and the organization,
as well as their abilities
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16. THE RECRUITMENT
METHODS
Executive Search Firms
A private company that specialized in
recruitment is hired to find suitable
candidates.
This is a very expensive method of recruitment
Hiring professional recruiter does not
guarantee a positive result
The firm will do most of the preparation for the
posting and the preliminary screening
May be an appropriate recruitment method for
the most senior positions
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17. THE RECRUITMENT
METHODS The percentage of resumes with skills
Unsolicited Resume appropriate for your organization may be
small.
Individuals interest in
working for your organization
send in resumes
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18. INITIATE THE RECRUITMENT PROCESS
The job announcement
should include:
A brief description of your organization, its
mission or purpose
The title and a description of the position
Duties and responsibilities
Qualifications and The supervising authority
Mention the salary and benefits attached to the
position. Specify the starting salary or salary
range, or say the salary depends on
experience. And application deadline
© HRM Rect and Train Created by Sugiharto, SH.MM - MMX

19. THE SELECTION & The Process
THE Selection Keys
Initial screening application
KNOWLEDGE
Application completion form
SKILLS
Preliminary interview
ABILITIES
Employment test
Second interview
Background check and previous job
Final selection and decision
© HRM Rect and Train Created by Sugiharto, SH.MM - MMX

20. THANK YOU
For LISTENING
HRM Recruitment
Presented by
Sugiharto, SH. MM
Re-programmed
Presentation created by
ugik013 Presentation Pro
Images provided by
Personal collections
Closing theme performed by
David Archuletta
E-mail: ugik013@yahoo.com
STIE GICI Business School
© 2012
© HRM ONE Created by Sugiharto, SH.MM - MMX