Advertising Agency Staff Onboarding PDF

STAFFING CHAPTER 5 TALENT ACQUISITION  OBJECTIVES Define staffing and explain its importance in organizations. Describe the key stages of the staffing process (recruitment, selection, and training). Analyze case scenarios of recruitment, selection, and training practi...

STAFFING CHAPTER 5 TALENT ACQUISITION  OBJECTIVES Define staffing and explain its importance in organizations. Describe the key stages of the staffing process (recruitment, selection, and training). Analyze case scenarios of recruitment, selection, and training practices. COMPANY NAME STAFF ONBOARDING DATE 03. STAFFING Staffing is the process of attracting, selecting, and developing employees to meet an organization's current and future needs. STAFFING BINGO RECRUITING 01 This involves finding suitable candidates for open positions SELECTING 02 involves evaluating each candidate TRAINING 03 from orientation sessions to specialized skill development  RECRUITMENT 01. Process of finding and attracting qualified candidates to fill job vacancies in an organization The process typically involves a series of activities designed to attract potential employees, both from within the company (internal candidates) and from outside (external candidates).  Job Description: Specifies the responsibilities, tasks, and duties of the role. Job Specifications: Outlines the qualifications, skills, and experience needed for the position. IDENTIFYING JOB REQUIREMENTS INTERNAL VS. EXTERNAL RECRUITMENT NTERNAL RECRUITMENT EXTERNAL RECRUITMENT Internal recruitment involves filling a job vacancy by promoting or transferring an External recruitment brings in new existing employee within the organization. talent from outside the organization, increasing diversity and fresh Promotions: Offering higher positions to perspectives employees who have demonstrated skills, competence, and a good track record. Job Advertisements Transfers: Moving employees from one Recruitment Agencies department or role to another without a Campus Recruitment change in rank, but to a job that better suits Employee Referrals their skills. Social Media & Networking  Employer Branding: Creating a positive image of the company as a desirable place to work. This involves highlighting organizational values, career growth opportunities, and workplace culture. Job Advertisements: Crafting clear and compelling job ads that not only outline the requirements but also emphasize the benefits of working for the company (e.g., competitive salaries, work-life balance, etc.). ENCOURAGING CANDIDATES TO APPLY  Recruitment Events: Hosting career fairs, open houses, or webinars to interact directly with potential candidates. Engaging with Talent Pools: Developing long-term relationships with candidates who may not be available for current positions but could be suitable for future opportunities. ENCOURAGING CANDIDATES TO APPLY 02. SELECTION The selection process is the series of steps an organization follows to choose the most suitable candidate for a job vacancy  REVIEWING RESUMES AND COVER LETTERS: The first step involves going through submitted resumes and cover letters to check if candidates meet the basic qualifications (education, skills, experience) outlined in the job description. SCREENING OF APPLICATIONS  Some companies use Applicant Tracking Systems (ATS), which automatically screen resumes based on keywords and criteria set by the employer. PRELIMINARY SCREENING SCREENING OF APPLICATIONS  Short phone interviews may be conducted to clarify information on resumes, assess communication skills, and gauge the candidate's interest in the position. PHONE SCREENING SCREENING OF APPLICATIONS INTERVIEWS TYPES OF INTERVIEWS Initial/First- Behavioral Panel Technical/Skill- 01 02 03 04 Round Interview Interviews Interviews Based Interviews Panel Interviews  TEST ASSESSMENTS APTITUDE TESTS PERSONALITY JOB GROUP TESTS SIMULATIONS ASSESSMENTS These assess These evaluate In some cases, For certain roles, logical reasoning, the candidate's candidates are companies might hold group problem-solving personality traits asked to assessments to see abilities, and and how they complete tasks how candidates sometimes align with the job similar to what perform in team- language or or company they would do on based tasks, mathematical culture. the job. evaluating communication, skills. leadership, and collaboration skills.  BACKGROUND REFERENCE CHECKS The company contacts previous employers or professional contacts REFERENCE provided by the candidate to verify employment dates, job responsibilities, performance, and BACKGROUND CHECKS character. This could include checking criminal records, verifying educational qualifications, and reviewing credit reports (if relevant to the job). FINAL HIRING DECISION To make the final decision on which candidate to hire, based on all the information gathered. CANDIDATE DISCUSSION WITH MAKING AN OFFER COMPARISON HIRING TEAM OFFER ACCEPTANCE COMPANY NAME STAFF ONBOARDING DATE 03. TRAINING Training is a critical part of the onboarding process, helping new employees develop the skills and knowledge necessary to perform their job roles effectively. It also contributes to employee growth, engagement, and retention by ensuring they feel prepared and supported. On-the-job training involves learning while performing the actual job tasks. New employees are supervised and guided as they handle real responsibilities. Types of On-the-Job Training: Job Rotation: Employees rotate through different roles or departments to learn a variety of skills. This helps them understand the broader context of the company and become more versatile. Job Shadowing: New employees observe experienced colleagues to learn how tasks are performed. This is common in technical or complex roles where observation and imitation help develop skills. Hands-On Practice: After some initial instruction, the employee performs job tasks with supervision, allowing them to gain experience and receive real-time feedback. METHODS ON-THE-JOB TRAINING (OJT) Mentoring pairs new employees with experienced colleagues (mentors) who provide guidance, advice, and support. This relationship helps new hires navigate the workplace, understand the company culture, and build confidence in their role. Key Elements of Mentoring: One-on-One Support: Mentors provide personal support and share insights that help the new employee adjust to the role and the organizational environment. Skill Development: Mentors offer specific advice on improving job performance, solving problems, and developing professional skills. Career Growth: Mentors can help guide the employee’s career development by sharing their own experiences, offering networking opportunities, and discussing potential career paths within the company. METHODS MENTORING Formal training involves structured learning sessions, either in-person or virtual, often led by internal trainers or external experts. Types of Formal Training: Workshops: Interactive training sessions that often involve hands-on activities, role-playing, group discussions, or problem-solving exercises. Seminars and Webinars: Expert-led sessions on relevant topics such as leadership, technical skills, or compliance regulations. These may be in person or online. E-Learning: Online courses or training modules that employees can complete at their own pace. These are useful for ongoing learning or when new information needs to be disseminated quickly across an organization. Compliance Training: Focuses on legal and policy-related topics such as workplace safety, anti-harassment laws, and industry-specific regulations. METHODS FORMAL WORKSHOPS AND TRAINING PROGRAMS CONCLUSION RECRUITMENT, SELECTION, AND TRAINING ARE ESSENTIAL PROCESSES IN STAFFING THAT ENSURE ORGANIZATIONS ATTRACT, EVALUATE, AND DEVELOP THE RIGHT TALENT TO MEET THEIR OPERATIONAL AND STRATEGIC GOALS EFFECTIVELY. Exit Ticket: