Recruitment Process PDF

1. INTRODUCTION As we have seen in a previous class… HR PLANNING RECRUITMENT SELECTION ONBOARDING This is a continuum process where we JOB SPECIFICATION have basic processes to do first to JOB Ski...

1. INTRODUCTION As we have seen in a previous class… HR PLANNING RECRUITMENT SELECTION ONBOARDING This is a continuum process where we JOB SPECIFICATION have basic processes to do first to JOB Skills, knowledge, ANALYSIS achieve the right workforce at the right experience… time and with the right quality! 2. DEFINITION OF RECRUITMENT The process of generating a pool The process of of qualified discovering candidates for a potential candidates particular job  Provides organization with a pool of qualified candidates The more qualified the pool the Importance better the success rate in selection of Can help the organization meet Recruitment affirmative action goals Can increase organizational effectiveness 3. THE RECRUITMENT PROCESS AND RESPONSIBILITIES Knowledge, Skills and Abilities  Compare and validate Identify Job vacancy Do or Coud be planned or update due to a resignation Consult RECRUITMENT Follow or PROCESS create it Do it End of Receive CVs/application recruiment forms process  4. ORGANIZATION-BASED VS OUTSOURCED RECRUITING An initial and basic decision is whether the recruiting will be done by the employer or outsourced to someone else. Because recruiting can be a time-consuming process, it could be done in these ways, depending on the situation : -Being done by the HR department of the organization -Outsourcing to another specialized recruiting Company -A mix of organization’s HR dept and outsourced recruiters: HR focuses on the core processes and outsources the hard ones to the outsourced company. 5.SOURCES OF RECRUITMENT A. INTERNAL Promotion Transfer Upgrading Demotion Retired Retrenced employees employees 5.SOURCES OF RECRUITMENT B. EXTERNAL Advertisement Educational institutes Placement agencies/ outsourcing Employment Exchanges Labour contractors Employee referrals  ADVANTAGES DISADVANTAGES cheaper and quicker to recruit people know each other developing own employees missing new ideas competition between easier onboarding employees INTERNAL organization knows the Replacement (creating a new employees vacancy to fill) engagement, motivation, limits the number of potential loyalty of employees applicants oportunities for promotion new blood - new ideas and longer and more expensive perspective process more experienced/expertized adaptation is longer selection process may not be EXTERNAL bigger motivation to improve effective enough may cause morale problems for diversity internals large pool of candidates 6. RECRUITMENT METHODS Internal recruiting methods include organizational databases, job postings, promotions and transfers, current employee referrals, and re- recruiting of former employees and applicants In addition, the Company can reach applicants through these external methods: Ø Using a recruitment agency (E.g: Headhunters for Executive positions) Ø Online recruitment methods: social media, career events. Ø Printed publications: newspapers or e-newspapers Ø Careers events…etc. 6. RECRUITMENT METHODS It is very important not to confuse between methods and sources. Methods of recruiting is about how to reach qualified applicants for the job. Source of recruiting is about where we can search to find these qualified applicants. Sometimes both can overlap. The application process The application form Curriculum vitae (CV) or résumé This is a standardised form, This is the ‘story’ of the candidate’s life to customised to include the date. It is more personalised than an details necessary for the application form and focuses on the specific post or generalised suitability of the candidate, including to all applications. information such as educational and It is accompanied by job professional qualifications, employment details and information history and a career ‘vision’. about application and A CV can be supported by a letter of selection. application explaining reasons for the candidate’s interest in the position. 7. E-recruitment Several sites are used for Internet recruiting. The most common ones are: Internet Job Boards: provides access to many candidates and are useful generating applicants responses. Useful to find information about job positions (compensation, etc.) for applicants and HR recuiters to maintain recruiting competitiveness. Professional/Career Websites: many profesional associations have employment sections at their Websites. Useful to target applicants specifically interested in the job field, reducing the number of less-qualified applicants. Employer Websites: many employers have found their own Websites to be more effective and efficient when recruiting candidates. This website section encourge to e-mail résumés or complete on-line applications  7. E-recruitment: Internet Job Boards Source: https://www.thebalancemoney.com/top-best- job-websites-2064080 7. E-recruitment Employer Websites 8.EMPLOYER BRANDING AND IMAGE The way the “employment brand” of the organization is viewed by both employees and outsiders is crucial to attracting applicants and retaining employees, who also may describe the organization in positive or negative terms to others. Organizations seen as desirable employers are better able to attract more qualified applicants than are organizations with poor reputations. A positive image of the employer is crucial to attract best applicants. 8.EMPLOYER BRANDING AND IMAGE For example, One firm had good pay and benefits, but its work demands were seen as excessive, and frequent downsizings had resulted in some terminations and transfers. The result was high turnover and a low rate of applicants interested in applying for employment at the company. Not only can the Brand help generate more recruits, but it can also help with applicant self-selection because it affects whether individuals ever consider a firm and submit applications. A positive image of the employer is crucial to attract best applicants.  1 2 3 Recruiting is the process The decision to use Recruitment ends when of generating a pool of internal or external all the CVs or application qualified applicants for sources should consider forms of the applicants organizational Jobs. both the advantages and are available. The next disadvantages. step is selection process.  Armstrong (2006). Chapter 27: Recruitment and selection (pp. 409-429; for recruitment) Mathis and Johnson (2006). Chapter 7: Recruiting in Labour Markets (p. 192) Websites: https://www.thebalancemoney.com/top-best-job-websites- 2064080